Frequently, the interview progresses in stages:
(1) establishing rapport,
(2) obtaining data from the applicant,
(3) discussing the position and the organization, describing your career objectives, asking the interviewer questions,
(4) closing.

The content of the interview is based on the style and priorities of the interviewer. Any or all of the approaches that follow could be used during an interview. The interviewer may want to:

1. Gather Background Information:

a) Objective: To gather facts about experiences the applicant has faced (probably most common approach.)

b) Method:

* Uses detailed questions, usually prepared in advance.
* Follows progression of application/resume as far as experience and education are concerned - basically an amplification of the resume.

c) Pros/Cons:

* Yields a wealth of information (including personal) and encourages analysis of data.
* Can be a lengthy process as it covers candidate’s life.

2. Encourage Discussion:

a) Objective: To form an overall impression of the applicant.

b) Method:

* Avoids use of set questions.
* Follows an unstructured progression allowing applicant to set directions.

c) Pros/Cons:

* Lack of set questions - may not cover significant portion of candidate’s background.
* Emphasis is on analysis of impressions, not facts.

3. Create Stress:

a) Objective: To “test” reactions of applicant in a difficult situation.

b) Method: Puts an applicant on the defensive by interrupting, criticizing opinions, questioning decisions, etc.

c) Pros/Cons:

* Fallen out of favor although once used by major corporations.
* Interview situation is already “stress”.

4. Ask Probing/Hypothetical Questions:

a) Objective: To evaluate probable job performance or technical knowledge of the applicant.

b) Method:

* Asks hypothetical questions (what would you do if?) related to job performance based on candidate’s concepts or attitudes of what it takes to do a given job. (This is where you need to be positive, show evidence of overcoming challenges and having a good attitude.)
* Asks for solutions, recommendations.
* Requires a set of situations carefully prepared in advance.

c) Pros/Cons:

* Does not give a broad range of personality characteristics.
* Requires a skilled interviewer.

5. Assess Past Behaviors:

a) Objective: To identify characteristics and uncover competencies of the applicant, leaving the interviewer to draw conclusions and evaluate what the applicant is likely to do in certain situations.

b) Method:

* Asks questions that will reveal what the applicant has actually done, focusing on both positive and negative experiences.
* Concentration on in-depth description to which the interviewer will compare the candidate’s qualifications.

c) Pros/Cons:

* Requires employer to establish beforehand “model” descriptions to which he/she will compare the candidate’s qualifications.
* Requires careful formulation of questions so that all areas of model are covered.