“Employers use various interview styles and formats to gather candidate responses for the selection process, where the style determines how information is collected and the format defines the setting.”
Interview Types, Formats and Tests
There are many interview types, formats and tests, each with different styles of questioning and information gathering. Many are specifically adapted to the asset finance and leasing industry. To maximise your chances of success, it’s important to understand the different variants and prepare accordingly.
Employers use a range of interview styles and formats to help assess candidates. The style refers to the method of gathering information, while the format refers to the setting in which the interview takes place. Some interviewers also prefer to combine several approaches.
Below are examples of the different interview scenarios you may experience. Use these as a guide to help you prepare – while remembering that interviews often involve a mix of styles.
Screening Interview
This is often the first step after CVs have been reviewed. We may conduct these interviews on behalf of clients.
The purpose (whether by telephone, virtual or face-to-face) is to assess your skills and personality traits. The interviewer will “screen out” applicants lacking the required skills or who make a poor first impression, and “screen in” those who show potential value to the company.
Interviewers usually work from a set of criteria, looking for CV inconsistencies and testing suitability.
Your objective: Convince the interviewer you should progress to the next stage.
Telephone Interview
Telephone interviews are a form of screening, designed to eliminate less suitable candidates.
Your objective: Secure an invitation to a face-to-face interview.
Tips:
Introduce yourself clearly.
Build rapport with small talk.
Speak clearly and modulate your tone to convey enthusiasm.
Have your CV, job description, preparation notes and pen and paper in front of you.
Eliminate distractions and refer to notes discreetly.
Virtual Interview
Virtual interviews are now common, using platforms like Microsoft Teams or Zoom.
Preparation tips:
Test your internet connection and bandwidth.
Use a quiet, private, well-lit location free of interruptions.
Choose a neutral, distraction-free background.
Avoid coffee shops or communal areas.
Dress professionally (but avoid bright colours/patterns).
Maintain eye contact by looking at the camera, not the screen.
See our blog virtual Interviews blog or further information.
General Interview
When face-to-face screening is impractical, companies may use a general interview format. Typically, you’ll meet the hiring manager (sometimes with HR present).
Expect:
A review of your CV.
Questions to assess suitability and cultural fit.
Competency questions about past experience and skills.
Often a decision is made after this stage, though employers may invite you back to compare you with other candidates before finalising.
Competency-Based Interview
These interviews assess how past experiences predict future behaviour. Employers look for examples that demonstrate essential competencies.
Tips:
Prepare examples of how your experiences developed specific skills.
Ask your consultant for the key competencies the employer values.
Use the STAR method (Situation, Task, Action, Result) to structure responses.
If you are to be interviewed in this style, ensure your consultant provides you with the competencies the prospective employer is most interested in. For more help, see our in-depth guide to competency-based interviews.
Multiple One-to-One Interviews (Series)
Usually second or third stage, these involve meeting several individuals from the company in turn.
Purpose:
Test cultural and skills fit with different stakeholders.
Assess rapport-building and adaptability.
They are often an alternative to a panel interview.
Panel Interview
A panel may include line managers, HR, and senior stakeholders.
Formats vary:
Structured: Each interviewer assesses you on set criteria.
Unstructured: More intense, with varied questioning styles.
Tips:
Respond to all questions confidently.
Maintain eye contact with the whole panel, not just one person.
Group Interview
Typically used at graduate/trainee level to assess leadership potential.
You and other candidates will discuss a scenario requiring problem-solving. Interviewers observe interaction, reasoning, persuasiveness and teamwork.
Your goal: Contribute meaningfully, show leadership and collaboration skills.
Stress Interview
Designed to see how you react under pressure.
Tactics may include:
Long waiting times.
Confrontational or sarcastic questioning.
Awkward silences.
Remain calm, professional and composed.
Role-Play Interview
Often used alongside other styles.
You’ll be asked to play out a hypothetical business situation, often with the interviewer acting as a customer, supplier or colleague.
Purpose: Assess communication, negotiation, influencing and interpersonal skills.
Presentation Interview
Common in later-stage interviews, or sometimes as a first-stage filter.
You’ll be asked to prepare a presentation in advance, or occasionally on the spot.
Tips:
Stay within the time limit.
Deliver confidently and maintain audience engagement.
Use soft-copy slides for a professional touch.
Keep eye contact and positive body language.
Lunch Interview
A more informal setting, but still a business interview.
Remember:
Remain professional throughout.
Limit or avoid alcohol.
Observe good table etiquette.
Treat it with the same seriousness as an office interview.
Back: About the interview
Next: Selection tests
