In general there are 2 types of interview techniques . . .  
1) Normal interviews (also called unstructured interviews) are essentially a conversation where the interviewers ask a few questions that are relevant to what they are looking for but without any specific aim in mind other than getting an overall impression of you as an individual. Questions are fairly random and can sometimes be quite open. For example, a question such as "What can you offer our company?" is meant to gather general information about you but does not test any specific skill or competency. In an unstructured interview, the candidate is judged on the general impression that he/she leaves; the process is therefore likely to be more subjective. 
2) Competency-based interviews (also called structured or behavioural interviews) are more systematic, with each question targeting a specific skill or competency. Candidates are asked questions relating to their behaviour in specific circumstances, which they then need to back up with concrete examples. The interviewers will then dig further into the examples by asking for specific explanations about the candidate's behaviour or skills. 
Most hiring managers and HR professionals prefer the Competency based interview technique as it provides a structured process to provide information and evidence to the individual’s ability to perform well within the role/task and fit with the culture of the company. Neither techniques are 100% effective and some employers also include other interview processes such as psychometric, scenarios, site tour and interactive activities. 
For help and support with your interview preparation please contact Bruce Swan for a 1-2-1 meeting on competency question technique. Email 
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