what type of speech style is job interview

6 Types of Interviews (and What to Expect)

By Biron Clark

Published: November 9, 2023

Interview Preparation

Biron Clark

Writer & Career Coach

There are 6 main types of job interviews employers use throughout a typical interview process .

Not every employer will use all 6 types of interviews, but you should be ready for each just in case.

So in this article, we’re going to look at all 6 types of job interviews, what to expect in each, and tips for how to ace them.

6 Types of Job Interviews:

1. phone interviews.

For most employers, the phone interview is the first type of interview they’ll conduct in their process.

The goal of the phone interview (also called phone screen) is double-edged…

First, the employer wants to verify basic information from your resume and work history. They want to verify that you’re qualified for the job at a basic level before inviting you in for in-person interviews or other steps in their interview process, which cost the company more time/resources.

So you can expect questions like:

• What can you tell me about yourself ?
• Can you walk me through your resume?

Yet they have another goal in the phone interview as well. They’re also going to ask some phone interview questions to understand your motivation, interests, and reasons for job searching.

Even if you’re qualified for the job, you can fail a job interview if you don’t show the right personality traits.

For example, you should prepare for questions such as:

• What are your career goals?
• What are you passionate about?
• Why did you apply to this position?
• Why are you looking for a new job?
• Why did you leave your last position?
• What are you looking for in your next position?

Many employers also ask about your desired salary , too, so be ready for that!

Make sure to look on LinkedIn to see who your phone interview is with, also. If it’s an HR person or recruiter , expect more general questions (about your job search, motivation, etc.)

If it’s a hiring manager or more technical person, prepare for that type of question heavily as well!

Finally, prepare some good questions to ask the interviewer .

If your phone interview is with a recruiter, here’s an article on questions I recommend asking a recruiter.

As one additional tip for this type of interview, make sure to answer the call from a quiet place and be ready with areas of your resume that are perfectly aligned with the needs of the role and the company.

Don’t just give generic answers; talk about the employer’s job description. Discuss their needs and specific skills/work mentioned under the job posting.

2. Face-to-Face Interviews

The next type of job interview you’re likely to face is the face-to-face interview. This comes after the phone screen in most companies.

Once they’re sure you have the basic skills to perform the job, they’ll invite you to meet in person, where they’ll test you further.

So what do they look for in a face-to-face interview? A couple of things…

The face-to-face interview is where the employer gauges if you are a cultural fit for the company.

They measure soft skills , like whether you seem honest, upfront, coachable, humble, smart, and more.

Your end goal? Build rapport and show them you are a great culture fit for their company.

They’ll also dive further into your technical background in this type of interview.

Education, training, and your most recent work if you’ve held prior jobs.

Don’t just talk about your experience in general; talk about how you can step into their job and help them .

Show that you understand their pain points and that you’ve studied the job posting and know what they need.

Along with practicing great interview answers , make sure you’ve also worked on your body language and confidence since this is all judged in the face-to-face interview.

Note that the face-to-face interview is also where you’re likely to start hearing behavioral interview questions , such as:

• Tell me about a time you went above and beyond
• How do you handle conflict?
• What would you do if you saw a coworker stealing from the company?
• How do you prioritize?

3. Video Interviews

This next type of job interview is sometimes conducted instead of a phone interview.

Recently, Zoom and other video interviews (via Skype, etc.) have been inserted into the interview process as a substitute for face-to-face interviews.

So you might be asked to participate in a video interview at any stage of a company’s interview process.

Video/Zoom interviews present their own challenges.

You need to make sure you have a distraction-free environment. Eliminate clutter and noise from the room. Find a way to temporarily keep pets and children out during your video interview.

Then, you still need to prepare to cover everything that you’d need to do in a traditional interview. Practice your body language, your interview answers , questions you want to ask them, and more.

Practice for behavioral interviews, since you may face questions structured in this format (“tell me about a time when…”)

Overall, in this type of job interview, the interviewer wants to evaluate if you are a good fit, and double-check that you have the skills, experience and qualifications to perform well in the role.

From a content perspective, treat this as a face-to-face interview. Aim for a setting with good lighting (make sure your face isn’t drowned out) and a clean background (no clutter) and make sure the volume is working and is not too loud or too soft.

Practice looking at the camera (not the screen) so that it looks as if you are making eye contact, and be sure to close any applications and put your bells and whistles on mute so they don’t inadvertently go off during the conversation.

Practice your overall body language , too, just like you would for an in-person interview.

Lastly, prepare for the worst case scenario (technical difficulties) by keeping your phone ready in case you need to call should the video connection fail.

4. Group Interviews

Group or panel interviews can be stressful because you are often interviewed simultaneously by several members of the company.

This can cause a high-stress interview situation, but by preparing ahead of time, you can eliminate most of this stress.

Be prepared to maintain eye contact with whichever person is firing the question in your panel interview.

However, when it comes to responding or returning with a question of your own, make eye contact with everyone, just like you might do while giving a presentation to a group audience.

Beyond that, treat your group interview just like any face-to-face interview, but prepare more unique questions to ask , since you’ll be interviewing with multiple people.

Panel interviews are a great time-saver and can allow a company to conduct more interviews in less time. They’re becoming more and more common in a company’s interview process, so make sure you’re ready for this type of interview.

As a final tip – before you leave the panel interview, ask for business cards from ALL of the interviewers so you can write thank-you letters.

Having business cards will also come in handy if you don’t hear feedback for a week or two and need to follow up with the employer.

