Telephone Interview Phone interviews typically start with the recruiter giving a basic job description, followed by a few questions about your work history and qualifications. Some recruiters ask about your current or desired salary. Salary questions are useful in narrowing the candidate field. If you're flexible on compensation and benefits, you could say, "Based on my research and what I've learned about this job, my salary requirements are consistent with the current market. I'm confident that when the time comes to talk about salary, we can arrive at a mutually agreeable number." Face-to-Face Interview If you impress the recruiter during your phone interview, she might schedule you for a face-to-face interview before the end of the phone interview. However, if she wants to evaluate your responses against those of other applicants, she might give you a date on which she'll tell you whether you're selected for the next round. If she doesn't explain the selection process, ask about it during the phone interview. For example, you could say, "Will you explain the selection process and the date by which you want to fill this position?" Qualifying Questions Face-to-face interviews are your opportunity to shine. The questions will be more substantive than the first-round telephone interview, giving you a chance to prove that you're a viable candidate. The interviewer -- the recruiter or hiring manager -- will ask behavioral and situational interview questions. Behavioral interview questions measure how you use your functional expertise and communication skills to perform your job duties and interact with co-workers. Situational interview questions test your job knowledge. For example, a behavioral interview question might be, "When were you faced with competing deadlines and needed help from your teammates who also had pressing deadlines?" A situational question might be, "Can you briefly explain how you would coordinate data migration from two servers separated by two time zones?" Evaluation If you're interviewing face-to-face with the hiring manager, she is probably assessing your qualifications and how well you'd fit in the organizational culture. Interview questions test your knowledge and fitness for the position, whether you are qualified to do the work or if you have the aptitude for it. However, the manner in which you answer the interview questions and incorporate your professional and personal values as part of your work ethic are tremendously helpful for determining if you will fit well into the workplace culture. Hiring managers look for alignment between candidates' values and the organization's values because there is a "greater likelihood that employees will stay with an organization where the work feels meaningful," says Sheila Margolis, human resources consultant and president of Workplace Culture Institute, in her article, "Hiring for Culture Fit" on her firm's website. Selection The final stage in the selection process usually is a brief conversation wherein the company makes a verbal offer. This could be via telephone, e-mail or, if you are a remarkable candidate, at the end of your face-to-face interview. You can verbally accept the offer if you're sure about your decision; however, you'll probably receive a written offer that contains the job details, salary, benefits summary and start date. Once the company makes its selection, it moves forward with the vetting process or the pre-employment steps, such as a background check and drug screen.