MEANING & TYPES OF INTERVIEW.
BY
SMART LEARNING WAY
CONTENTS
Introduction of interview
Meaning of interview
Definition of interview
Objectives & importance of interview
Steps in interview process
Types of interview
Limitation of interview
Guidelines for effective interviewing
Conclusion
Introduction of Interview
Interview is probably the most widely used selection tool. It is a most
complex selection technique because its scope includes measuring all the
relevant characteristics and integrating and classifying all other information
about the applicant. In practically all organization interviewing is used for a
variety of purposes, including selection, appraisal, disciplinary action,
counseling and general problem solving.
The
interview is a selection technique which enables the employer to view the total
individual and directly appraise him and his behavior. It is a method by which
an idea about an applicant’s personality can be obtain by a face-to-face
contact.
It tries to achieve an exacting appraisal of
an applicant, his previous experience, education, training and family
backgrounds.
Interview is face to face interaction between two persons for particular
purpose. It’s also employed to screen candidates for admission into institutes
higher learning. Thus an interview is a
purposeful exchange of views, the answering of questions and communication
between two or more persons.
The interview is used in practically every business and profession. Some
activities call for a high degree of proficiency in interviewing ;these are the
activities of engineers, lawyers, social workers, industrial relations managers
,salesmen and supervisors, investigating grievances. The interview is widely
used in securing credit information, making loans, selling, adjusting
complaints as well as in personnel administration and management.
Meaning and definition of Interview
“Interviewing” is meant “deliberate, active listing with a purpose to
draw the other person out, to discover what he really wants to say, and to give
a chance to express himself freely.”
“An interview is an attempt to secure maximum
amount of information form the candidate concerning his suitability for the job
under consideration.”
“An
interview is a purposeful exchange of ideas, the answering of questions and
communication between two or more persons.”
Objectives & importance of interview
In
the selection process, interviews serve the following purposes:
To
cross-check or verify the information obtained in earlier steps,i.e.
application form and tests.
To
judge the candidate’s qualification and characteristics so as to decided whether
or not to select him.
To give the candidate essential facts about
the job and the company to enable him to to decide intelligently whether he
should or should not accept the employment.
To established a rapport or mutual
understanding between the company and the candidate and to promote the
company’s goodwill.
Steps in interview process
An effective interview involves the following sequence of steps:
1.) Preparation for the interview:-
Advance
preparation is essential for a successful interview. The following arrangements
should be made before the interview begins:
Determining the objectives of the interview.
Choosing the appropriate type of interview.
Acquainting oneself about the candidate.
Determining the type of information to be
obtained.
Selecting the right interviewers.
Selecting the candidates to be interviewed by
checking and comparing their applications and test scores.
Finalising the interview assessment forms.
2.) The physical setting:
The place of interview
should be both private and comfortable. It should be neat and clean, well
lighted. It should be free from noise and interruptions. The candidates should
be properly received and should be guided into the interview room. The
interview should start at the fixed time and the candidates should not be
required to wait unnecessarily.
3.) Conducting the interview:
This step is heart of the interview
process. In this activities are follows.
Establishing rapport with the candidate and
gaining his confidence exchange of a smile, offering seat to the candidate,
etc.
Getting complete information-for this purpose,
Ask open-close question.
Use the language which is clear to the
candidate.
4.) Recording the observation-
The interview should write down in brief his observation of the candidate on the
interview forms. Such notes will indicate to the candidate the interviewer’s
interest and thereby encourage him to talk freely. These notes will also be
helpful in evaluating the candidate later.
5.) Closing the interview:
The close of the
interview is as significant as it beginning. The interview is a trying
situation for the candidate. Therefore, it should end with a happy note without
any awkward situation. before closing the interview the candidate should be
asked whether he wants to make any comments in order to the interviewer may show some sing at an
appropriates time . Laying down the pen, pushing back the chair saying thank
you, that's all are these sings.
