Types of Interview: Explanation, Formats, and Practical Understanding

An interview is a structured exchange between an interviewer and a candidate, most commonly used in recruitment, admissions, research, and professional assessment. In employment settings, interviews vary by format, structure, and purpose. Some interviews are designed to screen applicants quickly, while others assess technical depth, behavior, judgment, or interpersonal fit.2

In hiring contexts, interview types can be classified along three major dimensions:

1. By structure: structured interview, semi-structured interview, and unstructured interview.2
2. By format or delivery mode: phone, video, in-person, panel, group, sequential, and recorded interviews.2
3. By question style or assessment purpose: traditional, behavioral, situational, technical, case, stress, and informational interviews.3

A strong conceptual way to understand interview types is to see them as combinations rather than isolated categories. For example, an interview may be video + panel + structured + behavioral at the same time.2 This is why candidates must prepare not only for “an interview,” but for the specific evaluation method being used.

Footnotes

1. Structured Interviews - U.S. OPM overview of structured, situational, and behavioral interviews. ↩ ↩² ↩³

2. Interview Types – Career Center - Texas A&M guide to traditional, behavioral, sequential, and panel interviews. ↩

3. Types of Interviews | Penn State Engineering - Explains structured vs. unstructured and common interview forms. ↩

4. Types of Interviews | University of Maryland Career Center - Covers in-person, phone, video, recorded, behavioral, technical, and case interviews. ↩ ↩² ↩³

5. Interview Guide - Princeton Center for Career Development - Details phone screens, behavioral/situational, and on-site formats. ↩ ↩²

6. Interview Questions and How to Prepare | UC Davis Career Center - Provides guidance on case and technical interview styles. ↩

1. Types of interview by structure

The first major classification is based on how standardized the interview is. This matters because structure affects reliability, validity, and fairness in comparing candidates.

Structured interview

A structured interview uses the same questions, in the same general order, with the same scoring approach for all candidates.2 This design improves consistency and makes candidate comparison more defensible. The U.S. Office of Personnel Management notes that structured interviews often use job-related competencies and standardized rating procedures, which can improve rater agreement and predictive usefulness.

Semi-structured interview

A semi-structured interview begins with planned core questions but allows follow-up probing when needed. This is common in practice because employers want both comparability and flexibility. Penn State notes that many employers begin with structured questions and then adapt follow-ups based on answers.

Unstructured interview

An unstructured interview is more conversational and less standardized. It may feel natural, but it can make comparisons harder and may increase bias if different candidates receive very different questions.2

A useful comparison is shown below:

These categories are foundational because many other interview types are built on top of them.2

Footnotes

1. Structured Interviews - U.S. OPM overview of structured, situational, and behavioral interviews. ↩ ↩² ↩³ ↩⁴ ↩⁵

2. Types of Interviews | Penn State Engineering - Explains structured vs. unstructured and common interview forms. ↩ ↩² ↩³ ↩⁴ ↩⁵ ↩⁶

2. Types of interview by delivery format

Interview types are also classified by how they are conducted. The delivery mode influences time, logistics, and the kind of evidence the employer can collect.2

Phone interview

A phone interview is often an initial screening stage used to narrow the applicant pool.2 Princeton describes it as a short one-to-one conversation used to gauge interest, qualifications, and sometimes salary expectations. Because visual cues are absent, clarity of speech and concise answers become especially important.

Video interview

A video interview may be live or asynchronous. It helps employers reach broader applicant pools and reflects modern work environments, especially where remote collaboration is common. University of Maryland identifies both live video and recorded interview formats as distinct modern interview methods.

Recorded interview

A recorded interview asks candidates to respond to prompts on camera, usually within a time limit. This format is efficient for early-stage screening, but it can feel less interactive because follow-up questions are limited.

In-person interview

An in-person interview is face-to-face and may occur on campus or at the employer’s site. It allows observation of professional presence, interpersonal interaction, and workplace fit. On-site interviews can extend from one hour to a full day and may include multiple conversations, tours, and meals.

Footnotes

1. Types of Interviews | University of Maryland Career Center - Covers in-person, phone, video, recorded, behavioral, technical, and case interviews. ↩ ↩² ↩³ ↩⁴ ↩⁵ ↩⁶

2. Interview Guide - Princeton Center for Career Development - Details phone screens, behavioral/situational, and on-site formats. ↩ ↩² ↩³ ↩⁴ ↩⁵

3. Types of interview by participants and arrangement

A third classification concerns who is involved and in what sequence.

