5 Major Types of Job Interviews: Practical Tips for Preparation

Job interviews can be both exciting and nerve-wracking at the same time. However, there is a closed list of possible interview formats, all shaped by a particular goal or hiring process stage so that an interviewee can be prepared. How to navigate the collective panel interview? What should applicants expect from background check interviews, and what questions could be asked during the cultural fit interview? 

We have described five major types of interviews and compiled practical tips for navigating through them. Let’s get into it.

I. Technical Screening Interview:

Technical screening radically differs from technical interviewing, assessing soft and hard skills respectively. 

Purpose: the focus lies on the behavioral aspect, aiming to assess technical specialists’ soft skills, including conflict resolution, stress management, and interpersonal abilities, in addition to evaluating their technical thought processes and decision-making skills.

Common format: video interview

Held by: hiring manager/technical recruiter/HR manager

The hiring manager usually prepares for a screening interview with the candidate by looking at their resume and cover letter first. Therefore, one of the best recommendations for the applicant is to study their resume well and be prepared for questions about the points mentioned there. 

A significant aspect of the technical screening interview involves discussing past projects and experiences. The hiring manager aims to understand how the applicant approached problems, made decisions, and collaborated with others. 

Tip! Tailor your responses to highlight interpersonal skills and leadership qualities contributing to successful project outcomes.

Navigating a technical screening interview goes beyond just solving problems; effective communication is the key. Conveying your thought process, explaining approaches to work-life situations, and articulating your solutions are crucial aspects that interviewers evaluate. 

Tip! Practice delivering your responses clearly and concisely, ensuring that you can communicate complex technical concepts in a way that is understandable even to a non-technical audience.

II. Background Check Interview:

During the hiring process, validating candidate information and aligning it harmoniously with the employer's expectations is crucial. Based on the collected data, employers can make informed decisions and select the right candidate for the job. 

Purpose: to verify the accuracy and authenticity of the details presented by the candidate during the hiring process.

Common format: video interview or written communication (including reference letters from previous employers)

Held by: hiring manager/HR manager

Typical Questions Asked in a Background Check Interview

Employment Verification: 

• What was the duration of prior roles? 
• Can you elaborate on your previous job responsibilities?
• What were the reasons for leaving previous employment?
• Can you provide the contact information of your previous employers?

Educational Background: 

• What are your academic qualifications and degrees obtained? 
•  Have you pursued any additional certifications or courses beyond your formal degree? *you may be asked to provide your diploma or certificates.
• How do you stay updated on developments and advancements in your field?

This type of interview cannot be called a mere formality because the employer is checking the information for truthfulness. To sound and look decent in the eyes of the future employer, the candidate must prepare for this stage of the hiring process: 

1. The most important thing is, of course, to indicate only real experience. It is much easier to check whether someone has worked for a particular company than it seems. A fake case can put you on the black-list of candidates forever. 
2. When answering why you left your previous job, it is better not to go overboard and say how bad the company was. In fact, your experience may not have been the best there, but for a future employer, a candidate’s aggression may be the red flag.

III. Live Coding Interview:

There is no single recipe for preparing for the live coding stage. It depends on the candidate's skill level and readiness to go through this stage. Unlike traditional technical interviews that focus on theoretical knowledge, the live coding format checks how well prospects can apply their skills to solve similar job environment tasks.

Purpose: to assess a candidate's programming skills and problem-solving abilities in an interactive setting.

Common format: video conferencing or specialized live coding platforms

Regardless of the format, the essence remains the same – candidates must write code, demonstrate their thought processes, and provide effective solutions.

Held by: technical interviewers (e.g., software engineers, technical leads, etc.)

Tips for Preparing for a Live Coding Interview

1. Research and understand the specific tech stack relevant to the position beforehand. Ensure you are proficient in coding and comfortable navigating the company's technical landscape: what sort of project are you applying to, and what additional skills may lead you to the last hiring stages? 
2. Think aloud during your coding challenges. It may sound like a crazy idea, but effective communication is crucial, as it provides the interviewer with insights into your problem-solving strategy, reasoning, and approaches.
3. Prioritize tasks, and if you encounter difficulties, consider communicating your thought process. Asking is always better than keeping silent and getting an unexpected result. 

IV. Cultural Fit Interview:

It is a unique assessment aiming to align the values and work styles of a candidate with the ethos of the company. 

Purpose: the prospect and the employer get valuable insights about cultural compatibility, defining whether values and long-term plans are aligned.

Common format: video interview

Held by: HR professionals or hiring managers

A harmonious cultural fit ensures a sense of belonging and a conducive environment for professional growth. It's an opportunity for candidates to assess whether the company aligns with their values and work preferences. Job satisfaction is directly proportional to compatibility with the work environment, so don't hesitate to ask questions about the organization of processes, types of communication, and all issues that may affect your engagement.

Be sure that the employer wants you to feel comfortable just as much as you do, as this ensures stable motivation and good results.

Types of Questions and Scenarios

1. When you think of work-life balance, what comes to your mind? 

This question is vital for both parties, as it sets boundaries from the beginning. Try to answer it honestly, but don't exceed what's realistic. For instance, it's perfectly acceptable to say that you don't respond to work emails after 6 PM, but it's not very reasonable to say that you want to have four days off weekly if you're working full-time.

1. Would you like to take the initiative to lead a project or mentor a colleague?

The interviewer might want to learn if you wish to advance the career ladder or prefer stability for a few years. The answer to this question may vary: If you are unsure about your future leadership aspirations but you do want to continue growing both professionally and personally, a good response could be, "I am content with my current position, but I am always looking to develop my skills and advance my career."

1. What signs do you consider as warning signals in a manager's behavior?

When answering such a question, the key is to strike a balance between being honest and professional. The advice is not to come across as overly negative or too generic. Instead, focus on specific behaviors that impact the work environment. For example, you could mention how a manager who fails to address concerns or shows bias can create a toxic atmosphere that can really decrease productivity and job satisfaction. 

Tip! Be transparent about who you are — the cultural fit is a two-way street.

V. Panel Interview:

Are you applying for a job that requires close collaboration with different company departments? If yes, then be prepared for a panel interview. This interview is the applicant's chance to impress not only the hiring manager but also the heads of different departments. 

Purpose: to provide a broader and more in-depth perspective to the hiring manager and all others involved in evaluating the candidate's suitability for the job.

Common format: group video interview

Held by: department heads, team leaders, HR representatives

Tips for Preparing for a Panel Interview

The perfect option is to find out who will be at the interview and research the person's professional stack because this determines the questions they may ask. 

Insights! Go beyond understanding roles. To better dig into an organization, it's essential to look at how each member's responsibilities overlap. This will help you tailor your responses with a complete view of the company.

It's okay not to have all the answers, but how prospects respond when unfamiliar with something is critical. Instead of simply saying, "No, I don't know," it's better to express your willingness to learn. For instance, you could say, "Although I haven't had this experience before, I'm open to discovering new tasks." Remember, being honest and eager to learn can go a long way in building trust with others. 

Tip! Ask questions at the end of the interview directed to specific panel members. This shows that you're interested in their roles and demonstrates your engagement in the conversation.

#sdsolutions #itcareer #typesofinterviews #technicalinterview #livecoding #backgroundcheck #culturalfit #panelinterview 

Want to get more IT career insights? Check out our latest articles:

1. What questions to ask in a pre-screening interview?
2. 5 Lessons from the Failed СVs: how to get short-listed
3. 3 Tech Roles that Have Been Radically Transformed in the Last Years