5. One-Way Interviews

This is relatively new compared with other types of job interviews.

Digital interviewing allows a company to select questions and have voice-recognition software read them to the candidate, who sits in front of a camera recording the whole thing. A very high-tech format — data and cognitive fit analytics are also brought into the mix and are used to score the candidate.

In addition to freeing up recruiter and hiring manager time, digital interviewing is heralded by many as a tool that levels the playing field and eliminates human bias when it comes to diversity, inclusiveness and fairness.

To prepare for this type of interview, make sure to place the camera slightly above your face so you are looking up to avoid the appearance of having two chins. Just like the online interview, pick an area that is free of distractions and clutter. Stick with short answers, and be sure to appear enthusiastic – not flat – by fluctuating your tone, and by smiling.

Different interview types call for different game plans – from the types and length of your responses to your level of preparation. Understanding the reasoning or end goal behind each format, and preparing accordingly, will give you your best chance at interview success.

6. Coffee Meetings and Informational Interviews

Coffee meetings and informational interviews may take the place of the first formal, in-office meeting in some companies.

Chatting over coffee is not uncommon with recruiters juggling many open roles, or hiring managers when they have a hiring need to fill but haven’t gotten around to writing an official job posting yet.

So how should you prepare for this interview type? Even though the venue is casual, be sure to do your due diligence and research the company and the industry .

Be prepared with an elevator speech that spells out how you are perfect for any potential role.

Dress in business casual, (Here’s an article on what to wear to an interview ) and bring several copies of a printed resume. You never know when you’ll need an extra copy or two and it’s better to be over-prepared for this type of interview.

Finally, bring a pen and paper for taking notes. You never want to stare down at the page during your interview, but it’s okay to spend 5-10% of your time jotting notes. Just ask the interviewer beforehand if it’s okay to bring it in. (I like to ask right after shaking their hand. You can say, “I brought a pen and paper to take notes. Is it alright if I bring this in with us?”)

They’ll say yes 99% of the time.

If you want more interview tips like this, read this article .

And if you have a question on any of the 6 types of interviews we covered above, feel free to leave a question in the comments below!

Conclusion: Types of Interviews to Be Ready For

By preparing for the different types of structured interviews above, you’ll be ready for whatever format the employer chooses.

Ask in advance if you have any doubts about the format of your interview. It’s always appropriate to ask whether you’ll be attending a video interview, phone interview, group interview, etc.

And by knowing ahead of time, you’ll eliminate anxiety and doubt and be better able to prepare for the exact format that the employer is using.

This article was written with the help of Virginia Franco:

Virginia Franco is a multi-certified executive resume and LinkedIn writer and founder of  Virginia Franco Resumes.  She offers customized executive resume and LinkedIn profile writing services for the 21st century job seeker.

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Different Interview Styles and When to Use Them

Warren Sukernek

What are the Different Interviewing Styles?

Conducting effective interviews with flocareer.

Interviewing is one of the most crucial parts of the recruiting process. Understanding the art of conducting interviews can make the hiring process smoother and help you hire suitable candidates. There are many types of interviews, each suitable for different occasions. For example, the interview style may differ by career field, the position's seniority, and the interviewer's skillset. 

This article will help you understand the different interviewing styles and the best scenarios to use them.

The interviewing style you should use should depend on the role and your skillset. Using the right interviewing technique can help you make more informed hiring decisions. Here are the three most common styles of conducting interviews:

1. The Conversational Interview

The most common interviewing style is conversational. This is a form of an unstructured and informal interview where interviewers skim through participants’ CVs and ask questions in an ad-hoc manner rather than referring to a pre-set question bank. The benefit of the conversational style is that it puts candidates at ease and can help them open up about their experiences and reveal their personality traits. 

The conversational style of interviewing is not without limitations. Hiring managers should avoid relying on them as a predictive tool of candidates’ performance as conversational interviews have lower predictive validity than structured interviews. Instead, you can ask candidates to take an aptitude test for better reliability and combine these scores with an interview to understand the candidate’s character and values.

Another way to improve your conversational interviews is to prepare questions, even if the tone is informal. Having standardized interviews allows you to assess the quality of answers you receive and compare candidates objectively. FloCareer’s interview structuring solutions can help you create a unique and relevant question bank, helping you conduct consistent and bias-free interviews.

2. The Direct Interview

During direct interviews, the hiring manager presents candidates with straightforward questions. Direct interviews involve more structure than the conversational interview style and they may even lead to interview anxiety. 

However, the direct interview also has many perks , e.g., interviewees will be unlikely to veer off-topic as the interview is timed and focused. These interviews are also suitable for assessing the candidate's character, skills, area of interest, and attitudes.

Image: https://www.pexels.com/photo/ethnic-female-psychotherapist-listening-to-black-clients-explanation-5699479/  

How to make the most of direct interviews? 

The biggest drawback of this interview is that it makes interviewees nervous. This anxiety can show up in their interview as them blanking out on responses, general rigidity, and not getting enough room to voice their thoughts. 

To prevent this, interviewers should choose open-ended questions which give candidates enough room to share their insights and experiences without feeling cornered. In addition, if you seek candidates with specific skills, you can give your candidates an opportunity to demonstrate their skills.

Seeing how well applicants answer situational questions — questions asking how they would respond to a hypothetical scenario — is predictive of their job performance. Finally, going for ‘past behavioral’ questions, which sound like ‘Tell me about a time when…’, are also strongly predictive measures.

