Many companies increasingly rely on behavior interviews or interview questions to determine a candidates’ qualifications because behavioral-based questions use your previous behavior to indicate your future performance. In these interviews, employers use standardized methods to mine information relevant to your competency in a particular area or position. You might be asked to describe a time that required problem-solving skills, adaptability, leadership, conflict resolution, etc. You will be asked how you dealt with the situations.

A conversation during a career fair can be considered a screening interview. It is generally 2-10 minutes in length with a human resources representative or a technical manager in your field. If mutual interest is established, you may be invited for further interviews. Because your meeting is brief, research the employer and be prepared to match your background and interests to their needs.

For some positions, such as computer programmers or trainers, companies want to see you in action before they make their decision. For this reason, they might take you through a simulation or brief exercise in order to evaluate your skills.

In this style of interview, the interviewer has very structured agenda that he or she follows closely. Sometimes companies use this rigid format to ensure parity between interviews; when interviewers ask each candidate the same series of questions, they can more readily compare the results. Directive interviewers rely upon their own questions and methods to tease from you what they wish to know.

Companies bring candidates back for second and sometimes more interviews for a number of reasons. Sometimes they just want to confirm that you are the amazing worker they first thought you to be. Sometimes they are having difficulty deciding between a short list of candidates. Other times, the interviewer's supervisor or other decision makers in the company want to gain a sense of you before signing a hiring decision.