A report on

Interview
(types, process, preparaton, and resume)

Subject: Management Skill Development

Prepared for
Dr. Darshana R. Dave

Prepared by
Nayan puchhadeeya (20082)
Rinkal vankar (20040)
Kunj shah (20022)
Deep Vachhani (20060)
Rohit lakum (20093)

G. H. PATEL POST GRADUATE

INSTITUTE OF BUSINESS MANAGEMENT
2020-2022

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 ACKNOWLEDGEMENT

We are really grateful because we managed to complete our

Management Skill Development assignment within the tme given by
our lecturer Dr. Darshana Dave. This assignment cannot be
completed without the efort and co-operaton from our group
members, Group members Rinkal, Kunj, Deep and Rohit. Last but not
least, we would like to express our grattude to our friends and
respondents for the support and willingness to spend some tmes
with us to fill in the questonnaires.

PREFACE

First at all, give thanks for God’s love and grace for us. Thanks to
God for helping us and give us a chance to finish this assignment
tmely. And we would like to say thank you to our lecturer Dr.
Darshana Dave as the lecturer of Management Skill Development
that always teaches us and give much knowledge about
Management Skill Development.

We are realized this assignment is not perfect But I hope it can be

useful for us. Critcs and suggestons is needed here to make this
assignment be beter.

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 Table of contents

1. What is an interview.................................................4

2. Types of Interview....................................................5

3. Interview process......................................................9

4. Interview preparaton.............................................12

5. Types of Resume.....................................................16

6. Bibliography............................................................17

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 1. What is an interview
When you split the word ‘interview’ you get two words, ‘inter’ and
‘view’. This roughly translates to ‘between view’ or seeing each
other. This means that both the groups involved in an interview get
to know about one another.

Interview is a process of selecton of staf. Interview two-way

conversaton. It helps employers in selecton of a right person for a
right job.

So What is the Definiton of Interview?

An interview definiton can be crafed as a gentle conversaton

between two people or more where questons are asked to a person
to get the required responses or answers.

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 2. Types of Interview
There are many types of interviews that serve diferent scenarios.
Knowing what to expect can help you to meet your goals.

Traditonal Interview
• This are usually asked many of the questons from the Common
Interview questons related to the job.
• It depends on the types of post they are ofering and the job.
• Afer this interview, if you are being considered, you would be
invited back for 1-2 more interviews.
• Like HR interview, technical interview, salary negotaton
interview etc…
• The length is usually from a half hour to one and a half hours
• a traditonal interview is stll very common.

Screening Interviews
• Your first interview with a company will ofen be a screening
interview.
• The purpose of a screening interview is to ensure that
prospectve candidates meet the basic qualificatons for a given
positon.
• It may take place in person or on the telephone.
• If you meet the basic qualificatons, express interest in the
positon and make a positve impression on the interviewer
they will likely be selected for a selecton interview.

Selecton Interviews

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 • Selecton interviews are typically conducted onsite at the hiring
company.
• The purpose of a selecton interview is to determine whether a
candidate will be selected for the positon he or she is
interviewing for.
• A selecton interview is typically more rigorous than a screening
interview. At this point, a company is trying to decide whether
or not you should either be moved to the next step in the hiring
process or an ofer is going to be extended, so there will be
more scrutny than with a screening interview.
• The company wants to know - Are you qualified for the job?
Are you a good cultural fit? Can you make an immediate
impact, or will you need extensive training? Questons will be
more specific and your answers will need to be more detailed.
Panel Interview
• In a panel interview it’s in the room with several people, usually
three to five, but it could be as many as ten.
• Sometmes each person will ask you a series of questons, and
other tmes a few people will ask questons while the rest
listen.
• The purpose of having many people sit in on the interview is
sometmes so several staf members can meet the candidates
and also to keep the number of interviews a candidate has
limited to one or two.
• The team of interviewer may also include an expert of the
partcular field, also include psychiatrist.
• This type of interviews conduct for high degree jobs, civil
services jobs
Serial Interview
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 • This type of interview consists of a series of interviews on the
same day.
• For example, if you are scheduled for an interview from 1-3:30,
you may have 5 half-hour interviews with individual people.
• Each interviewer will most likely ask you diferent questons.
Queston types may vary.
• If your interview is during a mealtme, like 10-2, most likely A
“lunch interview” is more common for upper-level positons or
positons in which you would have frequent “lunch meetngs”
with clients/colleagues.

