One on one

As the name suggests, this type of interview format involves you and just one interviewer. These types of interviews tend to be less structured, with the interviewer letting the conversation unfold rather than sticking to a specific set of questions, although this isn’t always the case. This free flowing style can help you to build rapport, but it can make it difficult for you to showcase all of your relevant skills and attributes.

Panel interview

This is where you are interviewed by a panel of people. Panel interviews are usually highly structured, with the panel asking each prospective candidate the same set of pre-determined questions. One of the hardest things about a panel interview (apart from handling the nerves that come with any interview!) is determining how to best engage with everyone on the panel. It can be tempting to give all your attention to the person who has asked the question, but it is important to make an effort to speak to, and make eye contact with, everyone (without staring).

Competency based

It is common for many organisations to use a ‘competency framework’ to inform their recruitment decisions. Competencies refer to the skills, knowledge and behaviours necessary for job performance. A competency based interview is all about evidence, with the interviewer asking a series of behavioural based questions relating to the required competencies such as:

• Can you describe a time when you were part of a team who co-operated to improve team performance?
• Tell me about a time when you went beyond the expectations of a customer.
• Tell me about the types of writing you have done. Can you give me specific examples?
• Tell me about a time when you had to explain facts about a fairly complex service, or product, to a customer on the telephone.