2. MEANING OF
INTERVIEWThe term interview has been derived from the French word
‘entre’ ‘voir’ that means ‘to glimpse or to see each other’. By
definition it means a meeting for obtaining information by
questioning a person or persons.
Different scholars have defined ‘interview’ differently.
A. According to Scott and others, “an interview is a
purposeful exchange of ideas, the answering of
questions and communication between two or more
B. Bingham and others define an interview as a
‘conversation with a purpose”.
⚫ OPEN RESPONSES
⚫ GIVES AN OVERVIEW OF
⚫ CHECK’S THE LEDERSHIP
SKILLS OF THE APPLICANT
⚫ DETERMINES IF THE
APPLICANT CAN BE OF
USE TO THE COMPANY
⚫ COSTLY AND A TIME
⚫ DIFFICULT WITH LARGE
⚫ REQUIRES HUGE MAN
POWER WITH SKILLS
⚫ DIFFICULT AT THE TIME
OF SUMMARISING THE
⚫ CAN BE BIAS
6. FORMAL INTERVIEW
A formal interview is a one-on-one meeting between a
prospective job candidate and employer, after which the
prospective employer decides whether or not the candidate
is right for the position. Formal interviews can be
conducted in any trade or business.
#KEY FACTORS OF FORMAL INTERVIEW:
⮚ITS ONE ON ONE INTERVIEW
⮚DIRECT INTERACTION OF APPLICANT AND INTERVIEWER
⮚GIVES A GOOD OUTLOOK OF THE APPLICANTS NATURE
AND HIS SERIOUSNESS TOWARDS THE ORGANIZATION
⮚ALSO HELPS IN FINDING OUT THE SKILL LEVEL OF THE
7. INFORMAL INTERVIEWS
An informal interview is an interview that takes place in a casual setting, such
as over coffee or lunch. Although an informal interview is not structured like
a traditional, and more formal, job interview, the interviewer's aim is the
same, to assess whether the candidate would fit in the organization.
Sometimes, informal interviews are also used to assess a candidate's interest
in possibly joining an organization or to sell the organization as a good place
# KEY FACTORS OF A INFORMAL INTERVIEW:
A. ITS MORE LIKE CONVERSATION THAN AN INTERVIEW
B. ONE ON ONE INTERACTION OF THE APPLICANT AND THE
C. NO PLANNED FORMAT IS FOLLOWED
D. NO SELECTED SET OF QUESTIONS ARE USED TO JUDGE THE
E. ITS USED TO FIND OUT THE REAL NATURE OF THE APPLICANT
AND HOW HE OR SHE BEHAVES IN A CASUAL ENVIRONMENT
8. 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.
⮚Under this type of interview the interviewer keeps on
asking the question one after another without giving
sufficient time to respond.
⮚Employer tries to put the applicant on the defensive
position by adopting a hostile behavior.
⮚Employer interrupts the applicants make derogatory
remarks for his or her answers all this to frustrate him put
the applicant at a weak spot.
⮚This is done to know how well the applicant can handle
stressful and binding situations.
9. SITUATIONAL INTERVIEW
In situational interviewing job-seekers are asked to respond to a
specific situation they may face on the job. These types of
questions are designed to draw out more of your analytical and
problem-solving skills as well as how you handle problems with
short notice and minimal preparation.
⮚In situational interview the interviewer uses certain
hypothetical situations to understand the analytical skills of the
⮚Also it is used by the interviewer to know how the applicant
would act in a short period of time to take the situation in his or
⮚Situational interviews help the employers in knowing a
glimpse of the thinking of the applicant and that would he or
she be an asset or a liability to the organisation.
11. ⮚ A panel interview is a job interview in which an applicant
answers questions from a group of people who then make
the hiring decision. Hiring managers use panel interviews to
gain perspective from other people in the organization and
occasionally those outside the organization.
⮚ Panel interviews reduce the risk of making a bad hire. The
panel’s goal is to make the best hiring decision possible
given the information available about the position and the
⮚ Since each panel member brings a different set of
experiences, thoughts, beliefs, and biases to the interview
process, the members' strengths tend to compensate for
each others' weaknesses. In the most effective panels,
members work well with one another while being unafraid
to respectfully challenge each other’s judgments and
assertions about the potential hire.
13. A group interview is a screening process where you
interview multiple candidates at the same time. The
point of a group interview is to see how candidates
choose to stand out from each other, how well candidates
function in a group of people they do not know and if
candidates show the teamwork attributes that you need.
A group interview should not be confused with a panel
interview, which is when multiple interviewers screen a
single employment candidate.
⮚ MULTIPLE CANDIDATES ARE INTERVIEWED AT
THE SAME TIME.
⮚ IT IS DONE WHEN A LARGE NUMBER OF
EMPLOYEES ARE TO BE RECRUITED FOR A SAME
TYPE OF JOB
⮚ THE APPLICANTS ARE TESTED THROUGH
VARIOUS ACTIVITIES AND MULTIPLE
QUESTIONS TO TEST THEM ALL AT ONCE.
14. DEPTH INTERVIEW
They generally use small samples and also conduct direct
one to one personal interviews. A detailed background is
provided by the respondents and elaborate data
concerning the respondents opinions, values, motivation,
expression, feeling etc are obtained. Even their non-verbal
expressions are observed. They take long time, therefore
lengthy observations are involved.
These are conducted to customize individual responses.
The questions will depend on what kind of answers are
given. Even interview climate influences the respondents.
The success of interviews depends on the rapport of the
interviewers established with the respondents.