INTERVIEW SKILLS

Prepared and Presented By

Prof. Vinamra Nayak
Dept. of MBA
Gyan Ganga Institute of Technology & Sciences
Jabalpur 1
 What is an 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.
There are three important key terms:
• Interview (process or interaction between two or
more people to seek information)
• Interviewer (Person who conducts the process on
behalf of the organization)
• Interviewee (Candidate participating in the process)
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Prepared By: Prof. Vinamra Nayak, GGITS
 Interview purpose

• To allow the organization to assess the

suitability of the candidate for the vacancy in
question.
• To allow the candidate to assess the suitability
of the vacancy and the organization for
him/herself.
• The interview is intended to be an exchange of
information, not an interrogation.

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Prepared By: Prof. Vinamra Nayak, GGITS
 Need for an interview
• To judge the overall personality of the candidate.
• To know whether the candidate will be able to
perform the required job or not.
• To judge the skills and attributes which are not
mentioned in C.V.
• Apart from candidates knowledge to learn his
ability and capacity to do the job.
• To find out what motivates the candidate and
how well he can communicate.
• Actual strengths and weaknesses of the
candidate.
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Prepared By: Prof. Vinamra Nayak, GGITS
 Staging or Conducting Interview
Interviewer’s preparation for the interview
equips him with a number of questions that
will help him get to know and evaluate
candidates.
The interview process can be classified in 3
stages:
• Pre – interview
• During the interview
• After the interview
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Prepared By: Prof. Vinamra Nayak, GGITS
 Staging or Conducting Interview
Before the Interview
• Share with candidate schedule / venue details /
time.
• Explain the interview structure
• Explain the process
During the Interview
• Put candidates at ease
• Don't judge on first impressions
• Tell the candidate a little about the job
• Listen
• Take notes
• Invite candidates to ask questions

After the Interview

• Compare notes and reach consensus
• Let candidates know 6
Prepared By: Prof. Vinamra Nayak, GGITS
What Should be Evaluated in an Interview

Communication Interpersonal Decision Making

• Listening • Leadership • Analysis Skills
• Oral & Written • Persuasiveness • Judgement
Communication • Integrity • Decisiveness
• Oral Presentation • Sensitivity

Management Knowledge / Skills Personal /

• Career Objective & Motivational
• Planning &
History • Job Motivation
Organizing
• Technical knowledge • Work standards
• Control & Proficiency • Initiative
• Delegation • Meeting a Standards • Tolerance for Stress
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Prepared By: Prof. Vinamra Nayak, GGITS
 Do’s and Don'ts of Interviewing for
Interviewer
Do’s
• Do let the interviewee
do most of the talking.
• Do ask both open and
closed questions.
• Do be polite and
courteous.
• Do listen actively.
• Do avoid confrontation.
• Do conclude positively.
Prepared By: Prof. Vinamra Nayak, GGITS
Don’ts
• Do not assume anything.
• Do not form pre-
judgments.
• Do not interrupt.
• Do not criticize.
• Don’t be aggressive; you
will rarely see the best
side of the candidate by
being aggressive.
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 Do’s and Don'ts of Interviewing for
Interviewee
Do’s
• Remember that first appearances
count – how you dress and act.
• Smile, make eye contact and
acknowledge all members.
• Shake hands in a firm but gentle
way.
• Wait to be asked to sit down.
• Make sure you sit correctly and
comfortably before starting.
• Show interest.
• Answer the question asked.
• Keep positive at all times
Don’ts
• Be late.
• Fidget or look at your watch.
• Argue.
• Put anything on the
interviewer’s desk.
• Say anything negative.
• Appear indifferent
• Appear aggressive or act in a
superior way – nobody likes this!
• Show too much interest in
money and holidays.
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 Tips for Cracking Interview Successfully

• Practice and Prepare

• Research the company
• Practice good non-verbal communication
• Get ready ahead of time
• Don’t talk too much
• Be on time
• Try to stay calm
• Show what you know
• Don’t be too familiar
• Follow up the interview 10
Prepared By: Prof. Vinamra Nayak, GGITS
 Types of Interviews

• Structured Interview: A structured interview is

pre-planned, accurate, and consistent in hiring the
candidates. Uses a set of standardized questions that are
asked to all applicants, so that comparisons can be made
more easily.
• Unstructured Interview: This type of interview is
an unplanned one, where the interview questionnaire is
not prepared. The discussion will probably be free-flowing
and may shift rapidly form on the subject to another
depending on the interests of the interviewee and the
interviewer. 11
Prepared By: Prof. Vinamra Nayak, GGITS
 Types of Interviews
• Depth Interview: It is a semi-structured interview,
where the candidates have to give a detailed information
about their education background, work experience,
special interests, etc. And the interviewer takes a depth
interview and tries to find the expertise of the candidate.
• Behavioral Interview: Here a situation is described
and candidates are asked how they have behaved in the
past in such a situation.
• Situational Interview: Here the interview will focus on
the individual’s ability to project what his behavior will
be in a given situation in future.
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Prepared By: Prof. Vinamra Nayak, GGITS
 Types of Interviews
• Group Interview: In this type of interview, all the
candidates or a group of candidates are interviewed
together. Group interviews are conducted to save time
when there is a large number of applications for a few
job vacancies.
• Panel Interview: As the name indicates, it is
conducted by a group of people. In this type of
interview, three to five members of the selection
committee will be asking questions to the candidates on
different aspects. The final decision will be taken by all
the members of the panel collectively.
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Prepared By: Prof. Vinamra Nayak, GGITS
 Types of Interviews
• Stress Interview: It is designed to place the
interviewee in a stress situation in order to observe the
interviewee’s reaction. In this type of interview, the
interviewer will come to know whether the candidate
can handle the demands of a complex job.
• Exit Interview: When an employee leaves the company
for any reason, an exit interview is conducted. It aims at
extract information about the job or related matters and
help the employer in having a better insight into what is
right or wrong about the company.
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Prepared By: Prof. Vinamra Nayak, GGITS
Thank You
Prepared By: Prof. Vinamra Nayak, GGITS

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