These measures asked through open-ended questions will likely make for a robust direct interview assessment for your next hire.

3. The Behavioral Interview

As findings from the behavioral school of psychology made their way into the workforce in the 1970s, the outcome was the behavioral interview of today. This style analyzes a candidate’s past performance more precisely than asking a few questions. 

So, instead of asking what candidates would do in specific scenarios, behavioral interviews try to revisit situations candidates found themselves in and, more importantly, what they did to make the most of those scenarios.

Image: https://pixabay.com/images/id-544404/  

Such interviews go into detail to assess the course of action taken by the individual and the insights they gleaned from the situation. Behavioral interview questions might also probe the emotional state of candidates, especially during a stressful work situation. 

Based on how candidates evaluate their performance, the interviewer can understand their efficacy in managing stressful situations or circumstances requiring skills like creativity, problem-solving, or critical thinking. 

How to make the most of behavioral interviews:

Ensure that you design questions to deal with the issues presented by the situation rather than confuse the applicant. Listening skills are essential to know when to probe deeper into an applicant’s retelling. 

Asking questions like ‘what made you do that?’, ‘how did you get around that problem?’ and ‘what was going through your mind?’ can help you get more insight from the responses candidates give. You can also delve into bad situations to gauge whether candidates have reflected on what they could've done better. 

4. The Structured Interview

A structured interview is a standardized and objective interview format where each application is asked the same set of questions in the same order. The candidate’s responses are then evaluated using a predetermined scale, allowing the hiring manager to compare applicants with each other in an unbiased way. 

There are many benefits of the structured interview: asking structured questions related to a candidate’s background  is predictive of the candidate’s job performance. In addition, by streamlining the recruitment efforts, they help hiring managers save time spent preparing for each interview. Moreover, since they reduce unconscious hiring bias , they can help businesses create more diverse teams.

How to make the most of structured interviews:

Creating an appropriate interview structure is key to evaluating candidates successfully. FloCareers’s army of over 3,000 freelance interviews uses analytics and insights to create the right question bank for your team to use. Moreover, FloCareer’s Live Interview Platform lets you incorporate coding assessments and scenario-based tests into the interview process, helping you evaluate the applicant’s skills and find the best hire.

5. Technical Assessment

What better way to judge an applicant than by seeing them in action, right? While all the other techniques take care of the cultural and behavioral fit, it’s crucial to also see their coding ability live. This also allows you to test for logic and to see whether they are up to date with the newest coding practices. Our interview as a software service helps you integrate technical assessments as part of your recruiting process. We’ve a large database of technical questions that we ask candidates and they’re expected to either write down or whiteboard the solution. If you prefer, we also allow you to use an integrated development environment as part of the tests.

The interviewing style that works for one person might not work for another, so testing the different types can help you understand what works for you. Note that interview styles can vary based on the roles you are hiring for. 

Ensure that you aren’t forcing any styles to fit a situation; instead, pick the style according to the situation. Some interviewers might find that blending all the styles works best for them.

Assessing skills fairly and transparently is a crucial component of good interviewing, and FloCareer has the best tools to help you do this. From interview structure curation to the live interview platform, our products and solutions enable you to make better hires effectively and efficiently.

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The rhythm of the interview: expert tips for speaking on the big day

Sep 26, 2022

Journaliste indépendante.

They say that a successful job interview follows the 80/20 rule: the candidate speaks for 80% of the time, and the recruiter speaks for the remaining 20%. The recruiter’s role is to ask the right questions and supply key details about the role. The candidate is there to talk about their experiences and prove that they’re the best person for the job , using relevant and carefully worded answers. Well, that’s the theory …

In reality, things aren’t that simple. Managing your speaking time in an interview is no small feat: chances are, a little voice in your head is second-guessing your every sentence. “Take your time! No, hurry up. Now slow down! Time is running out: go, go, go!” How can you know if you’re speaking too much or not enough? Margaux Lefebvre, public speaking expert, is here to guide you through some classic interview situations, pointing out pitfalls to avoid and giving you the tools that you need to shine .

The monologue: to be, or not to be?

You’ve launched into a run-on speech that would make even a seasoned Shakespearean actor flinch. Words are practically falling out of your mouth, with ideas flying around left and right. By the time you’ve realized what’s happening, it’s already too late. Or is it?

“ Not necessarily,” says Lefebvre. It’s best to avoid the extremes—talking so much that the interviewer can’t get a word in, or remaining practically mute throughout the whole interview—but how a listener “feels” time depends on how you make them feel. “I like to use movies as an example,” she says. “ Several hours might go by in a flash in front of something like Lord of the Rings, but a thirty-minute short film might seem to drag on for eternity.” So, if you think that the ins and outs of your latest project are interesting enough to merit a full breakdown, then work out what you’re going to say ahead of time: that way, you can keep your listener hooked and draw their attention to the most important points.

You’re more likely to drone on if you feel like you’ve been put on the spot, perhaps in reaction to an unexpected question . You’ll start to explain yourself, then back up, go off at a tangent, keep adding ideas here and there, and before you know it, you’re rambling incoherently. “That’s why preparation is so important,” states Lefebvre. “You need to have one or two key messages you want to get across in your answers to any type of question. And if you get asked a question you weren’t expecting, take a few seconds to think about your response before you open your mouth.”

