The kinds of interview you will meet

Why the format matters

Candidates often prepare one set of answers and deliver them everywhere. But a phone screen, a technical interview and a panel are testing different things, and the same answer lands differently in each. Know which one you are walking into.

The phone or video screen

A short call, often from HR or a recruiter, to confirm the basics: are you interested, available, within the pay range, and are the key facts on your CV true. Twenty minutes at most.

What they want: clear, short answers; confirmation of dates, qualifications and notice period; your salary expectation (have a range ready, see the salary lesson); your reason for applying in one sentence. Have your CV and the posting in front of you. Take the call somewhere quiet; if you cannot, ask to reschedule rather than shout over traffic.

The HR or competency interview

Usually one or two people, structured around competencies: tell me about a time you... They are checking fit, reliability and how you work with others. STAR answers (next lesson) with real examples are the whole game. Expect questions about why you left previous jobs, gaps, and what you want next.

The technical interview

Run by the person you would report to or a specialist. They are checking whether you can actually do the work: a case to solve, a spreadsheet to fix, code to write, a sample to review, questions on standards and methods. Precision matters more than polish. Think aloud so they can follow your reasoning; say when you are unsure; ask clarifying questions.

The panel

Common in public bodies, NGOs, schools and larger firms: three to nine people with a scoring sheet, each asking one or two questions in turn. The previous course covers how they score. Address the whole panel, keep to time, and prepare for the standard rows: yourself, the organisation, your competence, a difficult situation, integrity, salary, questions for them.

Tests and presentations

Written tests, in-tray exercises, presentations on a given topic, practical demonstrations (a lesson for teachers, a procedure for nurses, a pitch for sales). Ask in advance what to expect and how long you have. Structure is scored as much as content.

The final conversation

With a director or owner, often informal: do they want to work with you, and do you want to work with them. Be yourself, be curious about the organisation, ask good questions, and be ready to discuss the offer's shape.

Group and assessment-centre formats

Graduate programmes and some corporates run group exercises: a discussion or task with other candidates while assessors watch. They are scoring contribution, listening and how you handle disagreement, not who talks most. Bring others in, build on ideas, keep the task moving.

What is common to all

Know your CV cold, know the organisation, have five examples ready that show your strongest competencies, be on time (or early online), and follow up afterwards. The remaining lessons take each of these in turn.