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PERSONALITY
DEVELOPMENT
UNIT 2 (INTERVIEW}
Presented By: Bhavana Jain
Learning Objectives
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What is an interview?
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The term "interview" is derived from the French
word entre voir, which means to glimpse or to see
each other.
It means a meeting to obtain information by
questioning a person or persons.
Interview as defined by The
Oxford Advanced Learner’s
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dictionary
A formal meeting at which somebody is asked
questions to see if they are suitable for a particular
job or course of study at a college/university.
Private meetings between people where questions
are asked and answered.
To ask somebody about their life, opinions
especially on radio or television or for the
newspaper or magazine.
To give an interview is to agree to answer
questions.
Meaning of the term
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‘Interview
An interview is a conversation between
two people (the interviewer and the
interviewee) where questions are asked
by the interviewer to obtain information
from the interviewee.
The word interview can have different
meanings. For example, a reporter
interviews a celebrity for television. This
kind of interview can be one-on-one but
usually, when it comes to television
there are many reporters from different
Interviews
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ADVANTAGES DISADVANTAGES
costly in time
Deep and free response
and personnel
impractical with large
Flexible, adaptable numbers of
Glimpse into respondents
respondent’s tone, requires skill
gestures
Ability to probe, follow- may be difficult to
up, clarify summarize responses
misunderstandings possible biases:
about questions interviewer,
respondent, situation
What does an
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interviewer look for ?
Who you are as a person
Your knowledge
Your skills
Your attitude
Your ability to interact with people
Your capacity to take work pressure
CLASSIFICATION
ACCORDING TO
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STRUCTURE
STRUCTURED OR DIRECT INTERVIEW
The questions and acceptable responses are
specified in advance
Responses are rated for appropriateness of
content
Also called standardized interviews as they
are pre-planned to a high degree of accuracy
and precision
UNSTRUCTURED OR INDIRECT
INTERVIEW OR OPEN-ENDED INTERVIEW
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No set format is followed
The candidate is encouraged to express
himself on any topic of his interest,
expectations, background, etc.
Interviewers look for traits of character and
the nature of his aspirations, strengths,
weaknesses, potential, etc.
II. CLASSIFICATION
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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 a sales
position.
Why stress interviews?
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This interview is an attempt to see
how the candidates handle
themselves under stress.
So, the interviewer deliberately
assumes a sarcastic or
argumentative position.
The trick for the interviewee is to
remain calm in such a situation.
2. APPRAISAL/ ASSESSMENT
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INTERVIEW
A discussion following a performance appraisal
In which the supervisor and employee discuss the
employee’s rating and
Possible remedial actions to be taken.
3. EXIT INTERVIEW- When an employee leaves the
company for any reason, an exit interview is conducted.
Aims at eliciting information about the job or related
matters,
Help the employer in having a better insight into what is
right or wrong about the company,
Highlights the work of an HR Manager,
III. CLASSIFICATION ACCORDING
TO ADMINISTERING INTERVIEW
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1. ONE-TO-ONE INTERVIEW
(Face to face)
Single interviewer
who takes interview
one by one
Maybe structured, unstructured, or sequential.
Easier to handle, and generally more informal.
The best way to handle such interviews is to relate
them as a form of conversation.
2. SEQUENTIAL/SERIAL
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INTERVIEW
These interviews are
those in which the
applicant is interviewed
Sequentially by several
persons (interviewers)
Each one rates the applicant on a standard evaluation form
and these ratings are then compared before the hiring
decision is taken
Each interviewer rates from his/her point of view, asks
different questions, and forms an independent opinion of
the candidate
3. GROUP INTERVIEW/ GROUP
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DISCUSSION
The main purpose of this
interview is to see how
the interviewee interacts
with others and how he/
she influences others with
his/her knowledge and
reason.
Also known as GD’s, a topic for discussion is given
to a group.
Why group interviews?
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A group interview is also the best
way to discover any leadership
potential, group participation, team
playing skills and communication
skills among the candidates.
