We suggest you do the vocabulary activity below before you watch . Then watch the video and do the first task to check your understanding. You can read the transcript at any stage if you want. Finally, have a look at Task 2, which contains some business notes.
In the third episode, Marcia Boardman, the HR manager at WebWare, outlines to
the 2 candidates the interview format. There are several possible interview
Structured Interview - Competencies
The employer identifies the competencies (skills, abilities and experience)
required for the role. They design the questions to test whether the
candidate has these competencies. The questions are often phrased, "tell us
about a time when...".
Behavioural job interview (situational job interview)
Behavioural interviews are trying to find out how you would act in certain
situations. The interviewer wants to be able to predict how you would behave
in the role, if they recruited you. So they ask hypothetical questions.
These might be about a time in your past, or asking you to imagine yourself
in a future situation.
Panel Job Interview
Sometimes employers want candidates to be seen by a number of managers or
peer-workers. A panel interview simply means a candidate meets multiple
interviewers at once. They may play the "Good cop / Bad cop" routine, where
one of them is aggressive and another sympathetic, to see how you perform
Technical Job Interview
This usually refers to a "hands-on" interview. For example, an engineer
might be expected to do some analysis of an engineering problem; a market
researcher might be asked to analyse some data; a sales person might be
expected to make a mock sales call. This type of interview is designed to
predict how you would perform in the role.