It is the most common type of interview. This occurs when a candidate is interviewed by a single representative, usually of the employing organization. It is considered the best situation for establishing rapport and is certainly cost effective in terms of people employed. While it has the advantage of placing the candidates at their ease the selection decision relies heavily on the judgment of one individual
The Successive Interview
This type of interview consists of series of face to face interviews. Example of such interview is the situation when the candidate is interviewed by first supervisor, then by department head and lastly by chief executive. This type of interview is definitely costly but a more accurate decision can be made due to involvement of many persons
The Group Interview
In the group interview, several job candidates are questioned at once. Since any group naturally stratifies into leaders and followers, the interviewer can easily find out into which category each candidate falls. In addition to determining whether you are a leader or a follower, the interviewer can also learn whether you are a "team player." You should do nothing other than act naturally. Acting like a leader if you are not one may get you a job that is inappropriate for you.
The Panel Interview
In a panel interview, the candidate is interviewed by several people at once. Although it can be quite intimidating, you should try to remain calm. Try to establish rapport with each member of the panel. Make eye contact with each one as you answer his or her question.
The Stress Interview
The stress interview is not a very nice way to be introduced to the company that may end up being your future employer. It is, however, a technique employers sometimes use to weed out candidates who cannot handle adversity. The interviewer may try to artificially introduce stress into the interview by asking questions so quickly that the candidate doesn't have time to answer each one. Another interviewer trying to introduce stress may respond to a candidate's answers with silence. The interviewer may also ask weird questions, not to determine what the job candidate answers, but how he or she answers.
Phone interviews
Telephone interviews serve to screen candidates and narrow the applicant pool that is to be called for a personal interview. This technique of conducting a preliminary interview over the telephone minimizes expenses for the company, especially candidates from other cities. If a telephone interview has been scheduled, ensure that there are no interruptions. The interview answers must be given after careful thought. Keep a short list of accomplishments and a copy of your resume at hand. Sometimes, such phone interviews are recorded for a panel of interviewers to review.