One-to-one interview

This is the most common traditional form, where one interviewer speaks with one candidate. It often feels conversational and may be easier for candidates than more complex formats.

Panel interview

In a panel interview, several interviewers assess one candidate at the same time. Panel members may include the hiring manager, future colleagues, and HR representatives. Because multiple assessors are present, the interview can provide broader perspectives and, when structured well, support fairer comparison.2

Group interview

In a group interview, multiple candidates may be assessed together, sometimes through discussion or activities. Employers use this when teamwork, communication, and performance under observation are relevant.

Sequential interview

A sequential interview involves a planned series of interviews with different individuals. Texas A&M explains that the candidate may first meet a manager and then peers or more senior leaders in sequence. Performance must remain consistent across rounds because each interviewer may influence the final decision.

On-site or full-day interview

This is an extended form of sequential assessment conducted at the employer’s location. It may include panels, one-to-one interviews, presentations, meals, and tours.

Footnotes

1. Interview Types – Career Center - Texas A&M guide to traditional, behavioral, sequential, and panel interviews. ↩ ↩² ↩³ ↩⁴ ↩⁵

2. Types of Interviews | Penn State Engineering - Explains structured vs. unstructured and common interview forms. ↩ ↩² ↩³ ↩⁴

3. Structured Interviews - U.S. OPM overview of structured, situational, and behavioral interviews. ↩

4. Interview Guide - Princeton Center for Career Development - Details phone screens, behavioral/situational, and on-site formats. ↩

4. Types of interview by question style and assessment purpose

This is the most educationally important classification because it explains what the interviewer is trying to measure.

Traditional interview

The traditional interview is the common question-and-answer style focused on background, interests, strengths, and general fit.2 It may include questions such as “Tell me about yourself” or “Why do you want to work here?” It often combines resume review with general discussion.

Behavioral interview

A behavioral interview is based on the idea that past behavior helps predict future job performance.3 Questions often begin with “Tell me about a time when...” and require specific examples. Employers use this format to evaluate competencies such as teamwork, planning, leadership, problem-solving, and stress tolerance.

Situational interview

A situational interview asks what the candidate would do in a hypothetical job-related scenario. OPM explains that situational questions focus on likely future behavior in realistic workplace situations. This differs from behavioral interviewing, which asks what the candidate did in the past.

Technical interview

A technical interview assesses job-specific knowledge or skill, especially in engineering, IT, analytics, finance, and other specialized roles.2 It may involve coding, calculations, system design, troubleshooting, or explanation of methods.

Case interview

A case interview presents a business or analytical problem and asks the candidate to reason through it aloud.2 UC Davis notes that this type is especially common in consulting. It is designed to evaluate structured thinking, quantitative reasoning, communication, and problem diagnosis.2

Stress interview

A stress interview deliberately introduces pressure, interruption, or challenging questioning to observe emotional control and professional composure. Although less universally used today, it appears in some high-pressure selection contexts and should be understood as a purpose-based form rather than a separate delivery method.2

Informational interview

An informational interview is different from a selection interview. It is a short conversation used to learn about a career, role, or industry rather than to compete for a vacancy.3 Penn State describes it as a 20–30 minute meeting designed for career exploration, not direct hiring.

Footnotes

1. Interview Types – Career Center - Texas A&M guide to traditional, behavioral, sequential, and panel interviews. ↩ ↩² ↩³ ↩⁴ ↩⁵

2. Types of Interviews | Penn State Engineering - Explains structured vs. unstructured and common interview forms. ↩ ↩² ↩³ ↩⁴

3. Types of Interviews | University of Maryland Career Center - Covers in-person, phone, video, recorded, behavioral, technical, and case interviews. ↩ ↩² ↩³ ↩⁴

4. Structured Interviews - U.S. OPM overview of structured, situational, and behavioral interviews. ↩ ↩² ↩³

5. Interview Questions and How to Prepare | UC Davis Career Center - Provides guidance on case and technical interview styles. ↩ ↩² ↩³ ↩⁴

6. Interview Guide - Princeton Center for Career Development - Details phone screens, behavioral/situational, and on-site formats. ↩

7. Informational Interviews – University of Oregon - Explains how informational interviews are requested and used for career learning. ↩

8. Informational Interviewing – Yale Office of Career Strategy - Describes the process and purpose of informational interviews. ↩

5. Behavioral vs situational vs technical vs case: how they differ

These four are often confused, but each tests a different dimension of performance.