But what if you have a lot to say? The key is to remember that an interview is meant to be a conversation . Ask the interviewer how long they want to spend on a question: “ I have several relevant experiences in this area. How many would you like me to tell you about?” Alternatively, you could give a quick overview of what you have to say, then ask the interviewer if they’d like to hear more: “ Those are the main aspects, should I go on?”

Bridging awkward gaps in conversation

Talking too much can be a problem—but then, so can talking too little. Uncomfortable silences can be unnerving during an interview, especially if you don’t know whether it’s up to you or the interviewer to get things going again.

If your answer to a question is met with silence, perhaps the interviewer just needs a few moments to absorb what you’ve said , or maybe they’re thinking about their next question . If things are getting uncomfortable and the recruiter seems receptive, Lefebvre suggests asking a question (“ Do you want me to go on?” ) or even using humor to break the silence. “Acknowledging the silence can create a feeling of complicity between you and the recruiter, strengthening the human connection. Humor can disperse tension and lighten the tone of the discussion,” she explains.

What if you can’t answer a question ? Lefebvre’s answer is simple: don’t panic! An honest and open response is a token of maturity and candor. “Humor and sincerity are the best tools for building empathy. Whatever happens, admitting that you don’t have all the answers is rarely a bad move.”

The power of silence

Yes, silence can be stressful, but it can also be a valuable tool. That’s why you don’t need to jump in with an immediate answer to every question. Lefebvre suggests taking two to three seconds before responding, something she calls “ smart silence”. This short break allows the interviewer to re-focus their attention on what you’re about to say and shows you’ve thought about your answer.

You’ve heard the term “ethos” before, but did you know that the original Latin meaning relates to the impression made on others by a speaker? The greatest speakers know how to use silence to their own ends, to mark a point or create a compelling atmosphere: “ Silence is a key element of the ethos. It creates an impression of mastery. It makes you the master of your time,” says Lefebvre.

Silence also gives you time to think. A few precious seconds can be enough to develop a constructed, reasoned response to a question—and that’s far better than giving an immediate but irrelevant answer.

Paraverbal communication in interviews

Paraverbal communication is everything that relates to speech besides the actual words you use: your tone of voice, volume, speed, and so on. Do you tend to talk fast? Stress often causes people to speak even faster , so you’ll want to slow down. Lefebvre recommends practicing reading aloud to help slow yourself down and suggests candidates focus on their breathing.

Another point to think about is how you finish your sentences. Do you tend to trail off? Do you feel the need to say “that’s all” at the end of every answer? If you’re aware of any verbal tics you might have, you can do something about them: finishing your sentences neatly gives the impression of confidence. When you speak , your sentences will naturally “wind down”: at the end of a phrase, your speech slows, and the pitch of your voice gradually descends. The listener will know you’ve finished without you needing to tell them . “Don’t be afraid to leave a moment of silence at the end of your answer,” adds Lefebvre. “Silence is a clear sign that you’ve finished speaking, and the interviewer will pick up on that.” If the silence is getting uncomfortable, then you can always ask a question, as we said earlier. Aaaaand … that’s all.

Translated by Catherine Prady

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10 Common Job Interview Questions and How to Answer Them

• Vicky Oliver

Use this guide to stand out from the crowd and land the role you want.

Interviews can be high stress, anxiety-driving situations, especially if it’s your first interview. A little practice and preparation always pays off. While we can’t know exactly what an employer will ask, here are 10 common interview questions along with advice on how to answer them. The questions include:

• Could you tell me something about yourself and describe your background in brief? : Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.
• How do you deal with pressure or stressful situations? : Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge it and include the steps you’re taking to respond better to pressure in the future.
• What are your salary expectations? : Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

Where your work meets your life. See more from Ascend here .

Resignation numbers have remained abnormally high in the U.S. between July 2021 and October 2021, with millions of Americans quitting their jobs  — which also means there are millions of new openings up for grabs. If you’re entering the market for the first time, or just looking to make a change, use this guide to prepare for your next interview.

• Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including  301 Smart Answers to Tough Interview Questions , named in the top 10 list of “Best Books for HR Interview Prep.” She’s a sought-after speaker and seminar presenter and a popular media source, having made over 900 appearances in broadcast, print, and online outlets.    

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Preparation tips for every job interview type

Before you start preparing for a job interview , you need to understand what type of interview it is that you are preparing for. Is it a case interview ? A competency based interview ? Or should you be readying yourself for a group interview ?

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Depending on what employers are looking to assess, they will use different types of interview techniques .

1. Behavioural Interviews

Behaviour-based interviewing (BBI) is used to assess how you have handled specific employment related situations in your previous job which will help them evaluate your future performance. The difference between a behaviour-based interview and a traditional job interview is that you are asked to describe, in detail, how you have dealt with a certain situation in the past that is similar to the ones you will be encountering in the role you are interviewing for .

Prepare: Examples of behaviour based interview questions

• "Give me an example of a time you faced a conflict while working on a team. How did you handle that?"
• "Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it?"
• "Describe a time when you saw a problem and took the initiative to correct it rather than waiting for someone else to do it."

2. Case Interviews

During a case interview you will be given a situation and asked how you would manage that specific situation and/or solve a business problem. BCG, Bain or McKinsey often use case interviews to assess candidates’ skills for management consulting positions . 

Typically, it will most likely be a business scenario that you are going to encounter when working for the company.

Prepare: Case interview questions

In most instances, there isn’t necessarily one right answer or indeed one way of approaching a problem ; interviewers are looking for a structured approach that is effectively communicated. It is about finding a way to gain insight, even when there is no obvious solution, and explaining effective processes that you would use for uncovering the underlying issues.

