There are several interview formats used by many organizations, including the following six types:

Screening Interview
This interview weeds out unqualified applicants, and conducted by human resource professionals. They will vet your resume facts, uncover salary expectations, probe for undisclosed work background problems and generally look for clues to eliminate you. Follow their lead, ask general questions, give direct answers and don't give information that could harm you.

The One-on-One Interview
After passing the screening interview, you may be interviewed by the actual decision-maker who will want to know whether you are indeed the candidate they seek. Your objective is to establish affinity with the interviewer and prove you have the qualification and skills needed by the organization.

Telephone Interview
Though less ideal than the one-on-one interview, a telephone interview is equally important. Get the interviewer's complete name, designation and phone number. Remember to talk in a clear, confident voice, slow enough for the interviewer to comprehend and take notes. Keep your answers concise and focused. This kind of interview allows you to have your resume and answer notes in front of you.

Stress Interview
An interviewer may choose to conduct a stress interview as a deliberate attempt to see your reaction in coping with uncomfortable situations. The interviewer may make you wait needlessly long for your turn, throw sarcastic questions, subject you to long silences or icy stares. The interviewer is trying to unnerve you, so remain calm and poised. Show courtesy at all times. Answer all questions calmly, thoughtfully, and ask for clarification if necessary.

Behavioural Interview
Your previous behaviour is used to predict future performance. You are asked to recall and describe past situations where you've demonstrated time management, teamwork, leadership or conflict-resolution skills. Describe the scenario, your actions, the outcome and the lessons learned. Be prepared for further probing into details.

Group/Panel Interview
A panel or group interview involves a meeting with two or more interviewers at the same time. It is done for time and scheduling efficiency as well as to gauge the candidate's reaction under the pressure of dealing with different personalities. Create rapport by remembering each individual's name, smiling and rotating eye contact when answering.