6.) Evaluation of results:
After interviewers
is over, the interviewer should evaluation the candidate’s suitability for the
job . It is based on observation impression and information collected during
the interview. The evaluation may be done either by grades ranging from A to E
. After the interview , a list of selected candidates is prepared.
Types of interview
The interviews are classified by the purpose for which the interview is
held.
Promotion interview:-
persons due for
promotion are interviewed even if there is no competition. The interview is
likely to be informal and serves as induction into a new team, with new
responsibilities. Clarification about nature of duties, responsibilities and
expectations are made during a promotion interview.
Informal interview:-
It is planned and is
used when the staff is required urgently. A friend or relative of the employer
may take a candidate to the house of employer or manager who ask few questions
like name, birth place ,educations and experience,etc. when candidate enquires
about the vacancies after reading an advertisement, it’s a example of informal interview.
Formal interview:
This type of interview is
preplanned and is held in a formal atmosphere. All the formalities and procedure,e.g.the time, the venue and the
questions to be asked are decided in
advance.
Appraisal or assessment interview:-
An appraisal interview is one of the
methods of periodical assessment of employees. There are other methods like
completion of self assessment forms and assessment by supervisors. But annual
appraisal interview is the best method for judging employees' attitudes. A
face-to-face confidential talk is an opportunity for both , the employee an the
supervisor to discuss several issues.
Patterned or structured interview:
such
interview is fully planned to a high degree of accuracy and precision.
It’s based on the assumption that to be
more effective every pertinent detail should be worked out in advance.
Therefore, a list questions to be asked is prepared and the questions are
asked in a particular cycle. The time to
be allowed to each candidate and the
information to be sought a predecided. The interviewer is carefully
selected.
The
interviewer actively participates and the candidate is expected only to answer
the questions. Thus, a standardized pattern is adopted or the structure of the
interview is decided in advance. Such interview is also known as directed or
guided interview.
It allows for a systematic coverage of the required information.
Stress
Interview: -
This
interview aims at testing the candidate’s job behavior and level of with
standing during the period of stress and strain. Interviewer tests the
candidate by putting him under stress and strain by interrupting the applicant
from answering, criticizing his opinions, asking questions pertaining to
unrelated areas, keeping silent for unduly long period after he has finished
speaking etc. Stress during the middle portion of the interview gives effective
results. Stress interview must be handled with at most care and skill. This
type of interview is often invalid.
As
the interviewee’s need for a job, his previous experience in such type of
interviews may inhibit his actual behavior under such situations.
Behavioral Interview:-
In a behavioral interview, the interviewer will ask you questions based
on common situations of the job you are applying for. The logic behind the
behavioral interview is that your future performance will be based on a past
performance of a similar situation. You should expect questions that inquire
about what you did when you were in XXX situation and how did you dealt with
it. In a behavioral interview, the interviewer wants to see how you deal with
certain problems and what you do to solve them.
Group Interview:-
Many times companies will conduct a group interview to quickly prescreen
candidates for the job opening as well as give the candidates the chance to
quickly learn about the company to see if they want to work there. Many times,
a group interview will begin with a short presentation about the company. After
that, they may speak to each candidate individually and ask them a few
questions.
One of
the most important things the employer is observing during a group interview,
is how you interact with the other candidates. Are you emerging as a leader or
are you more likely to complete tasks that are asked of you? Neither is
necessarily better than the other, it just depends on what type of personality
works best for the position that needs to be filled.
Many times lunch interviews are conducted as a second interview. The
company will invite you to lunch with additional members of the team to further
get to know you and see how you fit in. This is a great time to ask any
questions you may have about the company or position as well, so make sure you
prepare your questions in advance.
Although you are being treated to a meal, the
interview is not about the food. Don't order anything that is too expensive or
messy to eat. Never take your leftovers home in a doggy bag either. You want to
have your best table manners and be as neat as possible. You don't need to
offer to pay, it is never expected for a candidate to pay at a lunch interview. Chew quietly and in small bites so you
don't get caught with a mouthful of food when the recruiter asks you a
question.