Example of Case Interview Scenarios

There are many resources available providing case interview examples that have been used by some of the biggest consulting firms.

3. Stress Interviews

A stress interview, as the name indicates, is used to assess how you respond to stress and under extreme pressure. In contrast to other interview types where hiring managers will make an effort to make you feel at ease, this is not the case during a stress interview. 

During this type of interview hiring managers will be trying to gauge how well (or badly) you would handle certain stressful situations at work.

Prepare: Stress interview questions

Be prepared to answer questions that range from mildly disconcerting to aggressive, and even inappropriate. Some questions could be quite confrontational as well, such as:

• "Why were you fired from your last job?"
• "How do you think this interview is going?"
• "How would you deal with a co-worker that you caught stealing?"

The key to handling this type of interview is to remain calm. While it can be challenging to remain calm during this type of job interview as it feels like the interviewer is personally out to get you, there are a number of techniques that you can use to ace a stress interview , such as clarifying the question, requesting more details or telling a story that makes your point. 

4. Competency Based Interviews 

Competency based interviews are also known as “structured interviews” and are used by hiring managers to assess your soft skills and interpersonal competencies. The skills and competencies you are assessed against vary depending on the position you are interviewing for. Skills and competencies you might be asked to demonstrate are:

• Communication
• Decisiveness

Hiring managers will be asking you questions in relation to your behaviour in specific circumstances which you should back up with examples.

Prepare: Example interview questions

• "Which change of job did you find the most difficult to make?"
• "Tell us about a situation where your communication skills made a difference to a situation."
• "How do you feel writing a report differs from preparing an oral presentation?"

5. Group Interviews

As the name indicates, this type of job interview means multiple candidates are being interviewed at the same time and is often used if the company is hiring for more than one position. 

Prepare: Examples of group interview questions

Below are some of the Group Interview Questions Google Hire suggest hiring managers ask during this an interview with multiple attendees:

• "Why do you want to work for our company?"
• "In five minutes, explain something that is complicated but that you know well."
• "Describe a mistake you made at your last job and how you resolved it."

6. Panel Interviews

During a panel interview, you will be interviewed by multiple interviewers from the same organisation and/or an external company. The goal of this type of interview is to minimise the risk of a bad hire. 

Prepare: Panel interview questions

Panel interview questions will vary depending on the company and the position you are applying for. These can be questions such as: 

• "How would a colleague describe you?"
• "Why do you want to work for us?"
• "Why should we hire you?"

However, you might be asked behavioural and/or competency based questions as well. For in-depth interview questions that you can expect in a panel interview, you might want to consider preparing by reading the complete guide to panel interviews . 

7. Video & Remote Interviews

Video and remote interviews, when the applicant and interviewer are separated by distance, have become much more common. Video interviews can either be with the hiring manager or a recruiter and they can be either in person or ‘on demand’. On demand means you will record your responses to a number of interview questions for the hiring manager to review. 

Interviewing in this way allows the hiring organisation to tap into a wider, more diverse pool of talent.

Prepare: Setting up for a video interview

Remote interviews come with their own challenges and you want to make sure you’re literally ‘set up’ the best way possible to ensure your interview runs smoothly without any easily avoidable glitches.

• Do a trial run (is the link working? Have you downloaded the right software?)
• Check your webcam and microphone (is the video clear and can your voice be easily heard?)
• Check your background (what does your background look like? Have you removed anything that looks cluttered or unprofessional?)

Remote interview attire - Be presentable

There’s a good chance you won’t need to stand up during this interview type. However, it’s better to be safe than sorry. Make sure you are dressed appropriately ; it’s important to get into the same mindset as if you were going into the offices for your interview.

8. Phone Interviews

Phone interviews can often be one of the first steps in your interview process. More and more, companies are carrying out pre-interview telephone screening before inviting the person for a face-to-face interview, so it’s crucial you are fully prepared to speak over the phone.

Prepare: Phone interview behaviour

• Cut out all distractions (find a quiet place, have your materials nearby for easy access)
• Speak clearly (take a break between the questions and think about what you want to say)
• Listen and do not dominate the conversation (ask questions about the job that weren’t covered in the job posting)

Below are some questions that you can prepare for in advance of a phone screening:

• "Tell me about yourself and your experience."
• "Why do you want to work at this company in particular?"
• "Can you share any experience of when you managed a team?"

9. Lunch Interviews

Lunch interviews differ drastically from other interview types as the interview takes place over a meal. Besides worrying about what interview questions you should be prepared for, there are a number of additional considerations. What should you order which isn’t going to be messy to eat? How are you going to talk about your professional achievements while trying to eat?

Prepare: How to get ready for a restaurant interview

The interviewer will be watching how you interact with the host, the manner in which you address the serving staff and other people in the restaurant. It goes without saying that you should always be polite, but in this situation you need to be mindful that you’re being observed, so make sure you are courteous to everyone!

Given their very nature, lunch interviews are more casual than office setting interviews so you will need to be prepared to keep up a good conversation - when preparing for the more technical side of the interview, you should dedicate a bit of time to scrubbing up on your small talk. Still, it’s crucial to avoid certain topics such as politics or religion; weather and holiday plans are safe.

Other types of interviews

Mock interviews.

A mock interview gives you the opportunity to practice for the ‘real’ job interview. You can practice mock interviews with a career coach, counsellor or a recruitment consultant. For example, at Morgan McKinley we provide ‘interview PREP’ to all our candidates. PREP stands for Prepare , Review , Evaluate and Perfect . 

