The purpose of a resume is to win an interview. The purpose of an interview is to win the job!
- job candidates with the opportunity to personally convince employers that they are the best person for the role; and
- employers with the opportunity to assess the suitability of a candidate for the role, including capabilities, experience as well as cultural and attitude fit.
There are different types of interviews. Most are explained in detail in the accompanying detailed handouts or webpages. It is recommeded that you read all the details to familiarise yourself with different interview processes. Begin with the handout on Interview Preparation and Practice.
Organisations use telephone interviews to efficiently screen applicants, and short list those suitable to progress further in the interview process.
Behavioural interviewing is a common technique amongst graduate recruiters. Using this technique, employers ask for examples of previous experience and achievement in order to predict future performance of candidates. For more information about the features of behavioural interview questions and tips on how to answer them, check out our behavioural interview handout.
In some cases interviews are conducted by more than one person. While this may seem daunting, there are recommended strategies to assist. Read the section on Panel Interviews in the Interview Preparation and Practice handout.
Most management consulting firms conduct case interviews. This is an interview based on giving the applicant a real business problem to solve.
Group interviews / assessment centres
Often second round interviews include groups of job applicants, and a strategic set of tasks to complete in a simulated business environment.
Our interactive Assessment Centre tool provides a comprehensive guide to assessment centres, including the types of activities that may be included and tips for maximising your performance at the assessment centre. You will also find useful video advice from employers.