Download Types Of Interview

What is an interview?
 Basically ,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.
Interview means different things
 The word interview can stand for different things. 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.
 There are also job interviews where a person has to go
through in order to get a job he wants. Job interviews
are usually face-to-face interviews and it includes
paperwork.
According to the Topic
 Actual – the questions of the interviewer is for the
information and reaction.
 Biography – the questions aims to get information
about the experiences of the person that can entertain.
According to Methods
 Formal – the time is scheduled for the sake of the
interviewee.
 Informal – no specific schedule.
According to Goals
 Usual – the good example is the search for the
evidences about the witness of the scene.
 Traditional – aims to get accurate information
needed for the entertainment of the people and
avoid judgment to the person.
 Groupings – this is about the numbers of the
interviewer and interviewee
Job interviews
 It is a fact that in many things
even when the goal is the same the paths leading to it are
always different. The same can be said for any job prospects
where there are diverse arrays of interview styles that seek
to select that best for that particular profile. Employers
adopt a variety of ways to find out if the particular
candidate fits the bill.
Different Kinds Of Interview
 Face-To-Face Interview
 This is a traditional interview and the most common
type.
 In this interview the candidate and the interviewer
meets face-to-face.
 The main concept of the interview is to build rapport
with the interviewer and show how the qualifications
will benefit their organization.
 The interviewee should maintain eye contact, and
respond to all the questions of the interviewer.
Panel Interview
 A panel interview is conducted by two or more
interviewers and is designed to reduce individual
interviewer bias.
 It is very common for entrance into graduate and
professional schools.
 The interviewee should try to connect with each
interviewer and the best way to do this is to read the
personality of each interviewer.
…
 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.
Screening Interview
 This type of interview is generally conducted by larger
companies when there is a large applicant pool and is
typically the first phase of selection.
 Screening interviews are used to ensure that the
candidates meet minimum requirements and are often
conducted by a computer or by an interviewer from
the human resources department who is skilled at
determining whether there is anything that might
disqualify you from the position.
Video Conferencing
 Video conferencing is typically used to conduct
interviews using video technology from a distance.
The same interview strategies you would use if you
were meeting in person apply - clothing, body
language, and dialogue are important.
 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.
Phone Interview
Why the phone interview?
 Phone interviews are often used to screen candidates
in order to narrow the pool of applicants who will be
invited for in-person interviews- and is a good way to
minimize travel expenses
 The candidate should focus on the conversation and
listen to the questions carefully before answering. In
this interview, voice is also a key.
 Have your resume, organization information, points that
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you want to highlight, and list of questions you may want
to ask in front of you - and have a short list of your
accomplishments prepared to discuss.
Have a pen and paper handy to keep notes or write down
any questions that come up; keep a glass of water beside
you.
Close the door or ensure you are in a quiet setting to
eliminate any potential distractions.
Speak slowly, enunciate clearly, and vary your voice tone,
tempo, and pitch to keep the interviewers attention.
Restate the question if you have not fully heard or
understood it.
Smile – even on the phone it will project a positive image.
Group Interview
 The main purpose of this
interview is to see how the
interviewer interacts with
others and how he or she
influences others with
knowledge and reason.
Why group interviews?
 A group interview occurs when several candidates for a position are
interviewed simultaneously.
 Group interviews offer employers a sense of your leadership potential
and style, and provide a glimpse of what you may actually be like as an
employee and how you would fit into the team
 The leading candidates who are selected from the group interview are
then taken for an informal one to one interview.
Stress Interview
 This type of interview is rare
in the present job scenario. It
was a very common interview
method when selecting for
sales position.
Why stress interviews?
 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 to
remain calm under such a
situation.
Interview Formats
Behavioral Interview
 The Interviewer will ask for specific examples from your
past experiences to determine if you can provide evidence
of your skills in a certain area – the best predictor of future
behavior is past behavior.
 The more recent the behavior, the better its predictive
power.
 The more long-lasting the behavior, the better its
predictive power.
 Prepare yourself for the probable skill areas the employer
will be interested in and will, therefore, likely be asked
about in the interview
Stress interview means Being asked more than one questions at a time;
 Being asked further questions without being allowed
adequate time to respond;
 Being questioned in an interrogatory tone and voice;
 Being asked an unrelated bunch of questions;
 Having his feelings provoked.
Situational Interview
 This format is highly structured in that hypothetical
situations are described and applicants are asked to
explain what they would do in these situations.
Interviewers may use a scoring guide consisting of
sample answers to evaluate and score each applicant’s
answers.
Structured Interview
 This format combines the situational interview with a
variety of other types of interview questions.
 Typically, each candidate is asked the same set of
questions and their answers are compared to a scoring
guide and rated.
 The goal of this approach is to reduce interviewer bias
and to help make an objective decision about the best
candidate
Unstructured Interview
 Questions
here are based on the individual’s
application documents such as their résumé and so
different variants of a question will be asked to each
applicant.
 Without structured guidelines, the conversation can
be free-flowing, thus making this method of
interviewing the most prone to bias, but allowing the
interviewer to get a more natural and perhaps more
realistic sense of who you are.
Case Interview
 The
case interview format is popular among
consulting firms. It gives the interviewer a good idea of
you ability to solve problems ‘on the spot’ – an
important skill for any consultant.
 This interview format is also designed to assess logical
thought processes, quantitative skills, business
knowledge, general knowledge, creativity, and
communication skills.
Testing/Assessment
 It is common for employers to use standardized tests
or work simulation exercises to assess a candidates fit
to the position or to test work-related competencies.
 Testing is usually done after an initial screening
process and can be a very costly process for the
employer.
The end!