What are the types and techniques of conducting job interviews?

Panel Interview- Candidates meet with a panel of potential peers such as a representative from hr, line management and a line employee.
They will ask questions relevant to the candidacy and attempt to get a collective opinion of how well they will fit into their culture.
Behavioral Interview- Candidates are asked situation-based questions to determine how they handled situations in the previous positions, and how they will handle them relative to the new position.
This is designed to determine problem-solving abilities and if candidates fit into the new culture.
One-on-One- Candidates meet with a manager from the department applied to.
Management will ask a combination of behavioral, knowledge and opinion-based questions to determine if skills, qualifications and work ethic are a fit into their culture.
Lunch Interview- Usually this is the second interview and is much more informal than the first.
It is designed to further assess and determine if candidates are a good fit into the culture.
Virtual/Skype/Phone- Primarily used for candidates who are not local.
These could be the virtual version of the panel/behavioral/one-on-one interviews, with the same desired outcome.
Group Interview- A pre-screen used to give candidates information about the company and allow management to get an idea about them, as far as personality, leadership ability, culture fit etc.

Actually there are three types of job interviews introversion , behavioral , professional.its up to us to judge the interviewer to which category he belongs to to .In introversion he will be asking limited question and expecting precises answer.In Behavioral he will be like more free in involving and will ask more question to know more about you .
Third comes professional they are not interested about your personal life they will only interested in knowing about your professional skill

In addition to the6 methods already stated by Tamiko, I would like to add Assessment Centers.
Assessment Centers are usually one of the stages in the recruitment process and are generally conducted over a period of an entire day.
They are designed to assess the skills and competencies required for the job and depending on the position, the candidate will be tested and scored on several individual or group exercises.

•QUESTIONAL / TRADITIONAL JOB INTERVIEW (FACE-TOFACE) The interviewers have a definite plan for the interaction and you must follow it.
They likely ask the same questions of every applicant so follow their lead, listen carefully and answer questions fully.
At the end of the interview, supply information you think is important but that they did not ask, ask your own questions about the company, and ask when the selection process will be completed.
The traditional job interview uses broad-based questions such as, "why do you want to work for this company," and "tell me about your strengths and weaknesses." Interviewing success of failure are more often based on the ability of the job-seeker to communicate than on the truthfulness or content of their answers.
Employers are looking for the answer to three questions: does the job-seeker have the skills and abilities to perform the job; does the job-seeker possess the enthusiasm and work ethic that the employer expects; and will the job-seeker be a team player and fit into the organization.
•TELEPHONE INTERVIEWS In an effort to save on time and expenses, some employers will conduct screening interviews by phone.
Since you may expect calls from employers at any time, it is important for you to have a reliable answering machine or voice mail with a professional message.
•PANEL INTERVIEWS These interviews are good for companies that require teamwork.
You may be interviewed by the head of HR, the department head where you will work, your future co-workers, or other important people.
Treat them all with the same respect and sense of importance.
As a time-management method, some organizations will arrange panel interviews.
You may be interviewing with as many as five or six employers at one time.
This can be a very intimidating situation.
Try to establish rapport with each person through eye contact.
Whenever possible, try to incorporate their names in your responses.
•GROUP PROJECTS If an organization intends to hire a large training class, a group project may be a part of the interviewing process.
The group project is used to see how potential employees would work together to solve a situation or problem.
Managers or human resource personnel will be present to evaluate individual contributions to the group project.
The evaluators will be looking for assertiveness, analytical abilities, communication skills, and the ability to involve others in solving the situation.
•SIMULATIONS In an effort to determine how you would respond to typical job responsibilities, an employer may engage you in role-play or other simulations.
For example, if you were applying for a position in sales, the interviewer may pick up a paper clip from the desk and ask you to "Sell this paper clip to me." Other simulation projects may include reading through a scenario and responding, in writing, your course of action to the situation.
•PRE-EMPLOYMENT TESTING Some employers utilize personality tests and tests of knowledge as part of their interviewing process.
As with any test, be sure to read all instructions carefully before beginning.
•LUNCH/DINNER INTERVIEWS Your interview schedule may include a lunch or dinner meeting.
Even though this may seem like a more relaxed and social time, remember that you are still being evaluated.
Conversation should be your major concern, not the food.
Always wait for the employer to open his/her menu as your cue to explore the menu.
Often, the employer may talk with you for10-15 minutes before ever considering the menu.
Always follow the employer’s lead.
Spend only a few minutes looking at the menu; choose something that is easy to eat and familiar to you, this is not a good time to try something new.
Take small bites of your food so that you are always prepared to answer the employer’s questions.
•BEHAVIOURAL INTERVIEWING Behavioural interviewing is based on the premise that the best way to predict future behaviour is to determine past behaviour.
If you have experience with traditional.