Chapter 1: Interviews
By Dr. Emelia Noronha and Ms Anushka Kamble
Meaning:
The term interview originates from the French word entrevue, which means "a meeting or seeing
each other". It can also be traced back to the Latin word meaning "to see each other" or "to see
between".
An interview is a formal, structured conversation where one person (the interviewer) asks
questions and the other person (the interviewee) responds, usually to assess their suitability for
a job, admission, research, or any specific purpose.
Definition:
An interview is defined as, “a face-to-face meeting.”
According to Dale Yoder, “An interview is a systematic and purposeful conversation conducted
between two persons to obtain information, opinions, or attitudes.”
Murphy and Peck state that, “an interview is a conversation with a purpose.”
Gary Dessler defines it as a “procedure designed to obtain information from a person through
oral responses to oral inquires.”
Examples:
1. If a company wants to hire a marketing trainee, they invite a candidate for a 20-minute
conversation where they ask questions like:
“Tell me about yourself,” “Why marketing?” “How would you handle a difficult customer?”
2. If a university wants to select students for a Master’s programme, they call the applicant for a
short academic discussion where they ask questions like:
“Why do you want to join this course?” “What subjects interest you the most?” “How has your
previous education prepared you for this programme?”
Process of an Interview:
1. Pre-interview Preparation
Before the interview process begins, both the company and the candidate prepare themselves.
Company Preparation: The company decides what the job is, what skills they need, and how
many people they want to hire. They prepare the interview questions, fix interview dates, and
select the interview panel.
Candidate Preparation: The candidate reads the job description, updates their resume, researches
the company, practices common questions, and gets their documents ready. They also think about
their strengths and why they want the job.
Example: A retail company that wants to hire sales executives prepares a list of needed skills like
communication and customer handling, while a candidate applying for this job practices
answering questions like “Tell me about yourself” and reads about the company’s products.
2. Application Screening
The HR team looks at all applications and removes the ones that do not meet basic requirements
like education, skills, or experience.
Example: If 500 people apply for an accountant job, HR removes those who do not have a
[Link] degree or do not know tally software.
3. Shortlisting Candidates
From the remaining applications, HR chooses the most suitable candidates to move to the next
stage.
Example: Out of 200 eligible applicants for a marketing trainee job, HR shortlists 40 people
who have done marketing projects or internships.
4. Aptitude Test
The company conducts a test to check thinking ability, problem solving, language skills, and
sometimes technical knowledge. This helps them choose good candidates fairly.
Example: A bank gives a 45-minute online test with maths, reasoning, and English questions.
5. First Round Interview
A basic interview to understand the candidate’s communication skills, personality, and
suitability.
Example: For a customer service job, the interviewer may ask: “Tell me about yourself,” “Why
do you want this job?” and “How would you handle an angry customer?”
6. Second Round Interview
This round is deeper and more serious. A senior manager or expert asks technical questions to
check how much the candidate knows about the job.
Example: For a finance analyst job, the interviewer may ask: “What is working capital?” or
“Explain how you analyse a company’s performance.”
7. Group Discussion (GD)
A group of candidates discuss one topic so the company can observe communication, teamwork,
leadership, and logical thinking.
Example: A GD topic may be: “Is social media good or bad?” The company watches how
candidates talk and respond to others.
8. HR Interview – Final Round
HR checks the candidate’s personality, attitude, salary expectations, and fit with the company.
Example: HR may ask: “What motivates you?” “What are your strengths?” and “When can you
join?”
9. Reference Check
Before giving the job, HR calls the candidate’s previous bosses or teachers to check their
behavior, honesty, and work performance.
Example: If someone worked as an intern before, HR may call their supervisor to ask about their
attendance, teamwork, and discipline.
10. Onboarding
After selection, the company welcomes the new employee. They give information about the
company, complete paperwork, introduce the team, and explain the job role.
Example: On the first day, the new employee attends an orientation session, receives their ID
card, meets their coworkers, and learns the company rules.
Format of Interview:
Interviews can be conducted in different formats depending on the purpose of selection and the
organisation’s requirements. The three main formats of interviews are structured, unstructured,
and semi-structured interviews.
A structured interview follows a fixed and pre-planned format. All candidates are asked the
same set of questions in the same order. This format ensures fairness, consistency, and easy
comparison between candidates. It is commonly used in formal selection processes.
Example: In a bank recruitment interview, every candidate is asked identical questions about
qualifications, work experience, and problem-solving skills.
An unstructured interview does not follow a fixed set of questions. The interview is more
informal and conversational, allowing the interviewer to ask questions based on the candidate’s
responses. This format helps in understanding the candidate’s personality and attitude.
Example: In a creative job interview, such as for a writer or designer, the interviewer casually
discusses ideas and interests to judge creativity.
A semi-structured interview is a combination of both structured and unstructured formats. The
interviewer prepares a basic list of questions but also asks follow-up questions when needed.
This format offers flexibility while maintaining direction.
Example: In a teaching interview, the interviewer asks planned questions about subject
knowledge and then asks spontaneous questions about classroom management based on the
candidate’s answers.
Types of Interviews:
Selection Interview:
A selection interview is a formal meeting where an employer talks to a candidate to decide
whether to select them for a job. In this interview, the interviewer asks questions about the
candidate’s skills, education, experience, personality, and attitude. The main purpose of a
selection interview is to check if the candidate fits the job role and the organization. The
interviewer observes how the candidate communicates, thinks, and responds to questions. Based
on this interaction, the employer makes a final decision about selecting or rejecting the
candidate.
