Representatives from major organizations come to the SU campus between
September and April to interview Salisbury students for choice positions –it
is critical to be well prepared. Click
fuller discussion of the on-campus interviews.
To Access these Interviews and instructions for signing-up go
This type of interview is based on the premise that the best way to predict
future behavior is to determine past behavior in a similar situation. This
style of interview is gaining wide acceptance among recruiters. Click
here for more information on behavioral
This style of interviewing is used most frequently by consulting firms. They
have long been used to see a candidate’s thought processes in motion. (Can
you analyze complex open-ended business problems )? Click
here for more information.
Interview at the organization’s site:
This is an interview to decide which applicants should continue in the
process and to confirm the initial impression made by the recruiter who
recommended the candidate.
Telephone screening Interview:
Employers may choose to conduct a telephone interview to screen applicants
and make the first cut to determine if they want to arrange a face-to –face
meeting. Click here for more on telephone
Video "SKYPE" Interview:
When interviewing with organizations at a great distance, a video interview
can be useful in determining which candidates to invite for face-to face
interviews. These interviews are online and are typically done via
computer software programs that gives face-to-face communication online.
Many times "SKYPE" software is used.
This interview is usually at your initiation and is one of the best sources
for gathering information about what is happening in a particular occupation
or industry. You will be conducting research with people working in that field.
Click here for examples of information
interview questions you can ask.
Assessment/group interview/conference Interview:
Some employers (especially major retailers) include an assessment center or
group discussion in their selection process. This technique is useful for
evaluating and comparing applicant’s leadership potential.