Behavioral Interviews
• Behavioral interviews are designed to provide the interviewer
with informaton about how you think and behave in situatons.
• Hiring managers are interested in your method of thinking and
going about doing a task as well as how you respond in difcult
situatons.
• An efectve way to answer behavioral questons is the to
provide the interviewer with four pieces of informaton known
as the
• STAR Method:

Case Interview

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 • This is really a type of queston, the whole interview could be
made up of case interview questons, or you could be asked 1-2
case questons.
• it will be given a problem or scenario related to the industry
and asked to solve it or describe the process in detail.
• The interviewer is not necessarily looking for the “right”
answer, but wants to evaluate your problem-solving skills.
• If you do not have adequate informaton to determine a
soluton, you may need to ask the interviewers questons.
• Case interviews are more commonly used by investment banks,
consultng firms, technical positons, and for upper-level
management positons
• . You may be asked to provide a detailed financial analysis, to
plan an event or to develop a marketng campaign.

Phone/Skype Interview

• To save the company tme and money, many

interviewers will schedule phone interviews as an inital
screening of potental candidates.
• This may be an interview with a human resources
representatve or a hiring manager.
• Since this is typically your first interacton with the
company, it is also their first impression or you.

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 3. Interview process
1) Introductons
One of the most important steps in the interview process just so
happens to be the first.
The introducton is where both the candidate and the company will
be making their first impression.
It may surprise some companies to learn that they too should be
concerned about making a great first impression. With
unemployment at an all-tme low according to the US Department of
Labour, the power lies in candidate’s hands. Because of this shif in
power dynamic from an employer driven market to a candidate
driven market, companies must make sure they put their best foot
forward.
So how does one make a great first impression? The good news is
that it’s not complicated: greet the candidate with a smile, shake
their hand, and always remember to be courteous.
It’s a simple strategy, but it’s ofen all you need to do. When it comes
to making a great first impression, present the company in a positve
light. If your company is known to be a tough place to work, be
honest, but not discouraging. Be as transparent as possible during
the interview process. With so many resources (such as Glassdoor) at
candidate’s fingertps, it easy to see if a company isn’t telling the
whole truth when it comes to the inner workings and culture of their
organizaton.

2) Small Talk

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Afer introductons are finished, it is a good idea conduct a bit of
small talk with the candidate.
Small talk is important because it’s one of the best methods to foster
a healthy working relatonship and build rapport. When it comes to
picking topics for this stage of the interview process, try to find
something that the candidate is interested in. This can be as easy as
taking a quick look at their LinkedIn or Facebook profiles and seeing
what their interests are. It’s amazing how much of a diference it can
make by taking just a few minutes to connect with a candidate on a
personal level.
Do not atempt to talk about anything serious, like religion or
politcs, as the interview will likely turn into an awkward mess as a
result. Not to menton the legal ramificatons that come along with
discussing these topics. Keep the discussion positve: remember,
you’re just trying to gauge if the candidate will be a pleasant person
to work with and help them to see themselves working at your
company.
3) Informaton Gathering
Afer small talk comes a bit of informaton gathering, or, in other
words, asking the candidate to give you their elevator pitch. This is
an important step because it showcases just how prepared or
unprepared the candidate is and tests their ability to think on their
feet.
While the candidate is giving you their elevator pitch, it’s important
to pay close atenton: is their speech organized? Is it concise? Does
the candidate sound confident about their abilites and
qualificatons? What’s their body language like when they’re
speaking?

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These are all important items to keep track of, as they will ofen
provide you with all you need to know about what kind of employee
this candidate will be.

