Module 1
Interviews
• Types of Interviews
• Styles of Interviews
• Facing Interviews-Fundamentals and Practice
Module-I:
session
Interviews
• Conducting Interviews-Fundamentals and
Practice session
• Mock interview Session
• The word interview means ‘view-between’.
• It suggests a meeting between two or more persons for the
purpose of understanding the ‘view’ of each other.
Meaning • Its also known as “a meeting of persons face to face.”
of
• An interview is a conversation with a purpose. It aims at
Interview
getting truthful responses from the candidate.
• Purpose- To find out the views, attitudes, interests, hobbies
etc.
• Staff Recruitment, Promotion, Grievances, Assessment etc
The selection Interview
Assessment or Appraisal Interview
The Grievance Interview
Types of Punishment Interview
Interviews Medical/Clinical/Psychological Interview
Under–Stress Interview
Promotion Interview
Exit Interview
The Selection Interview
Interview is a formal, in- A structured
depth conversation conversation where one
conducted to evaluate participant asks
the applicant’s suitability questions, and the other
and acceptability. provides answers.
Selection Interview
• Conducted onsite of the hiring company
• More rigorous than screening
• Aims to assess suitability for specific job
• To give information about job & company
• To motivate the candidate to accept the job
• To promote goodwill towards the company
WASP Technique
W- WELCOMING A- ACQUIRING S- SUPPLYING P- PARTING
THE CANDIDATE INFORMATION INFORMATION
Assessment or Appraisal Interview
• A periodic conversation between employee and supervisor to discuss performance
and development
• Promotes feedback, goal setting and development opportunities
• Motivate employees
• Improve performance
• Promote a good work environment
• Develop employees
• Provide feedback
• Identify opportunities for improvement
• Help employees understand their learning style
• Help employees understand what support they need
Set the scene
How to Review the past performance
Conduct Discuss the problems
Appraisal Agree new targets
Interview Finding training needs
Agree actions and follow ups
The Grievance Interview
• A formal meeting between an employee and a manager or HR
representative to discuss a complaint or concern.
• Helps to resolve issues, improve communication, and maintain trust and
morale in the workplace.
• Verbal abuse, such as insults, derogatory comments, or offensive jokes
aimed at an individual's race, gender, religion, or any other protected
characteristics
• Give an air to their pent-up feelings
• Listen carefully, ask questions and identify real cause
• Consider the source of information
• Seek to establish agreement
Reprimand Interview Medical Interview
• A formal meeting between an • A conversation between a
employee and a manager or patient and a physician with
supervisor to address poor specific goals and priorities in
performance or behavior mind.
• The goal of the interview is to • Evaluates candidate’s
help the employee understand holistically, considering their
their mistake and improve their academic excellence and soft
performance.
skills like communication,
• Identify areas of concern, empathy, and ethical reasoning.
Outline consequence and
Document the meeting. • Emotional stability and alertness
Stress Interview
• Stress interviews are designed to test your ability to remain calm,
composed, and professional under pressure. They can involve
unexpected questions, rapid-fire questioning, or aggressive
questioning techniques. While they can be intimidating, with the right
preparation, you can navigate them successfully.
• The goal of a Stress Interview is to see how the candidate handles
stress, pressure, and unexpected or uncomfortable situations.
• Gives the hiring team an opportunity to gauge how a candidate
responds to stress, prioritises multiple important tasks, or deals with
challenging clients.
Promotion Interview
• A formal assessment process conducted to evaluate an employee's readiness for advancement to
a higher-level position within an organization.
• It's a chance for the employee to demonstrate their skills, knowledge, and potential to take on
increased responsibilities.
• Key Objectives of a Promotion Interview:
• Assess qualifications: Evaluating if the employee possesses the necessary skills, experience, and
qualifications for the new role.
• Evaluate potential: Assessing the employee's capacity for growth, adaptability, and leadership
qualities.
• Align with organizational goals: Ensuring the employee's career aspirations align with the
organization's strategic objectives.
• Provide feedback: Offering constructive feedback to the employee, regardless of the outcome, to
aid in their professional development.
• Behavioral questions: Assessing past performance and
Typical how the employee handled specific situations.
Questions • Situational questions: Evaluating the employee's ability to
respond to hypothetical scenarios related to the new role.
Asked in • Technical questions: Testing the employee's knowledge
and skills relevant to the position.
Promotion • Company-specific questions: Assessing the employee's
Interviews understanding of the organization's goals, culture, and
values.
• Tool for businesses to gather feedback from departing employees.
• Understanding the reasons behind their departure, organizations can
identify areas for improvement, enhance employee satisfaction, and
ultimately retain top talent.
• Benefits: Identify Root Causes, Improve Employee Satisfaction, Enhance
Retention, & Gather Valuable Feedback.
• Best Practices for Conducting Exit Interviews
• Conduct Interviews in a Private Setting: Ensure that the exit interview
Exit Interviews takes place in a private and confidential environment.
• Create a Comfortable Atmosphere: Make the employee feel
comfortable and at ease during the interview.
• Listen Actively: Pay close attention to the employee's responses and
avoid interrupting.
• Take Detailed Notes: Record the employee's responses accurately and
comprehensively.
• Follow Up on Feedback: Take steps to address the issues raised in the
exit interview and follow up with the employee if necessary.
1. Behavioural Interviews
2. Case Interviews
3. Structured Interviews
Styles of
4. Situational Interviews
Interviews:
5. Unstructured Interviews
6. Panel Interviews
7. Pre-Screening and Telephone Interview
8. Cross-Cultural Interviewing
Fundamentals Before the interview
• Research the Company
During the interview
• Arrive on Time
of the • Review the Job Description • Make a Positive First
interview • Practice Common Interview Impression
Questions • Listen Actively
• Prepare Your Questions • Answer Questions Clearly
and Concisely
• Dress Appropriately
• Ask Thoughtful Questions
• Thank the Interviewer
1. Introduce yourself
2. Set the Tone
Conducting 3. Review the job
Interviews- 4. Start with generalized questions
Fundamentals 5. Review the applicant’s resume
and Practice 6. Ask some consistent questions
Session
7. Vary your questions
8. Give candidates a chance to ask questions
9. Provide a timeline
Thank You..!