During PREP we will give you insights into the types of questions that a particular hiring organisation may ask, as well as some insights into the varying requirements of certain individual hiring managers. Every hiring manager will have a different interview approach and the more you are prepared, the better the outcome is likely to be!

Exit Interviews

Exit interviews are the opposite of a job interview. An exit interview is the type of interview you have if you decide to leave a company and/ or are being let go .

Companies conduct these types of interviews to get feedback on the job you have left and to gain a better understanding of how employees perceive the organisation as a whole. In short, exit interviews allow a company to continuously improve its workplace culture and optimise relations with the workforce. 

Prepare: Exit interview questions

Some of the questions you might be asked are:

• "Was the company's benefits package sufficient?"
• "Did you receive enough training to do the job effectively?"
• "What did you like least about working for the company?"
• "What did you like best about your job?"
• "Why are you leaving your job?"

Preparing for Interviews

As you can see, interviews come in all forms. However, they all have one thing in common: preparation is the key to success . An effective way to prepare is to use the STAR format

S – Situation 

T – Task 

A – Action(s)

R – Result(s)

For the interview Situation you really want to “set the table”; give them all the important information.

Task is for what you’re looking to achieve or what you’re looking to remedy given the situation – it’s reiterating, clearly, to give the interviewer a direction to the “story”.

The Action(s) that you take are the meat of the answer. You want to specifically mention steps that you, yourself, took to deliver on the task.

Result is the dessert, it’s where you leave the interviewer nodding, smiling, and pencilling in your start date. The key is to provide tangible impacts of your work.

Next steps?

1) Start practising: Download our  free  Interview Preparation Guide  to get started. (no need to fill out a form either!) to get started.

2) Browse and  apply for jobs . 

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• Types of Interviews in Research | Guide & Examples

Types of Interviews in Research | Guide & Examples

Published on March 10, 2022 by Tegan George . Revised on June 22, 2023.

An interview is a qualitative research method that relies on asking questions in order to collect data . Interviews involve two or more people, one of whom is the interviewer asking the questions.

There are several types of interviews, often differentiated by their level of structure.

• Structured interviews have predetermined questions asked in a predetermined order.
• Unstructured interviews are more free-flowing.
• Semi-structured interviews fall in between.

Interviews are commonly used in market research, social science, and ethnographic research .

Table of contents

What is a structured interview, what is a semi-structured interview, what is an unstructured interview, what is a focus group, examples of interview questions, advantages and disadvantages of interviews, other interesting articles, frequently asked questions about types of interviews.

Structured interviews have predetermined questions in a set order. They are often closed-ended, featuring dichotomous (yes/no) or multiple-choice questions. While open-ended structured interviews exist, they are much less common. The types of questions asked make structured interviews a predominantly quantitative tool.

Asking set questions in a set order can help you see patterns among responses, and it allows you to easily compare responses between participants while keeping other factors constant. This can mitigate   research biases and lead to higher reliability and validity. However, structured interviews can be overly formal, as well as limited in scope and flexibility.

• You feel very comfortable with your topic. This will help you formulate your questions most effectively.
• You have limited time or resources. Structured interviews are a bit more straightforward to analyze because of their closed-ended nature, and can be a doable undertaking for an individual.
• Your research question depends on holding environmental conditions between participants constant.

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Semi-structured interviews are a blend of structured and unstructured interviews. While the interviewer has a general plan for what they want to ask, the questions do not have to follow a particular phrasing or order.

Semi-structured interviews are often open-ended, allowing for flexibility, but follow a predetermined thematic framework, giving a sense of order. For this reason, they are often considered “the best of both worlds.”

However, if the questions differ substantially between participants, it can be challenging to look for patterns, lessening the generalizability and validity of your results.

• You have prior interview experience. It’s easier than you think to accidentally ask a leading question when coming up with questions on the fly. Overall, spontaneous questions are much more difficult than they may seem.
• Your research question is exploratory in nature. The answers you receive can help guide your future research.

An unstructured interview is the most flexible type of interview. The questions and the order in which they are asked are not set. Instead, the interview can proceed more spontaneously, based on the participant’s previous answers.

Unstructured interviews are by definition open-ended. This flexibility can help you gather detailed information on your topic, while still allowing you to observe patterns between participants.

However, so much flexibility means that they can be very challenging to conduct properly. You must be very careful not to ask leading questions, as biased responses can lead to lower reliability or even invalidate your research.

• You have a solid background in your research topic and have conducted interviews before.
• Your research question is exploratory in nature, and you are seeking descriptive data that will deepen and contextualize your initial hypotheses.
• Your research necessitates forming a deeper connection with your participants, encouraging them to feel comfortable revealing their true opinions and emotions.

A focus group brings together a group of participants to answer questions on a topic of interest in a moderated setting. Focus groups are qualitative in nature and often study the group’s dynamic and body language in addition to their answers. Responses can guide future research on consumer products and services, human behavior, or controversial topics.

Focus groups can provide more nuanced and unfiltered feedback than individual interviews and are easier to organize than experiments or large surveys . However, their small size leads to low external validity and the temptation as a researcher to “cherry-pick” responses that fit your hypotheses.

• Your research focuses on the dynamics of group discussion or real-time responses to your topic.
• Your questions are complex and rooted in feelings, opinions, and perceptions that cannot be answered with a “yes” or “no.”
• Your topic is exploratory in nature, and you are seeking information that will help you uncover new questions or future research ideas.