A useful formula is:

$$\text{Interview type} = \text{format} + \text{participants} + \text{question style} + \text{structure}$$

For example:

• Live video panel behavioral interview
• Phone screening traditional interview
• In-person sequential technical interview
• Structured situational panel interview

This framework helps explain why job seekers often encounter “mixed” interview experiences.2

Footnotes

1. Interview Types – Career Center - Texas A&M guide to traditional, behavioral, sequential, and panel interviews. ↩

2. Types of Interviews | University of Maryland Career Center - Covers in-person, phone, video, recorded, behavioral, technical, and case interviews. ↩ ↩² ↩³ ↩⁴

3. Structured Interviews - U.S. OPM overview of structured, situational, and behavioral interviews. ↩ ↩²

4. Interview Questions and How to Prepare | UC Davis Career Center - Provides guidance on case and technical interview styles. ↩ ↩²

6. Why organizations use different interview types

Organizations choose interview types because different roles require different evidence. A first-round phone or video screen saves time and reduces the candidate pool efficiently.2 A panel interview gathers perspectives from multiple stakeholders. A behavioral interview tests competency evidence; a technical interview checks job readiness; a case interview reveals reasoning under uncertainty.3

Career centers also note that interview format can reflect organizational goals such as widening the applicant pool, reducing bias, saving time, and modeling the actual work setting. For example:

• Remote-first employers may prefer video interviews.2
• Public-sector or large organizations may prefer structured panel interviews for consistency.2
• Consulting firms often use case interviews.
• Engineering and computing employers frequently use technical interviews.2

Thus, interview variation is not random; it is tied to assessment strategy.

Footnotes

1. Types of Interviews | University of Maryland Career Center - Covers in-person, phone, video, recorded, behavioral, technical, and case interviews. ↩ ↩² ↩³ ↩⁴

2. Interview Guide - Princeton Center for Career Development - Details phone screens, behavioral/situational, and on-site formats. ↩ ↩² ↩³

3. Types of Interviews | Penn State Engineering - Explains structured vs. unstructured and common interview forms. ↩ ↩²

4. Structured Interviews - U.S. OPM overview of structured, situational, and behavioral interviews. ↩ ↩²

5. Interview Questions and How to Prepare | UC Davis Career Center - Provides guidance on case and technical interview styles. ↩ ↩² ↩³

7. Model conclusion

The types of interview can be explained clearly by grouping them into structure-based, format-based, participant-based, and purpose-based categories. Structure-based types include structured, semi-structured, and unstructured interviews.2 Format-based types include phone, video, recorded, and in-person interviews.2 Participant-based types include one-to-one, panel, group, sequential, and on-site interviews.3 Purpose-based types include traditional, behavioral, situational, technical, case, stress, and informational interviews.4

Therefore, the best answer to “What are the types of interview? Explain them.” is not merely a list. It is an organized explanation showing that interviews differ by how they are structured, how they are delivered, who participates, and what they are designed to assess.2

Footnotes

1. Structured Interviews - U.S. OPM overview of structured, situational, and behavioral interviews. ↩ ↩² ↩³

2. Types of Interviews | Penn State Engineering - Explains structured vs. unstructured and common interview forms. ↩ ↩²

3. Types of Interviews | University of Maryland Career Center - Covers in-person, phone, video, recorded, behavioral, technical, and case interviews. ↩ ↩² ↩³

4. Interview Guide - Princeton Center for Career Development - Details phone screens, behavioral/situational, and on-site formats. ↩ ↩²

5. Interview Types – Career Center - Texas A&M guide to traditional, behavioral, sequential, and panel interviews. ↩

6. Interview Questions and How to Prepare | UC Davis Career Center - Provides guidance on case and technical interview styles. ↩

7. Informational Interviews – University of Oregon - Explains how informational interviews are requested and used for career learning. ↩