The selected candidates from the group interview
are then taken for an informal one-to-one interview.
4. PANEL INTERVIEW/
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COMMITTEE INTERVIEW
A panel interview comprises more than two
members interviewing a person for the hiring.
It is the most common mode of interview when
hiring at the senior level.
The interviewee should try to connect with each
interviewer and the best way to do this is to read
the personality of each interviewer..
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In a panel interview,
the interviewer tries
to gauge the group
management and group presentation skills of the interviewee.
The interviewee should maintain eye contact with the
person asking the questions but also seek eye contact with
the other members of the panel
IV. CLASSIFICATION
ACCORDING TO
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INTERVIEW’S CONTENT
1. 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 requiring
the candidate to project what his behavior will be.
2. JOB RELATED
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INTERVIEW
Here the interviewer
tries to deduce what the
applicant’s on-the-job
performance would be,
based on his answers
about his past behaviors.
Job related questions are asked to draw conclusions
about the candidate’s ability to handle the job to be
filled.
3. BEHAVIOURAL
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INTERVIEW
Here a situation is described and candidates have to
be asked how they have behaved in such a
situation.
Situational interviews ask candidates to describe
how they would react to a situation in the future.
The behavioral interviews seek candidates to
describe how they react to situations in the past.
TELEPHONE INTERVIEW
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Phone interviews are
increasingly used in
mass hiring.
The interview is conducted entirely over the phone
and this is very effective in eliminating any bias
that may arise from the appearance and manner of
the candidate.
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PROMOTION INTERVIEW (of the employees who are
due for promotion)
ANNUAL INTERVIEW (before writing annual reports,
reporting officer interacts with employees subordination)
PERIODICAL INTERVIEW (with the existing employees)
PROBLEM INTERVIEW (of an employee whose
performance is unsatisfactory-to find out reasons and find
solutions)
COMPUTERIZED INTERVIEW (questions are presented
in MCQs)
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WALK-IN INTERVIEW (no specific
candidates are called, but those who are
eligible can come with their valid documents)
VIDEO CONFERENCING (using video
technology; clothing, body language and
dialogue are important here as well)
CASE INTERVIEW (to solve problems ‘on
the spot’)
DOs and DON’Ts for an
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interview
DOs DON’Ts
Groom yourself well,
Do not demonstrate
overconfidence
Show enthusiasm,
Do not answer before the
Carry extra copies of your
question has been completed
resume.
Do not talk continuously
Wear a cheerful smile.
Do not be rude or get into an
Be polite, assertive, and firm.
argument with the interviewer
Be genuine and truthful when Do not fiddle with your tie or
you reply. pen
Look into the eyes of the Do not extend your hand first
interviewer while talking to for a handshake
him/her.
Do not be unclear about your
QUESTIONS YOU MUST
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PREPARE FOR
Tell me something about yourself.
What are your hobbies ?
Why did you do your MBA after graduation ?
Which is the most recent book that you have read ?
Have you heard about …. (a current topic) ?
What will you do if you reach office one morning and find out that you
have lost your job ?
What was your role in your previous company ?
Where do you see yourself two years down the line ?
What are your expectations from the job ?
What are your strengths and weaknesses ?
Give us an example of an adverse situation at work and how you tackled it
?
FOLLOWING UP
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The last logical step after an interview.
It has mainly two purposes.
(i) to demonstrate good etiquette
(ii) to give a gentle reminder to the interviewer
Follow-up should be done either over phone or
email.
LIMITATIONS OF
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INTERVIEWS
Personal Bias
The Halo Effect
Constant error
Leniency
Projection
Stereotyping
Snap judgement
Lack of Integration
Pressure to Hire
Too much/ Too Little Talking
CONCLUSION
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he candidate has to physically and emotionally be
prepared apart from being knowledgeable in the
domain area.
Many of the recruiters believe in recruit for
attitude, train for skills.
Apart from a pleasing personality, grooming and
effective communication play a vital role in
succeeding at interviews.
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Thank you!
Learning Outcome
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MCQs( End Slides)
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