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Career Services Center

Ward Edwards 1200
Warrensburg, MO 64093
Phone: 660.543.4985
Fax: 660.543.4668


A job interview is a two-way dialogue in which employers and perspective employees learn more about each other. It is important to realize that a “job interview” encompasses all interactions, not just spoken words. It is not just an interaction for the employer. The employee should use the interview to learn more about the company so they can make a better decision regarding a position.

Types of Interviews

Screening interviews

A screening interview is a type of job interview that is conducted to determine if the applicant has the qualifications needed to do the job for which the company is hiring. A screening interview is typically the first interview in the hiring process.

A screening interview can be conducted over the phone or in-person. In both cases, the results of the screening interview will determine if the candidate moves to the next round of the interview process.

Phone Interview

Phone interviews are often used to screen candidates in order to narrow the pool of applicants who will be invited for in-person interviews.

One-on-One Interview

A typical job interview is one-on-one between a candidate for employment and a hiring manager. The interviewer will ask questions about the applicant's experience and skills, as well as about work history, availability, and the personal attributes the company is seeking in the person they will hire for the job.

Group of Applicants

Group interviews often involve a work-simulation exercise, such as a problem-solving activity, to test candidates' leadership and teamwork skills. The exercise is typically accompanied by questions about the exercise, as well as more traditional interview questions.

Board or Panel of Employers

This can be intimidating because several people can be asking you different questions.

Behavioral-Based Interviews

In this interview the employer will ask you to recall a situation from your past to determine how you would react in the future. When responding to these questions you will want to use the STAR Method.The STAR method is a structured manner of responding to a behavioral-based interview question by discussing the specific situation, task, action, and result of what you are describing to validate you anwer.

Behavior Based Interview

Case Study Interviews

In this interview you will be given a problem or situation and it is up to you to come up with a solution. The intention behind this style of interview is not for candidates to fail, but determine whether one is good at thinking on their feet.

Stress Interview

A stress interview takes place when a job applicant is placed in a stressful situation to see how they react. The candidate may be asked repeated difficult or inappropriate interview questions, there may be multiple interviewers at once or sequential interviews, or the candidate may be kept waiting, treated rudely, or otherwise put in an intimidating position.

It's important to keep in mind that you are interviewing the company as much as they are interviewing you. A question to ask yourself, if you have been subject to a stress interview, is whether you would want to work for a company that treated job applicants this way?

In-Depth interviews

These are in-depth, qualitative interviews used in planning and evaluating candidates because they use an open-ended, discovery-oriented method, which allows the interviewer to deeply explore the respondent’s feelings and perspectives on a subject.

Site Interviews, Informational Interviews, or Conversations

This is an interview set up at your own request with a Human Resources Manager or a Departmental Supervisor in the career field you are interested in. The purpose of these interviews is for you to find out more information from these people in hopes that they might refer you to the someone else in their company or to somebody they may know outside their company who could utilize your skills.

What are the different stages of an interview?


An appropriate greeting and a firm handshake is a great start to any interview.
Employers will look for:

  1. Good body posture.
  2. Steady eye contact.
  3. Small talk on informal topics of discussion to gauge your personal interests.

Introduction and Ice Breaking

This stage usually deals with getting to know one another and comes before the largest part of the interview.

Body/Employer's Questions

This is the most important part of the interview. How you answer these questions more than anything else will have the greatest impact on your overall performance at the interview. Be thorough and try to get your point across, but do not go on too long and lose their attention.The interviewer will ask you questions about yourself, your education, your past work history, other items on your resume, your interests and goals.

Body/Applicant's Questions

It is a good idea to have at least three questions prepared to ask the employer at the end of the interview. Some good topics are advancement opportunities, training, and the future of the company.


Before you leave, verify contact information for the interviewer and ask for a business card if you have not already received one. Also, verify the next step in the hiring process. When will they hire? Will they follow up with you or should you follow up with them? Express your appreciation for the opportunity to interview and leave with a smile and a handshake.