Interview from A to Z

Interview is conversation between two or more people (interviewer and interviewee), where interviewer asks questions in order to receive information from interviewee regarding his/her experience, knowledge and skills required for the job.


structured interview

  • It is conducted in cases when there are many candidates for one position
  • Each applicant is given the same questions
  • Interview corresponds to a thematic structure
  • For the structured interview usually is developed in a special form with the list of major questions

free-structured interview

  • It has a character of casual conversation
  • The interviewer follows only general plan, the respective tasks of the interview
  • Questions are set according to circumstances, on the basis of information obtained from the candidate answers
  • It may be based on the method "Talk about nothing" when the candidate in a free manner discussed topics vacation / recreation, hobbies, favorite pets, parents / children, etc.

biographical interview

  • recruiter specifies where the candidate worked before, a range of problems solved and why changes jobs
  • ultimately - understands how to motivate the candidate and some interest in a specific job from him to wait

behavioral interview

  • recruiter determines behavioral model: pursuit and avoidance, immersed in the process or result-oriented, and so on;


  • candidate is placed in a hypothetical work situation
  • he is proposed to tell how he would act in the circumstances described
  • this interview reveals, first of all, knowledge quality and professional horizons of the candidate

telephone interview

  • it is first conversation between HR and candidate
  • to determine if the candidate is interested in vacancy
  • to detect even the slightest doubt about the candidate's voice
  • telephone conversation does not take much time and is spontaneous
  • it allows you filter out not suitable candidates

stress interview

  • modern recruitment method
  • the best way for an employer to check on the applicant's ability to handle stress
  • this method of interviewing is becoming more popular because of its effectiveness
  • creates a non-standard situation for job applicants, with mostly annoying effect, as well as incorrect articulating issues that are intended to confuse and confound the applicant
  • challenge test by this technique - keeping calm and common sense
  • is used for management positions and job places, providing constant communication with people

group interview

1. One interviewer talks with a group of candidates;

  • lack of close attention recruiter
  • opportunity to demonstrate the ability to work in team
  • It is often used to close the low vacancy

      2. Several employees conduct interviews with one candidate (panel interview)

  • the ability to more accurately assess the professional and personal qualities of the candidate
  • the ability to assess the applicant from several sides, direct supervisor - professional (from the point of view of the competence of the candidate in this business), personnel manager - from the psychological (in terms of infusion of the new the team employee), etc.
  • checking candidate for stress tolerance (stress is enhanced in direct proportion to the number of interviewers)  

competency based interview

  • it combines elements of a free and structured interview
  • for each position allocated key competences which the candidate should possess
  • interview is conducted on the basis of planned questions or cases (tasks) that can detect the desired mode of behavior of the candidate in typical work situations
  • candidate is usually asked to give examples of solutions required tasks of their experience or design options for your behavior in the proposed situation.
  • assessment of competencies of the candidate, as a rule, is carried out on a scale.
  • CBI is increasingly used by recruitment companies for recruitment of middle and senior management
  • elements of the competence interview is used by most interviewers


 - A set of behavioral manifestations (knowledge, skills, abilities, experiences, and beliefs)
that allows an employee to be successful at work



Expressed desire and ability to participate actively in the process, to implement their own ideas and to bring the follow through.

Think and act strategically

Thinking systematically, systematic character understanding of what is happening, able to think alternatively, to be able to see the options for solutions, be able to prioritize.

Decision making

The ability to take reasonable and timely decisions at home and at work.

Result oriented

The desire to conform to established standards or exceed them.

Flexibility (change management)

The ability to respond quickly to changes in the situation without losing effectiveness.

Motivate and develop people

Sincerely interested in other people's long-term development. For this purpose, it analyzes the development needs and strives to contribute to the development of others.

Team player

The desire to cooperate with others, to be part of a team, to work together, rather than separately or in competition with anyone. This competence - teamwork and collaboration - is estimated only at employees working in a team with others.

Cooperation with others

General ability to establish and maintain contact with other people.

Responsibility for personal development

Open new knowledge and experience. Correctly assesses his strengths and weaknesses, is constantly developing its professional, business and personal qualities. Solves more complex problems with a view to their professional development.

Planning and Self-Organization

The ability to choose the course of action, to develop, within existing resources, a plan of action needed to achieve the intended result.

Stress resistance

The ability to maintain the level of professional efficiency when operating in conditions of lack of time and / or other intellectual, volitional and moral overload.


Ability to organize the work of others in such a way as to cause them to trust and high motivation to achieve a common goal.


Ability to take responsibility for all their actions, actions, commitments and decisions.

Client oriented

 The desire to meet the needs of the buyer or customer.

Communication skills

Lots of talking. Knows how to convince. Able to converse, to speak. He knows how to gain the client. Creates trust. Knows how to listen. Can speak on various topics that are not relevant to the case to maintain a conversation.

Influence others

 The ability to influence actions, opinions and decisions of other people.


  1. Tell me about yourself.
  2. What is your greatest strength and greatest weakness?
  3. How will your greatest strength help you perform?
  4. How do you handle failure?
  5. Do you consider yourself successful? Why?
  6. Describe a typical workweek.
  7. Why do you want to change your job?
  8. What are your salary expectations?
  9. What strategies would you use to motivate your team?
  10. What type of work environment do you prefer?
  11. How do you evaluate success?
  12. Describe a difficult work situation / project and how you overcame it.
  13. Describe a time when your workload was heavy and how you handled it.
  14. What can you do for this company?
  15. Why should we hire you?