Types Of Inteviews

Types of Interviews
All job interviews have the same objective, but employers reach that objective in a variety of ways. You might enter the room expecting to tell stories about your professional successes and instead find yourself selling the interviewer a bridge or editing code at a computer. One strategy for performing your best during an interview is to know the rules of the particular gameyou are playing when you walk through the door. 
The Screening Interview
Companies use screening tools to ensure that candidates meet minimum qualification requirements. Computer programs are among the tools used to weed out unqualified candidates. (This is why you need a digital resume that is screening-friendly. See our resume center for help.) Sometimes human professionals are thegatekeepers. Screening interviewers often have honed skills to determine whether there is anything that might disqualify you for the position. Remember-they do not need to know whether you are the best fit for the position, only whether you are not a match. For this reason, screeners tend to dig for dirt. Screeners will hone in on gaps in your employment history or pieces of information that lookinconsistent. They also will want to know from the outset whether you will be too expensive for the company.
Some tips for maintaining confidence during screening interviews:
* Highlight your accomplishments and qualifications.
* Get into the straightforward groove. Personality is not as important to the screener as verifying your qualifications. Answer questions directly and succinctly. Save yourwinning personality for the person making hiring decisions!
* Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics by replying, "I would be willing to consider your best offer."
* If the interview is conducted by phone, it is helpful to have note cards with your vital information sitting next to the phone. That way, whether the interviewercatches you sleeping or vacuuming the floor, you will be able to switch gears quickly.
The Informational Interview
On the opposite end of the stress spectrum from screening interviews is the informational interview. A meeting that you initiate, the informational interview is underutilized by job-seekers who might otherwise consider themselves savvy to the merits of networking. Job seekers ostensiblysecure informational meetings in order to seek the advice of someone in their current or desired field as well as to gain further references to people who can lend insight. Employers that like to stay apprised of available talent even when they do not have current job openings, are often open to informational interviews, especially if they like to share their knowledge, feel flattered by yourinterest, or esteem the mutual friend that connected you to them. During an informational interview, the jobseeker and employer exchange information and get to know one another better without reference to a specific job opening. 

This takes off some of the performance pressure, but be intentional nonetheless:
* Come prepared with thoughtful questions about the field and the company.
* Gainreferences to other people and make sure that the interviewer would be comfortable if you contact other people and use his or her name.
* Give the interviewer your card, contact information and resume.
* Write a thank you note to the interviewer.
The Directive Style
In this style of interview, the interviewer has a clear agenda that he or she follows unflinchingly. Sometimes companies usethis rigid format to ensure parity between interviews; when interviewers ask each candidate the same series of questions, they can more readily compare the results. Directive interviewers rely upon their own questions and methods to tease from you what they wish to know. You might feel like you are being steam-rolled, or you might find the conversation develops naturally. Their style does not...