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Depending on the type of interview you are conducting, your questions will differ in style, phrasing, and intention. Structured interview questions are set and precise, while the other types of interviews allow for more open-endedness and flexibility.

Here are some examples.

• Semi-structured
• Unstructured
• Focus group
• Do you like dogs? Yes/No
• Do you associate dogs with feeling: happy; somewhat happy; neutral; somewhat unhappy; unhappy
• If yes, name one attribute of dogs that you like.
• If no, name one attribute of dogs that you don’t like.
• What feelings do dogs bring out in you?
• When you think more deeply about this, what experiences would you say your feelings are rooted in?

Interviews are a great research tool. They allow you to gather rich information and draw more detailed conclusions than other research methods, taking into consideration nonverbal cues, off-the-cuff reactions, and emotional responses.

However, they can also be time-consuming and deceptively challenging to conduct properly. Smaller sample sizes can cause their validity and reliability to suffer, and there is an inherent risk of interviewer effect arising from accidentally leading questions.

Here are some advantages and disadvantages of each type of interview that can help you decide if you’d like to utilize this research method.

If you want to know more about statistics , methodology , or research bias , make sure to check out some of our other articles with explanations and examples.

• Student’s  t -distribution
• Normal distribution
• Null and Alternative Hypotheses
• Chi square tests
• Confidence interval
• Quartiles & Quantiles
• Cluster sampling
• Stratified sampling
• Data cleansing
• Reproducibility vs Replicability
• Peer review
• Prospective cohort study

Research bias

• Implicit bias
• Cognitive bias
• Placebo effect
• Hawthorne effect
• Hindsight bias
• Affect heuristic
• Social desirability bias

The four most common types of interviews are:

• Structured interviews : The questions are predetermined in both topic and order. 
• Semi-structured interviews : A few questions are predetermined, but other questions aren’t planned.
• Unstructured interviews : None of the questions are predetermined.
• Focus group interviews : The questions are presented to a group instead of one individual.

The interviewer effect is a type of bias that emerges when a characteristic of an interviewer (race, age, gender identity, etc.) influences the responses given by the interviewee.

There is a risk of an interviewer effect in all types of interviews , but it can be mitigated by writing really high-quality interview questions.

Social desirability bias is the tendency for interview participants to give responses that will be viewed favorably by the interviewer or other participants. It occurs in all types of interviews and surveys , but is most common in semi-structured interviews , unstructured interviews , and focus groups .

Social desirability bias can be mitigated by ensuring participants feel at ease and comfortable sharing their views. Make sure to pay attention to your own body language and any physical or verbal cues, such as nodding or widening your eyes.

This type of bias can also occur in observations if the participants know they’re being observed. They might alter their behavior accordingly.

A focus group is a research method that brings together a small group of people to answer questions in a moderated setting. The group is chosen due to predefined demographic traits, and the questions are designed to shed light on a topic of interest. It is one of 4 types of interviews .

Quantitative research deals with numbers and statistics, while qualitative research deals with words and meanings.

Quantitative methods allow you to systematically measure variables and test hypotheses . Qualitative methods allow you to explore concepts and experiences in more detail.

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The 5 Different Types of Speech Styles

Human beings have different ways of communicating . No two people speak the same (and nor should they). In fact, if you’ve paid any attention to people’s speeches around you, you might have already noticed that they vary from speaker to speaker, according to the context. Those variations aren’t merely coincidental. 

The 5 Different Types of Speech Styles (Table)

Martin Joos, a famous german linguist and professor, was the first one to organize the speeches according to their variations, having come up with five speech styles, depending on their degree of formality: 

1. Frozen Style (or Fixed speech)

A speech style is characterized by the use of certain grammar and vocabulary particular to a certain field, one in which the speaker is inserted. The language in this speech style is very formal and static, making it one of the highest forms of speech styles. It’s usually done in a format where the speaker talks and the audience listens without actually being given the space to respond. 

Application: It’s generally reserved for formal settings such as important ceremonies (for instance, a ceremony at the royal palace or one in which a country’s president is present), weddings, funerals, etc. 

Examples: a presidential speech, an anthem, and a school creed.

2. Formal Style

This style, just like the previous one, is also characterized by a formal (agreed upon and even documented) vocabulary and choice of words, yet it’s more universal as it doesn’t necessarily require expertise in any field and it’s not as rigid as the frozen style. 

The language in this speech is respectful and rejects the use of slang, contractions, ellipses and qualifying modal adverbials. Oftentimes the speaker must plan the sentences before delivering them. 

Application: Although it’s often used in writing, it also applies to speaking, especially to medium to large-sized groups. It’s also the type of speech that should be used when communicating with strangers and others such as older people, elders, professionals, and figures of authority. 

Examples: meetings (corporate or other formal meetings), court, class, interview, speech, or presentation. 

3. Consultative Style 

The third level of communication it’s a style characterized by a semi-formal vocabulary, often unplanned and reliant on the listener ’s responses and overall participation. 

Application: any type of two-way communication, dialogue, whether between two people or more, where there’s no intimacy or any acquaintanceship. 

Examples: group discussions, teacher-student communication, expert-apprentice, communication between work colleagues or even between employer-employee, and talking to a stranger. 

4. Casual Style (or Informal Style) 

As the name says, this style is characterized by its casualty, with a flexible and informal vocabulary that may include slang. It’s usually unplanned, pretty relaxed, and reliant on the fluid back and forth between those involved, without any particular order. 

