Interview Glossary

A panel interview puts you in front of two to six interviewers from different departments who evaluate you simultaneously. Understanding the format and preparing for multi-directional questions is the key to standing out.

A case interview presents you with a real or hypothetical business problem and evaluates how you analyze it, structure your thinking, and arrive at a recommendation. It's the signature interview format at management consulting firms.

A working interview asks you to perform actual job tasks on-site as part of the hiring process. Common in healthcare, skilled trades, and small businesses, this format lets both sides evaluate fit through real work rather than hypothetical questions.

An informational interview is a conversation you initiate with a professional to learn about their role, industry, or company. It's not a job interview — it's a research tool that builds your network and uncovers opportunities before they're posted.

An applicant tracking system (ATS) is software that employers use to collect, sort, scan, and rank job applications. Over 97% of Fortune 500 companies use an ATS, meaning your resume is almost always read by software before a human sees it.

Culture fit describes how well a candidate's values, work style, and behaviors align with an organization's norms and environment. It's one of the top reasons candidates are hired — or rejected — but it's also one of the most subjective criteria in hiring.

A background check is a pre-employment screening process that verifies a candidate's identity, criminal history, employment record, education, and other relevant information. Understanding what's checked — and what isn't — reduces anxiety and helps you prepare.

A probationary period is a defined timeframe at the start of new employment during which the employer evaluates whether the new hire meets performance expectations and fits the role. It's your chance to prove yourself — and to evaluate whether the job is right for you.

A competency-based interview evaluates candidates against specific, predefined competencies required for the role. Every question is designed to assess a particular skill or behavior through real examples from your past experience.

Transferable skills are abilities developed in one context that apply to a different role, industry, or career. They're the connective tissue of career transitions — the reason a military officer can lead a corporate team or a teacher can excel in corporate training.