1-Behavioral Interview

This is a structured interview that uses questions designed to probe the candidate’s past behavior in specific situations. This technique involves asking all interviewees standardized questions about how they handled past situations that were similar to situations they may encounter on the job. The interviewer may also ask discretionary probing questions for details of the situation, the interviewee’s behavior in the situation and outcome. The interviewee’s responses are then scored with behaviorally anchored rating scales.

2-Panel Interview

A panel interview also known as a board interview, is an interview conducted by a team of interviewers, who together interview each candidate and then combine their rating into a final score. Each member of the panel rates each interviewee on such dimensions as work history , motivation , creative thinking, and presentation.

1-Telephone Interview

Some interviews are done entirely on phone or video. These can be better than face to face interviewees judging an applicant’s conscientious, intelligence and interpersonal skills. Each party looks for substantial answer rather than appearance etc.

2- Group interview

In group interviews , a group rather than an individual is given a topic to discuss. Everyone participates and the interviewer can judge the behavior of every candidate according to the presentations he makes . Such interviews are based on the premise that group behavior of a person is related to his success in the job.

3- Face-to-face interview

Face-to-face interviews are by fault the most popular and efficient form of assessment. Allowing you to get up close and personal with each candidate while keeping an eye on their body language is far more effective than any other interviewing format.

4-On the spot

Sometimes you’ll be expected to do an on the spot interview. For example, you may turn in your application and be asked to do an interview right away. Or when an organization announces they will be holding open interviews on a specific date. In situations like these, hiring personnel uses in the spot interviews to screen applicants an immediately decide who should and should not be included in the next step of the recruiting process.

1-One-on-One(In-depth)Interview

Conducting in-depth interviews is one of the most common qualitative research methods. It is a personal interview that is carried out with one respondent at a time. This is purely a conversational an invites opportunities to get details in depth from the respondents. These interviews can be performed face to face or on phone and usually can last between half an hour to two hours or even more. When the in-depth interview is conducted face to face it gives a better opportunity to read the body language and match the responses .

2- Case study

Interviews that include the interviewer giving you a business scenario an asking you to manage the situation are called case interviews. They’re most often used in management consulting an investment banking interviews and require you to show off your analytical ability and problem solving skills.

Strategies to make interview successful 

• Establish natural, relaxed, personal rapport at the start of the interview. 
• Maintain good eye contact and positive body language(smile, lean slightly forward, look interested). 
• Find out as much as possible from the interviewer. Establish what he/she is looking for, then integrate this information into your responses. 
• Know as much as possible in advance about the position and organization.Research the organization in the library, online, or through contacts. 
• Have a clear idea of the key points you want to make which will convey a potential benefit to the employer – and than make them.
• Anticipate possible negatives and address them early in the interview. 
• Deal directly with the problems and attempt to turn them into possible advantages. 
• If appropriate, bring example of your work to demonstrate your accomplishments and talents related to the job. 
• Discuss possible problems that might face the organization and suggest ways in which you might contribute to the solution.
• Be prepared to answer tough questions such as why you left your last job.Some possible answers to that question might be: 
• Desire to have more responsibility 
• Limited opportunity 
• Changes in management / corporate restructing/downsizing 
• Never apologize, speak poorly of former employer, or bring up negative points that can be used against you. 
• Watch for non-verbal cues (finger tapping, eye wondering)to check how you are coming across. To recoup, change the subject or ask a question.
• At the closing, make sure that you ask when a decision will be made so that you are not stuck sitting at home waiting for the phone to ring. 
• Immediately after the interview, write a “thank you” letter.

Interviewing Do’s and Don’ts

Do’s 

• Enjoying meeting the interviewer and the actual interview 
• Express enthusiasm and optimism 
• Be clear and concise 
• Remain professional at all times 
• Listen carefully and try to respond to what you have heard 
• Be modestly confident, dwell on the positive 
• Pick up clues and react 
• Be flexible 
• Be natural, sincere, and straightforward 
• Stop yourself from rambling by asking if you have answered the question

• Smoke- even if the interviewer offers 
• Chew gum, candy, or a toothpick 
• Freeze or become tense 
• Deadpan 
• Seem overly eager or desperate 
• Talk too much or too little 
• Interrupt 
• Bluff your way through an answer 
• Attempt to draw out the interview 
• Try to be funny or cute 
• Bring up race, religion, or politics 
• Provide negative information about yourself or any else
• Be overconfident or overbearing 
• Be coy or subservient 
• Be rigid 
• Be vague 
• Fall into the TMI(too much information) trap only provide what is applicable to your ability to do the job.