Some companies use recorded interviews for their first round. You sit at home, and using your computer's equipment, videotape your answers to a series of questions.

There are distinct advantages to this-you can practice your answers, you can take several runs at it (unless the company has a specific software program that doesn't allow do-overs), you can do it at 3:00 a.m. if that works for you, and the decision makers can watch it when they have the time. Win, win, all around?

Maybe not, if one of your abilities is to impress people in interviews. A new study from the Journal of Personality and Social Psychology found that when people meet face to face, they assume the person sitting across from them are both "typical" and "desirable" But when that same person is simply a video recording? We tend to take a "more alienated, mechanical view of the person, rather than allowing them to arouse our spirits."

This study was based on speed dating, but what are job interviews anyway? Interviews are the business equivalent of speed dating-except instead of deciding to start a relationship after spending a few minutes, we take a few hours and then decide to spend 40 hours a week with someone for the foreseeable future.

What does this mean? Well, it might mean that recorded interviews allow hiring managers to make more objective decisions, as they aren't swayed by as many assumptions. It might also be a boon to people who are good at their jobs, but not fantastic interviewers. But, if you're talent is smooth talking? You want to get in face-to-face as soon as possible.

The reality is, there's no perfect way to interview. Some companies don't even bother to look at resumes. Some don't require college degrees and, instead, look at experience. Some do group interviews, and some send people through the wringer. The key to interview success is knowing what you're looking for and how this type of interview will be helpful.

For instance, if you want to give personality tests, understand what you want from that-don't just give the tests. If you want to do a recorded video interview, understand how that emphasizes some strengths over others, and if you do face to face interviews, try not to be taken in by schmoozing-unless you're hiring someone whose job it will be to schmooze with others. (Hey, somebody has to do those jobs!)

Basically, don't think all forms of interviewing and evaluation are equal, because they aren't. They have different strengths. Just be aware and you're good to go.