Interview
• WHAT IS INTERVIEW?
• PURPOSE OF INTERVIEW
• TYPES OF INTERVIEW
• TECHNIQUES OF INTERVIEW
• INTERVIEWER’S PREPARATION FOR INTERVIEW
• SOME GUIDELINES FOR THE INTERVIEWEE
Interview
Interview means ‘view between’ or ‘sight between’
Derived from the French ’entrevue’ which means to see each other.
Refers to a one-on-one conversation between an interviewer and an interviewee.
Purpose of Interview
The Interviewer The Interviewee
To find what the interviewee has to offer. To present yourself as the best candidate for
the position
The personality, character or interest of the
respondent. To learn more about the position
Why a certain person should be hired. To learn about the interviewer's organization
to determine whether both are well suited for
me and my career goals
Types of Interview
Interview
Structural View Personal View
Semi-
Structured Unstructured Selection Appraisal Promotion Counselling Stress
Structured Exit Interview
Interview Interview Interview Interview Interview Interview Interview
Interview
Structural View
This can be divided into three categories. Structured Interview, Semi-structured Interview,
and Unstructured Interview.
Structured interview – tends to follow formal procedures where the interviewer follows a
predetermined agenda or questions.
Semi Structured Interview – this type of interview tends to follow the guidelines like a
structured interview but not necessarily follows them.
Unstructured Interview - the interview does not follow the formal rules or procedures.
Personal View
Selection Interview – common and widely used to find out the potential and suitable
candidates for the available post.
Assessment or Appraisal Interview – it is a periodical assessment of the employee. This is
more of discussion interview rather than the question-answer interview.
Promotion Interview – More informal and serves as induction for new responsibilities and
duties.
Counselling Interview – For those who causes some kind of problem in the organization.
Stress Interview – Puts candidates into difficult condition and evaluates how they
perform.
Exit Interview – For the employee who have resigned or leaving the organization.
Techniques of Interview
Screening – Large applicants for job then this technique is used.
Random Appearance – Judge the man by his personal experience rather than on the basis
of the application.
Tests – the organization judges the candidates on the basis of different tests.
Experience – Practical experience is more important than paper qualification.
Under Stress Interview – In stressful job environment.
Interviewer’s Preparation for The Interview
Preparing in advance
Panel of Interviewers
Fixed Date
Sending interview Letter
Clearly explaining about what to bring.
Comfortable Environment
The committee members
Clear idea about company profile
Know about the type of candidate required for the job.
Few Points to Consider
Relaxed environment can be created by having a brief conversation unrelated to the
interview and by using candidates' name.
Friendly responses make the candidate comfortable and encouraged to speak.
Candidate shouldn’t be humiliated in any circumstances.
If the interview is a stress interview then the interviewer should inform the candidate
about it and not to be anxious about it.
Taking leave should be pleasant and sociable.
Guidelines for the Interviewee
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