Types of interviews
You will encounter a variety of different interview types during your job search.
Knowing the different types will help you prepare more successfully.
Behavioural interviews
The interviewer will ask you to describe how you handled various situations in your previous role. The emphasis is on your experience and its relevance to the position. Prepare by identifying four or five examples that show how you faced challenges and achieved positive outcomes in your previous role. In each case describe a specific task or situation that is relevant.
This is probably the most common interviewing type in the financial services industry. More detail on this is available in our behavioural interviewing section.
Situational interviews
These are very similar to behavioural interviews. The difference is the questions are hypothetical, rather than asking for specific examples of past performance. The questions will test the skills and personality traits that are required for the role so examine the job description to clarify key responsibilities because the questions are likely to focus on these areas. Working up some hypothetical case studies of your own will help you fine-tune the structure of your answers and prepare you for questions you might receive.
Unstructured interviews
This style is conversational and information is gained through a free-flowing discussion. You may be required to carry the conversation, and the topics you discuss generally lead to subsequent questions. Rehearsal is important because the interviewer, although apparently casual, will be looking for details that reveal your skills, personality and cultural fit for the role. This interview style can tempt you to let your guard down and therefore act less professional. Remain friendly but professional at all times.
Sometimes an interview will be unstructured because the interviewer is not properly prepared. In this situation it is important you respond to their questions openly and honestly, but make sure you get key messages about your experience and skills across. Once again, preparation is key!
Panel interviews
Panel interviews feature multiple interviewers who may come from different parts of the organisation. This will affect the flow and type of questions you receive. Don’t get flustered by the structure. Focus on each question – and the answers you have prepared – as you would in a one-to-one interview. Establish eye contact with the member of the panel who has asked a question. Don’t overreach on technical or strategic questions, as some panel members may have specialist knowledge in these areas.
Assessment centres
Assessment centres are collections of tests and exercises that are designed to simulate an employer’s business environment. Common activities include work-typical exercises, group discussions, role plays and (in some instances) psychometric testing. Assessment centres can last from half a day to three days, and are usually held at the offices of the employer or recruitment agency. The aim of assessment is to uncover which applicants have the personal attributes, problem-solving skills and aptitude for the role and which candidates would excel within the organisation’s structure
and culture.
Research has validated assessment centres as one of the best methods for predicting successful on-the-job performance as they generate objective, observable data. Assessment centres are commonly used by larger companies as they can be resource and labour intensive. These situations are more difficult if it is your first job or you have been out of the workforce for some time. If so, do some homework and practice some of the key skills required. Make sure you are up to date on key industry issues.