This type of interview is based on the theory that past performance is the best indicator of future performance. Emphasis is put on the candidate’s provision of detailed and descriptive examples of past behaviors as opposed to hypothetical situations. For example, merely stating that you were in a leadership position will not suffice to emphasize your leadership skills. Behavioral-based interview questions are typically open-ended and do not have a right or wrong answer. However, advance preparation can be extremely helpful. Remember the acronym STARR when formulating your response to a behavior-based interview question: describe the specific Situation and the Task or assignment; the Action(s) he/she took; and the Results or outcome of the action(s). It is also recommended that you Relate that experience back to the requirements of the job at hand.
Also known as a confrontational interview, this is one in which a deliberate attempt is made to make you feel uncomfortable in order to assess how you might handle a stressful situation. This may include attempts to bring out weaknesses, long periods of silence, or interruptions. As with all interviews, do your best to keep calm, take sufficient time and think before answering a question. In other words, "roll with the punches," and remember that it is a technique designed to elicit a reaction.
These are most common with consulting interviews. A candidate is given a problem to solve and the object is not to come to a specific solution, but to allow the interviewer to observe analytical and problem-solving skills through the process you take to reach a conclusion. For example, you might be asked, "How many light bulbs are necessary to light New York City?" How might you think through such a question?