Assessment Interview:
An assessment interview is a type of interview used to evaluate a candidate’s abilities, skills, and
behaviour in detail. Instead of only asking questions, the interviewer may also give tasks or
activities to see how the candidate performs in real or practical situations. The main purpose of
an assessment interview is to judge how well a candidate can apply their knowledge.
For example, Neha applies for the position of Marketing Executive in a company. During the
assessment interview, she is asked to prepare a short presentation on a product and explain how
she would promote it. The interviewer observes her creativity, communication skills, and
confidence. Based on her performance in this task, the company assesses her suitability for the
job.
Exit Interviews:
An exit interview is a formal meeting conducted when an employee is leaving an organization. It
is usually held between the employee and a representative of the company, such as a manager or
HR officer. The purpose of this interview is to understand the reasons why the employee is
leaving. The main aim of an exit interview is to collect honest feedback about the organization.
The employee may be asked about their work experience, job satisfaction, management, work
environment, and suggestions for improvement. This feedback helps the organization improve its
policies and working conditions.
Grievance Interview:
A grievance interview is a formal meeting held to discuss a problem or complaint raised by an
employee. It usually takes place between the employee and a supervisor, manager, or HR
representative. The purpose of this interview is to understand the employee’s grievance clearly
and address it fairly.
For example, Anjali faces harassment from a colleague at her workplace. She feels
uncomfortable due to repeated inappropriate comments. She reports the issue and is called for a
grievance interview with the HR department.
Preparation and Role of Interviewer:
An interviewer plays a very important role in the interview process. The interviewer is not only
the evaluator of the candidate, but also an ambassador of the organisation and a facilitator of
communication. To perform these roles effectively, the interviewer must prepare well and act
professionally before, during, and after the interview. One commonly used approach to conduct
interviews smoothly is the WASP method.
Before the Interview:
Before the interview, the interviewer must prepare thoroughly. This includes studying the
candidate’s application, resume, and job requirements. The interviewer should plan relevant
questions, arrange the interview setting, and ensure there are no disturbances.
During the Interview (WASP Method):
W – Welcome
The Welcome stage is the beginning of the interview. The interviewer greets the candidate
warmly and helps reduce anxiety. A friendly introduction helps build rapport and encourages
open communication. At this stage, the interviewer acts as a facilitator, ensuring the candidate
feels relaxed and respected.
A – Acquire Information
In the Acquire Information stage, the interviewer asks planned and relevant questions to collect
information about the candidate’s education, experience, skills, attitude, and personality. This is
the most important stage, where the interviewer performs the role of an evaluator. Both verbal
responses and non-verbal cues such as confidence and clarity are observed.
Example: Asking situational questions like, “How would you handle a conflict at work?” to
assess problem-solving and communication skills.
S – Supply Information
The Supply Information stage focuses on sharing details about the organisation, job role,
expectations, salary structure, and growth opportunities. This stage reflects the interviewer’s role
as an ambassador of the organisation, helping the candidate understand the workplace culture
and values. It also allows the candidate to ask questions.
Example: Explaining the company’s mission, work environment, promotion policy, and training
opportunities.
P – Partings
The Partings stage marks the end of the interview. The interviewer thanks the candidate for their
time, answers final queries, and explains the next steps in the selection process. Ending the
interview courteously leaves a positive impression, even if the candidate is not selected.
Example: The interviewer says, “Thank you for attending the interview. We will contact you
within a week regarding the results.”
After the Interview:
After the interview, the interviewer evaluates the candidate objectively, compares them with
other candidates, and records observations. Feedback may also be shared with the HR team.
The interviewer notes the candidate’s strengths, such as communication skills, and weaknesses,
such as lack of experience, before making a final decision.
Preparation and Role of Interviewees:
Before the Interview
Before the interview, the interviewee must prepare thoroughly. They should research the
organisation, job role, and required skills. This shows that the interviewee is a researcher who
is genuinely interested in the position. The interviewee should also prepare documents, practise
answers, and dress appropriately.
Example: Before attending an interview for a teaching post, the candidate studies the
institution’s vision, syllabus, and teaching methods.
During the Interview
During the interview, the interviewee must communicate clearly, confidently, and honestly. They
should act as an investigator by carefully understanding questions and asking relevant clarifying
questions when needed. Active listening is very important at this stage, as it helps the
interviewee respond accurately and appropriately.
Use of the STAR Method
The STAR method helps interviewees give structured and effective answers.
● S – Situation: Describe the situation
● T – Task: Explain the task or responsibility
● A – Action: Describe the action taken
● R – Result: Share the outcome or result
Example: When asked about handling conflict, the interviewee explains a real workplace
situation, the task involved, the action taken to resolve the issue, and the positive result achieved.
After the Interview
After the interview, the interviewee should reflect on their performance and identify areas for
improvement. Sending a polite thank-you message or email shows professionalism and good
communication skills. The interviewee should also wait patiently for feedback and be ready for
further rounds if required.
Online Interviews:
An online interview is an interview conducted through the internet using video-calling platforms
such as Zoom, Google Meet, or Microsoft Teams. It allows the interviewer and interviewee to
interact from different locations. Online interviews have become common due to technological
advancement and are widely used for job recruitment, internships, and academic admissions.
Before an online interview, the candidate must ensure proper technical preparation. This includes
having a stable internet connection, a working camera and microphone, appropriate lighting, and
a quiet environment. The candidate should also dress professionally and log in a few minutes
early to avoid last-minute technical issues.
During the online interview, the candidate should maintain eye contact by looking at the camera,
speak clearly, and listen carefully. Body language, such as sitting upright and nodding, still plays
an important role. The interviewer assesses communication skills, confidence, and technical
readiness along with subject knowledge.
After the interview, the candidate should close the meeting politely and may send a brief
thank-you email. Reflecting on performance helps in improving future online interviews.