INTERVIEW

Qurrat-ul-Ain Qamar Aftab

INTERVIEW
 The term interview has been derived from
the French word entre voir that means to
see each other.
 By definition it means a meeting for
obtaining information by questioning a
person or persons
 A formal meeting at which somebody is asked
questions to see if they are suitable for a
particular job
MEANING OF THE TERM INTERVIEW
 Basically, an interview is a conversation
between two people where questions are
asked by the interviewer to obtain
information from the interviewee.
 A word interview can have different
meanings for example a reporter interviews a
celebrity for television.
 This kind of interviews can be one-on-one
but usually when it comes to television there
are many reporters from different channels.
THE PURPOSE OF AN INTERVIEW
 To find if the candidate has the right
attitude and fits the requirement and
company culture

 To find the best candidate to fill a vacancy

CLASSIFICATION OF INTERVIEWS
 Classification according to structure

 Classification according to purpose

 Classification according to Interviews

content

 Classification according to administering

CLASSIFICATION ACCORDING TO
STRUCTURE
 Direct Interview:
This is also known as a formal interview like a
job interview. The questions are asked in a set
order and the interviewer will not deviate from
the interview schedule or probe beyond the
answer received.
Structure interview are not flexible.
The answer from structured interviews lack
detail as only closed questions are asked which
generate quantitative data
INDIRECT INTERVIEW
 These kind of interviews are not directed by
questions or comments as to what the
candidate should be asked.

 No set format is followed, candidate is

encouraged to express himself on any topic
of his interest, his expectations, aspirations,
strengths, weaknesses, potential etc.
SEMI STRUCTURED INTERVIEWS
 A semi-structured interview is a meeting in
which the interviewer does not strictly follow
a formalized list of questions.

 They will ask more open-ended questions,

allowing for a discussions with the
interviewee rather than a straightforward
question and answer format
CLASSIFICATION ACCORDING TO
PURPOSE
 Stress Interview:
This type of interview is rare in the present job
scenario. It was a very common interview
method when selecting for sales positions.

This interview is an attempt to see how the

candidates handle themselves under stress.

The interviewer adopts the hostile behavior by

trying to embarrass or frustrate him
ASSESSMENT INTERVIEW
 A discussion following a performance
assessment in which the supervisor and
employee discuss the employee’s rating and
possible remedial actions to be taken

 Exit Interview:
 When an employee leaves the company for any
reason an exit interview is conducted
 The exit interview is taken to create a good
image of the company in the minds of the
employee who are living the company
CLASSIFICATION ACCORDING TO
ADMINISTERING
 Face to face Interview:
In this interview the candidate and the
interviewer meet face to face.
The main concept of the interview is to build a
rapport with the interviewer and show how
the qualifications will benefit their
organization.
It may be direct, indirect, or series easier to
handle and generally more informal
GROUP INTERVIEW
 A group interview is conduct by a whole
group of people and it is different than a
face to face interview

 The main purpose of this interview is to see

how the interviewee interacts with others
and how he influence others with his
knowledge and reason
PANEL INTERVIEW
 A panel interview comprises more than two
members interviewing a person for the
hiring.

 It is most common mode of interview when

hiring at the senior level.

 The interviewee should maintain eye contact

with the person asking the question but also
seek eye contact with the other members of
the panel
CLASSIFICATION ACCORDING TO
ADMINISTERING
 Situational Interview:

Here the interview will focus on the

individual’s ability to project what his behavior
will be in a given situation.

The interview can be both structured and

situational with predetermined questions
JOB INTERVIEW
 It is a formal meeting at which someone is
asked questions in order to find out if they
are suitable for a post of employment.

 Job related questions are asked to draw

conclusions about the candidate’s ability to
handle the job to be filled
DO’S AND DON’TS FOR AN
INTERVIEW
 Do’s:
 Groom your self well
 Show enthusiasm
 Carry extra copies of your resume
 Keep Smile on your face
 Be genuine and truthful when reply
 Look into the eyes of the interviewer while
taking to him/her.
DON’TS
 Don’t talk continuously
 Don’t demonstrate overconfidence
 Don’t answer before the question has been
complete
 Don’t fiddle with your tie or pin
 Don’t be rude or get into an argument with
interviewer
 Don’t be unclear about your expectations
from the job
ADVANTAGES AND
DISADVANTAGES OF INTERVIEWS
 Advantages:
 A structured interview method is possible to
reach a large number of people at the same
time.
 Questions can be structured and answered in a
way that is easy for the candidates to answer.
Hence, a clear perspective and opinion can be
received.
 These types of interviews always use a closed set
of questions, hence they are limited in number.
 ADVANTAGES CONTINUE
 Interview questions also gives the employer
to know what all expectations the
respondent has towards the company

 Group interviews can make the candidate

feel less awkward since they might feel more
comfortable in talking in groups rather than
conversing with a single person.
DISADVANTAGES
 Structured interviews are usually non
flexible, and thus new questions are not
usually asked since such interview patterns
have a strict time to follow and have a
certain time limit.

 For unstructured or unplanned interviews, it

is difficult to collect all the necessary data
and analysis of such data will take time,
since they are less specific and cover more
areas and aspects of the subject.
DISADVANTAGES CONTINUE
 Another main disadvantage of interviews is the
handling of the personal information of the
candidates. They have to make sure the personal
information of the candidates are kept safe and have
to be ensured that they won’t be misused that easily.
 Group interviews may tend to lack validity as the
candidates may lie to the panel so as to impress
them. This can be because of the peer pressure and
the desire to get the job position. Always try to cross
check if all the answers are true and try to point out
if you feel unsure about the candidate’s response.
This helps the interview panel to select the right
candidate.
INTERVIEW QUESTIONS

1 Tell me about yourself?

 Start with your name
 Give your place information
 Education in short
 Job experience if any
 Family details in short
2 Why do you want to work at our company?

 Tell them what you like about company

 Relate it to your long-term career goals

3 What are your strengths?

 Hard working & Honest
 Flexibility
 Optimistic
 Self-motivated
4 What is your weakness?
 Straightforward
 Sensitive
 Trust people very quickly
 I can't say no when someone ask for help
 To speak lie is difficult for me
 I am a bit lazy about which I am not interested
5 Why should I hire you?
 Share your Knowledge
 Work experience
 Skills related to job
 Career Goal
6 What are your salary requirements?
 Never share your salary requirement as a fresher
 Experience candidate can share their expected
salary
 Always say as per the company norms for the job
7 Do you have any question to ask me?
 Express thanks
 Salary structure
 Job Timings
 Job Location
 Training Period
 Transport Facility
THANKS FOR YOUR ATTENTION
GOOD LUCK