Definitions of essential interview terms: STAR method, behavioral interviews, panel interviews, competency-based interviews, and more with examples.
An interview glossary helps job seekers understand the terminology used in hiring processes. From behavioral interviews to the STAR method, knowing these terms gives you confidence and clarity during preparation.
This glossary covers the most important interview concepts: question formats (behavioral, situational, case), answer frameworks (STAR, SPAR, PREP, WHY, CASE), interview types (panel, competency-based), and career readiness standards (NACE competencies). Each term includes a clear definition, practical examples, and preparation tips.
Whether you're a first-time job seeker or an experienced professional preparing for a career change, understanding these terms helps you decode what interviewers are really asking and respond with structured, compelling answers.
Understanding interview terminology is the first step toward effective preparation. When you know the difference between a behavioral and situational interview, you can prepare the right types of examples. When you understand what the STAR method is, you can structure answers that interviewers find compelling.
Employers increasingly use structured interview formats because research shows they predict job performance better than unstructured conversations. Knowing these formats lets you prepare strategically rather than guessing what might come up.
What are the most important interview terms to know?
The most critical terms are: STAR method (the standard answer framework), behavioral interview (the most common format), and competency-based interview (used by large employers). Understanding these three concepts covers 80% of interview preparation needs.
What is the difference between behavioral and situational interviews?
Behavioral interviews ask about past experiences ("Tell me about a time when..."), while situational interviews present hypothetical scenarios ("What would you do if..."). Behavioral questions require specific real examples; situational questions test your judgment and reasoning.
How do I use the STAR method?
Structure your answer in four parts: Situation (set the scene), Task (your responsibility), Action (what you specifically did), Result (the measurable outcome). Keep each section concise and spend the most time on Action and Result.