Application: used between people with a sense of familiarity and a relatively close relationship, whether in a group or in a one-on-one scenario.

Examples: chats with friends and family, casual phone calls, or text messages. 

5. Intimate Style

This is the speech style that’s reserved for people who have a really close connection. It’s casual and relaxed and goes beyond words, as it incorporates nonverbal communication and even personal language codes, such as terms of endearment and expressions whose meaning are only understood by the participants, besides slang. 

Application: used between people who share an intimate bond. 

Examples: chats between best friends, boyfriend and girlfriend, siblings and other family members, whether in messages, phone calls, or personally.  

Here are some of our top recommended Articles to Check next!

The 4 Methods or Types of Speech Delivery

What Makes a Great Presenter? 9 Key Qualities to Look for!

An Easy Guide to All 15 Types of Speech

4 factors that influence speech styles.

Although knowing the definition and some examples of situations in which each speech style might apply is helpful, there are four important factors that are key in speech styles. These factors help the speakers understand when it is appropriate to use one style instead of the other. They are: 

1. The Setting 

The setting is essentially the context in which the speech shall take place. It’s probably the most important factor to be considered when choosing which speech style to use as nothing could be more harmful than applying the wrong speech style to the wrong setting. 

Although it’s a factor that’s exhausted and diverse,  to make things simple for you, I’ve divided them in three main categories: 

• Formal Settings:  
• Casual Settings: 

In these settings, people are more relaxed and less uptight than in formal settings. Since there’s a degree of familiarity between those speaking, even though people are not necessarily intimate, the speaker can apply either consultative or casual speech styles. Some examples of these settings include weddings, company or team meetings, and school classes. 

• Informal Settings: 

These settings are more open than casual ones as there are almost no rules to how people should interact. Everyone in it either has a deep degree of familiarity or intimacy. The styles of speeches that are used in these settings are Casual and Intimate. A few examples of these settings are family and friends gatherings, private conversations, etc. 

Misreading the setting can be really embarrassing and have devastating consequences. If, for instance, you make inappropriate jokes in a work meeting or use slang words, you could be perceived as unprofessional and disrespectful, and that could cost you your job. 

2. The Participants  

Your audience, the people to whom your speech is directed, or the people you interact with are decisive factors when choosing your speech style. 

To put it simply: 

• Reserve Frozen and Formal styles for people whom you respect and are not intimate or even familiar with ,  either because of their position in society or because of their position in relation to you. These can be authority figures or even superiors in your workplace and strangers.
• Use Consultative and Casual speech styles with people who, even though they are familiar to you (either because you both know each other or interact often), still owe them a certain level of respect . These can be people in your workplace such as your colleagues and business partners, people in school, elders and older family members, neighbors, acquaintances and even strangers . 
• Feel free to use Intimate speech styles with anyone who you share an intimate bond with . These can be your friends and your immediate and extended family members .

3. The Topic 

Speech styles can give appropriate weight to serious topics, just as they can help alleviate the heaviness of certain topics. There’s no specific rule of which style to use with each topic, actually, when it comes to topics, the choice should be more intuitive and keep in mind the other factors. 

For example, sometimes, when making a presentation about a serious topic at a conference, you might want to mix formal speech with a more consultative or casual speech by sliding in a joke or two in between your presentation, as this helps lighten up the mood. 

4. The Purpose of The Discourse or Conversation 

The purpose of your discourse is your main motivation for speaking.  Just like with the topic, when it comes to choosing the speech style taking into account the purpose, the choice is mostly intuitive and keeps in mind the other factors. 

You should remember never to mix a business-centered discussion, where the purpose is mostly professional and formal, with a mainly informal speech of speaking. 

Speaker Styles

• Content-rich speaker:  

A content-rich speaker is one whose aim is to use the speech to inform. He is factual and very objective and focused on providing all the information the audience or receptor of the message needs.

A man speaking in a presentation could be an example of this, or even a lawyer defending a case in court. 

• Funny or humorous speakers:

As the name already suggests, this type of speaker uses humor as a tool to help them deliver their message. Even when delivering facts, they make jokes to lighten things up and break the tension. 

Stand-up comedians are a great example of this type of speaker. 

• Storyteller: 

This type of speaker usually relies on the story format to deliver his message; whether it’s factual or not is not relevant as long as the main message behind the story is relevant to the receptor. 

Usually, the type of speaker is not fixed in each speech style; one person can be many types of speakers depending on the speech style that they are using and keeping in mind the factors that influence the choice of the speech style. 

Make sure you weigh all factors equally before choosing a speech style. You don’t want to be THAT person bringing up an intimate subject to a friend in front of a group of strangers during a business meeting where the subject has nothing to do with whatever you’re talking about.

What’s The Importance of Speech Styles In Communication 

Using and knowing speech styles is the key to effective communication. Choosing the right way to communicate in different settings and with different people is what separates a good communicator from a bad communicator. 

Knowing the speech styles and the rules that apply to each of them saves you from embarrassment and positions you as someone of principles and respectful, especially in formal and conservative settings. 

Besides that, people tend to gravitate more towards and get influenced by good communicators; therefore, learning something new in that area and improving the quality of your speech and presentations will only benefit you. 

Further Readings

Speech Styles- ELCOMBLUS

Types of Speech Styles | PDF | Sentence (Linguistics) | Cognitive Science- SCRIBD

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