How you approach different types of interviews should be adjusted to meet the requirements of that interviewer. Failure to do so is likely to prevent you from progressing any further.
Being aware of the different types of interview that you may encounter can be very helpful. Examples of different types of interview include:
Recruitment Agency interviews, Employer interviews and Personnel or Human Resources interviews.
Recruitment Agency Interviews
These are designed to screen candidates ahead of putting only the best forward for consideration by the recruiting organization. Recruitment agencies are working primarily for your potential employer, not for you.
Recruitment agencies vary enormously from highly professional organizations that can be extremely helpful to you the job hunter. They can analyze your requirements in detail, giving you good advice on your strengths and weaknesses and how to present and conduct yourself to each interviewer.
However, less scrupulous agencies may be more focused on placing people in jobs so that they earn their fee whilst paying little regard for the suitability of candidate to job.
Use your own judgment and try to establish relationships only with those agencies that give you confidence that they are genuinely interested in matching the requirements of the recruiting organization with your own.
These are generally staged in order for the employer to assess whether or not you match their requirements. It is usual for a first interview to be used to screen out unsuitable candidates, whilst those that pass this interview will proceed to the second, and possibly third interviews.
Therefore, if attending a first interview, you should approach it is a challenge for being seen as a suitable candidate for the job. It is in subsequent interviews where you should really aim to sell yourself as the best candidate.
Personnel or Human Resources Interviews
Most large organizations now include a personnel or HR interview as part of their selection process. It is easy to underestimate this type of interview, as personnel staff typically will not ask detailed technical questions. They tend to stick to more personal areas and this can often give the impression of being friendly and supportive.
Despite the relative informality of a personnel interview, make sure that you remain focused throughout. HR specialists are often highly trained and very experienced at conducting interviews and will therefore be adept at gaining information from you. Consider their questions carefully and try to picture what point really lies behind each request. This will enable you to respond in a more direct and forthcoming manner, which should be well received by the interviewer.