Types of Job Interviews and When to Use Them

Not every job interview needs to follow the same script. The type of questions you ask—and how you structure the conversation—should depend on what you want to learn about the candidate.

Here’s a breakdown of four of the most common types of interviews used by hiring managers, HR professionals, and recruiters. Each approach gives you a different lens into a candidate’s background, skills, or potential fit.

👤 1. Biographical Interview

This method follows a candidate’s career path in chronological order. You're trying to understand not just what they did, but why they made certain decisions.

Example questions:
  • "Why did you leave Job A and move to Job B?"
  • "What were you doing between [date] and [date]?"

Use it to:

  • Explore reasons for career moves or gaps
  • Clarify work history, education, and progression
  • Assess long-term consistency and decision-making patterns

🛠️ 2. Technical Interview

This interview digs into a candidate’s knowledge of systems, tools, and processes relevant to the role. It’s often used in IT, engineering, finance, and other specialized fields.

Example questions:
  • "What project management techniques have you used?"
  • "What would you use component/system X for?"

Use it to:

  • Gauge hands-on expertise and technical knowledge
  • Identify training needs or gaps
  • Evaluate whether the candidate can perform key job tasks

💬 3. Competency-Based (Behavioral) Interview

This is one of the most widely used and reliable methods. Instead of asking what a candidate might do, you ask what they’ve actually done in the past—and what the outcome was.

Example question:

"Tell me about a time you helped colleagues solve a difficult problem."

Follow-up probes:
  • "What part did you play specifically?"
  • "What happened next?"
  • "What was the final result?"

Use it to:

  • Understand how someone behaves in real-world scenarios
  • Match skills and behaviors to your current role
  • Predict how they’ll act under similar conditions in your team

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🎯 4. Situational Interview

Unlike behavioral interviews, situational interviews are hypothetical. You present a scenario and ask the candidate how they’d handle it if hired.

Example question:

"A customer calls in, angry about poor service from one of your team. How would you handle the situation?"

Use it to:

  • Explore judgment and problem-solving approaches
  • Assess potential in areas where experience is lacking
  • Test how their thinking aligns with your company’s standards

Watch out: Situational answers can be idealistic or theoretical. Combine this style with behavioral questions to check for real-world grounding.

Which Interview Style Should You Use?

There's no one-size-fits-all. Many interviews combine two or more of the above approaches. If you're hiring for a high-skill role, a blend of technical and behavioral questions might give the clearest picture. For entry-level roles, situational and biographical might be enough.

What matters is clarity—know what you're trying to uncover, and choose the method that helps you do that most directly.

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FAQs About Interview Types

What’s the difference between behavioral and situational interviews?

Behavioral interviews ask about real past experiences, while situational interviews explore how a candidate might handle hypothetical scenarios in the future.

Can I combine interview styles?

Yes. Many interviewers blend methods—using technical questions to assess skills, and behavioral or situational questions to evaluate fit and judgment.

Which interview type works best for new graduates?

Situational and biographical interviews work well for early-career candidates with limited experience. You can still use behavioral questions if they have relevant internships or volunteer work.

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