Submitted To
Mam Amna
Submitted By
Sania Maqsood
Department
Chemistry
Semester
7th
Roll #
434
Institute
Govt Municipal Graduate
College Faisalabad
Interview
An interview is a psychological and sociological instrument.
“It is an interaction between two or more persons for a
specific purpose, in which the interview asks the interviewee
specific questions in order to assess his/her suitability for
recruitment, admission or promotion.”
It can also be a meeting in which a journalist asks somebody
questions to determine their opinions. It is a systematized
method of contact with a person to know his/her views and is
regarded as the most important methos of data collection. In
addition, interviewing a person gives an idea of how effective
the person can perform a particular task.
Objectives of Interviews
Interviews may be conducted for various reasons. Generally,
interviews are conducted to achieve some of the following
objectives.
To select a person for a specific task
To monitor performance
To exchange information
To counsel
Types of Interviews
Depending on the objective and nature, interviews can be of
the following types:
Job Interviews
Informational Interviews
Persuasive Interviews
Counselling Interviews
Exit Interviews
Evaluation Interviews
Conflict Resolution Interviews
Disciplinary Interviews
Termination Interviews
Media Interviews
Each of the above types has a slightly different approach. For
example, in a job interview you may have to convince the
interviewer that you are the best person for the job, whereas in
a terminated for reasons that are specific, accurate and
verifiable.
Comparing the involvement and contribution of the
interviewer and the interviewee, “an interview can be divided
into three types: Telling, Telling & Listening and Problem
Solving:
Telling
In a telling interview the flow of communication is almost
entirely one-way downwards. It is used most effectively in a
directing, time-constrained situation; but it can cause hostility
and defensive behavior when the employee does not have the
opportunity to participate.
Telling and Listening
In a telling and listening interview, more feedback from the
subordinate is allowed, but the interviewer still maintains
control over the flow of communication.
Problem-Solving
In a problem-solving interview the flow of communication is
two-way. The bulk of communication is upwards, a genuine
rapport is established, ideas are pooled and exchange
facilitated.
1. Job Interviews
In job interviews, the employer wants to learn about the
applicant’s abilities and experiences and the candidate wants
to learn about the position on offer and the organization. Both
the candidate and the employer hope to make a good
impression to establish rapport.
In the initial round, job interviews are usually formal and
structured. But later, interviews may be relatively spontaneous
as the interviewer explores the candidate’s responses.
2. Informational Interviews
The interviewer seeks facts that bear on a decision or
contribute to basic understanding. Informational flows mainly
in one direction: one person asks a list of questions that must
be covered and listens to the answers supplied by the other
person e.g. doctor-patient, boss-subordinate etc.
[Link] Interviews
One person tells another about a new idea, product or service
and explains why the other should act on his/her
recommendations. Persuasive interviews are often associated
with but are certainly not limited to, selling.
The persuader asks about the other person’s needs and shows
how the product or concept is able to meet those needs.
Persuasive interviews require skill in drawing out and
listening to others as well as the ability to impart suitable
information, adapted to the situation and the sensitivities of
the interviewee.
4. Exit Interviews
In exit interviews, the interviewer tries to understand why the
interviewee is leaving the organization or transferring to
another department or division. A departing employee can
often provide insight into whether the business and human
resources is being handled efficiently or whether there is a
considerable scope for improvement.
The interviewer tends to ask all the questions while the
interviewee provides answers. Encouraging the employee to
focus on events and processes rather than on personal gripes
will elicit more useful information for the organization.
5. Evaluation Interviews
A supervisor periodically gives an employee feedback on
his/her performance. The supervisor and the employee discuss
progress towards predetermined standards or goals and
evaluate areas that require improvement. They may also
discuss goals for the coming year, as well as the employee’s
long-term aspirations and general concerns.
6. Counselling Interviews
A supervisor talks with an employee about personal problems
that are interfering with work performance. The interviewer is
concerned with the welfare of both the employee and the
organization. The goal is to establish the facts, covey the
company’s concern and steer the person towards a source of
help. Only a trained professional should offer advice on
problems such as substances abuse, marital tension and
financial trouble.
7. Conflict Resolution Interviews
In conflict-resolution interviews, two competing people or
groups of people with opposing points of view, such as Smith
versus Jones, day shift versus night shift, General Motor
versus the United Auto Workers, explore their problems and
attitudes. The goal is to bring the two parties closer together,
cause adjustments in perceptions and attitudes and create a
more productive climate.
8. Disciplinary Interviews
In disciplinary interviews, a supervisor tries to correct the
behavior of an employee who has ignored the organization’s
rules and regulations. The interviewer tries to get the
employee to see the reason for the rules and to agree to
comply. The interviewer also reviews the facts and explores
the person’s attitude. Because of the emotional reaction that is
likely, neutral observations are more effective than critical
comments.
9. Termination interviews
A supervisor informs an employee of the reasons for the
termination of the latter’s job. The interviewer tries to avoid
involving the company in legal action and tries to maintain a
positive relationship with the employee. To accomplish these
goals, the interviewer gives reasons that are specific, accurate
and verifiable.
10. Media Interviews
Most of us might have watched programs such as Walk and
Talk, Meet the Entrepreneur etc., as well as press conferences
organized by the governmental/ businesses/ industries on
television. Many a time, reports call up over the phone the
head of an educational institution, an important person in the
government or the chief executive officer (CEO) of a
company to ask about their success stories or their alarming
anomalies. Media interviews are generally conducted to
disseminate information to the public on the lifestyle and
achievements of an individual/ business or on the new policies
introduced by the government. When there is an emergency,
such as a terrorist attack, internal disturbances etc.