Types of interviews : Careers and Employment : The University of Melbourne

Types of Interviews

Generally used as a screening interview but may also be used by interstate or international employers.
May be a scheduled structured interview, or a brief, unscheduled call.
Have a copy of your CV, the position description and any questions you wish to ask in front of you
With no visual cues your tone and language is more important. Speak clearly, confidently and avoid a monotone. Smile when you answer the phone.

Commonly used to recruit graduates, other professionals and managers.
The panel may consist of a Human Resources Officer, the Head of Department, a specialist in the area involved, and one or two representatives from other departments that have some connection with the position.
Use people's names as you are introduced, shake hands firmly and look at all panel members as you respond to questions, not just the person who asked

Used to evaluate a number of candidates at the same time.
This format allows the interviewers to assess how candidates interact with each other and a given task, situation or problem.
Typically, interviewers are looking for positive attributes such as teamwork, leadership, flexibility, initiative and communication.
Ensure that you engage in the discussion, listen carefully to others, build on what others have said, evaluate and summarise as required.

Employers who have very formal recruitment programs may have several phases within their selection process.
The process may involve a first screening interview (sometimes by a recruitment agency) followed by a second interview conducted by a senior staff member such as a Partner, Manager, or Human Resources Manager.
Other stages may include an assessment centre completing psychometric assessments or a social function with senior staff.