Group Discussion Interview:-
There
are two methods of conducting group discussion interview, namely group
interview method and discussion interview method. All candidates are brought
into one room i.e. interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives a
fair account of the objectivity of the interview to the candidates.
Under the discussion interview method, one
topic is given for discussion to the candidates who assemble in one room and
they are asked to discuss the topic in detail. This type of interview helps the
interviewer in appraising, certain skills of the candidates like initiative,
inter-personal skills, dynamism, presentation, leading comprehension,
collaboration etc.Interviewers are at ease in this category of interview
because of its informality and flexibility. But it may fail to cover some
significant portions of the candidates’ background and skills
Depth Interview:
In
this type of Interview, the candidates would be examined extensively in core
areas of knowledge and skills of the job. Experts in that particular field
examine the candidates by posing relevant questions as to extract critical
answers from them, initiating discussions regarding critical areas of the job,
and by asking the candidates to explain even minute operations of the job
performance. Thus, the candidate is examined thoroughly in critical / core
areas in their interviews.
Phone interview:
A phone interview may be for a position where the candidate is not local
or for an initial prescreening call to see if they want to invite you in for an
in-person interview. You may be asked typical questions or behavioral
questions.
Most of the time you will schedule an appointment for a phone interview.
If the interviewer calls unexpectedly, it's ok to ask them politely to schedule
an appointment. On a phone interview, make sure your call waiting is turned
off, you are in a quiet room, and you are not eating, drinking or chewing
gum.
Panel or board interview:
such interview is
conducted by a group of interviewers. It seeks to pool the collective wisdom
and judgment of several interviewers. Question are asked in turn or at random.
The candidate may even be asked to meet the members of the panel individually
for a fairly lengthy interview.
Guidelines for effective interviewing
interview can be made be more
effective by observing the following guidelines:
An interview should have a definite time
schedule with ample time for conduct, i.e., it should not be hurried.
Interview should have an element of privacy.
The interview should be based on a checklist
of what to look for in a candidate such a checklist should be prepared on the
basis of job requirements.
Competent, trained and experienced persons
should be chosen as interview.
Proper method of interview should be employed.
A specific set of guidelines should be given
to the interviews .
There should be proper coordination between
the initial and succeed interviews.
The interviewer should try to minimize his
personal bias or prejudiced.
Limitations of interview
Interview is a widely used method of employee selection. But it suffers
from several pitfalls, some of which are given below:
Personal bias:-
interview like other people have personal biases. Their likes &
dislikes about hairstyle, dress, fluency of speech, etc. affect their judgment.
Halo effect:- under
this type of error, a single prominent characteristics of the candidate affects
the judgment of interviewer on all other traits. For example, an interviewer
may conclude that a poorly groomed candidate is stupid or alternatively, he may
overrate the candidate’s qualifications just because of his pleasing
personality.
Constant error:- such
error arises because the interview of previous candidate unduly influence the
interviewer in favor or against the candidate. For example, a qualified
candidate may be underrated just because the previous candidate was very
brilliant.
Leniency:- it implies the tendency to assign high
scores. It’s normally associated with lack of confidence and interest in
rating. The opposite of leniency is toughness, i.e., the tendency to constantly
give low scores. This may arise due to exaggerated expectation ,lack of contact with people .
Projection:-
error of projection arises when an interviewer expects his own
knowledge, skills and values in a candidate. Therefore , he is likely to select candidates who resemble him
in terms of manners, background, voice, etc.
Conclusion
The interview is probably the
most widely used selection tool. It is most complex selection technique because
its scope includes measuring all the relevant characteristics ad integrating ad
classifying all other information about the applicant. I practically all
organization interviewing is used fa variety of purposes, including selection,
appraisal, discipline action ad problem
solving. or
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