1.

An interview
A procedure designed to obtain information from a person through oral responses to oral inquiries.
An interview is a conversation between two or more people where questions are asked by the interviewer to obtain facts or statements from the interviewee.

Types of interviews
Selection interview A selection interview is a recruitment tool used to determine whether the candidate is interested in the job and competent to do it. Selection Interviews are conversations whereby a candidate interacts with one or more people who assess the candidate and, in a selection interview, to decide on whether this person should be offered a job or not. The objective of the selection interview is to predict the candidate's probable behavior in a particular job situation. Appraisal interview A performance appraisal interview is an interview that conducts between the human resource department or the manager and employee per year or 6 months or even 3 months. The employee then gets useful feedback information about how effectively and efficiently he is able to discharge the assigned duties. It also gives the opportunity to employee to explain his views about the ratings, standards, rating methods, internal and external causes for low level of performance. OR An appraisal interview is an exchange between a manager and an employee that is designed to evaluate the job performance of an employee and create a career development plan and consist of regular reviews of employee performance within organizations. The appraisal interview can lead to several challenges, including a lack of input from the employee, improper preparation from both parties and improper expectations of what can be accomplished. Understanding the appraisal interview downfalls can help reduce them. 3. Exit interview Exit interviews are conducted with departing employees, just before they leave. Participation in exit interviews by the employee is voluntary but, from the Universitys perspective, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that the information will be a helpful driver for organizational improvement

2. Interviews formats Structured Interviews

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 Interviews Unstructured interviews are much more casual and unrehearsed. They depend on free flowing conversation which tends to focus on your personal qualities as they relate to the work. Questions about skills and strengths can be asked and should be answered as formally as in a structured interview.

Question No. 2 Factors Affecting Interviews First impressions The turned for interviewer to jump to conclusionsmakes snap judgmentsabout candidates during the first few minutes of the interview.

The first impression of the applicant turned the thought of the interviewers to jump to the conclusion immediately. The interviewers decide about the applicant some good or bad impression during the first few minutes. If the interviewer makes a bad impression about the applicant then he will decide to ignore him and he will not waste his time to hear him and if the interviewer makes a good impression then he will decide to hear him carefully with positive thinking. So the first impression of the applicant on the interviewer will always influence on the decision of the interviewer. The first information about the applicant will also influence the on the interviewer, If the information is bad then the interviewer will refused to call him and if the information will be in good manner then will call him for interview. So the unfavorable information about an applicant influences interviewers more than does positive information. Misunderstanding the job Not knowing exactly what the job require and what sort of candidate is best suitable causes interviewers to make decisions based on incorrect stereotypes of what a good applicant is. Candidate-order error An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question.

SITUATION/TASK THAT YOU FACED o Describe a situation o What were the circumstances surrounding? o What was the most memorable time when that happened? o What did you do ?

ACTIONS THAT YOU TOOK o What exactly did you do in the situation? o What was your specific role or what steps did you take in the situation? RESULTS OR CHANGES CAUSED BY THESE ACTIONS o What were the results? o How did it work out? o What problems/successes resulted from? o What feedback did you receive? o What lesson(s) did you learn?