Time Recruitment Candidates

Common Interview Situations Continued:

Behavioural Interview:

The objective of the behavioural-based interview is to provide examples of behaviours which relate to the criteria required for the success in the given role. When answering the questions, be sure to give enough information so that your skills and experience can be accurately assessed. See Sample Behavioural Interview Questions for more information.

Group Interview / Assessment Centre:

A group interview is typically designed to discover the leadership potential of prospective managers and employees who will be dealing with the public. The short-listed candidates are gathered together in an informal, discussion-type interview. A subject is introduced and the interviewer will initiate the discussion. The goal of the group interview is to see how you interact with others and how you use your knowledge and reasoning powers to win others over. If you do well in the group interview, you can expect to be asked back for a more extensive one-on-one interview. On a more junior level is an assessment centre, which is commonly a series of role-playing and group exercises to determine attributes such as communication and team building skills. Assessment centres are generally used in instances where more than one vacancy is being filled (e.g. call centre roles, retail sales, telesales, etc).

One-on-one Interview:

In a one-on-one interview, it has usually been established that you have the skills and education necessary for the position. The interviewer is now looking to determine if you will fit in with the company, and how your skills will complement the rest of the department. Your goal in a one-on-one interview is to establish rapport with the interviewer and show him or her that your qualifications will benefit the company.

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