4) Queston/Answer
An interview is essentally a two-way exchange of ideas, and the
candidate will be interviewing your company just as much as you will
be interviewing them. Come up with some standardized questons
that all of the interviewers ask the candidate. This helps in two ways:
first, it makes sure there is at least some common ground between
the diferent interviewers when it comes tme to evaluate the
candidate. And second, you will know how truthful (or well-
rehearsed) the candidate is in their responses by seeing how much
their answers change between interviewers. In additon to having
questons prepared beforehand, it is useful to think about how you
might answer a tough queston from a candidate, as fumbling with
your words during an interview will make your company look
incompetent and dishonest. During this stage, if the candidate does
have any tough questons about the company, it’s always a safe bet
to be honest and to present the company in a positve light while stll
being truthful. Just like when you ask a candidate what their biggest
weakness is and they spin it into a positve, you can also do this with
questons about your company.
5) Wrapping Up
Closing out an interview is just as important as the other stages. Just
as having a great first impression is important, leaving the candidate
feeling good about the company and its culture is key to hiring the
top talent in your industry. At the very least, always end the
interview with a handshake and thank the candidate for their tme. It
is also a good idea to give them a quick tour of the ofce if you didn’t
do that when they first came in. Be sure to walk the candidate out.
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Not only does this ensure they don’t get their nose into anything
they aren’t supposed to, it can be very frustratng and embarrassing
as a candidate to have to mindlessly wander the ofce trying to
remember where the exit is. Last but not least, send a follow up
email. Whether you are interested in the candidate or not it is
important to be courteous and thankful that somebody took tme
out of their day to interview at your company. Candidates can leave
a bad review of the interview process on Glassdoor, so be sure
everybody walks away from your interview process feeling
respected.

4. Interview preparaton
1. Carefully examine the job descripton
• During your prep work, you should use the employer’s posted
job descripton as a guide.
• The job descripton is a list of the qualificatons, qualites and
background the employer is looking for in an ideal candidate.
• The more you can align yourself with these details, the more
the employer will be able to see that you are qualified.
• The job descripton may also give you ideas about questons the
employer may ask throughout the interview.
2. Research the company culture
• Modern companies usually have social media accounts and
blogs that discuss their company culture and industry.
• This informaton can give you an impression of the tone and
personality of the company, as well as what they value.

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• No mater how good a job seems, it's important that you fit
within the company culture and share a similar personality and
values.
• If you have questons about the workplace environment,
culture, personality or values, be sure to ask during the
interview.
3. Consider your answers to common interview
questons
• While you won’t be able to predict every queston, you’ll be
asked in an interview, there are a few common questons you
can plan answers for. You might also consider developing an
elevator pitch that quickly describes who you are, what you do
and what you want.
• There are some jobs that may involve a test or evaluaton
during the interview process. For example, if you are
interviewing for a computer programming, development or
analytcs role, you might also be asked to write or evaluate
lines of code.
• It might be helpful to consult with colleagues in the industry
for examples of tests they’ve been given to prepare.
• You should also prepare to discuss your salary expectatons,
just in case. If you’re unsure about what salary is appropriate to
ask for the positon you’re applying to, visit to get a free,
personalized pay range based on your locaton, industry and
experience.

4. Practce your speaking voice and body language

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• It’s important to make a positve and lastng impression during
the interview process.
• You can do this by practcing a confident, strong speaking voice
and friendly, open body language.
• While these might come naturally to you, you might also want
to spend tme performing them with trusted friends or family
or in front of a mirror.
• Pay special atenton to your smile, handshake and stride.

5. Conduct mock interviews

• Just like public speaking, practcing interviews is the best way
to relieve anxiety and improve your confidence.
• Practce may be tedious, but repeatedly experiencing the
interview process will make you more comfortable and help
you give the right impression.
• If you have friends or family to help, conduct mock interviews
as much as you can. If you don't have another person, practce
your questons and answers out loud.
• You may find that an answer sounds awkward or doesn't
convey what you wish when it's spoken, so this gives you an
opportunity to refine your answers and commit them to
memory.
• The more you repeat your interview, the more confident you'll
be during the real thing.
6. Print hard copies of your resume
• Most employers ask for digital copies of your resume with the
applicaton, but they may not have easy access to it during the
interview itself.

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• Having copies to present to multple interviewers shows that
you're prepared and organized. You should have at least three
copies to provide for multple interviewers, plus one for
yourself to follow along.
• During your preparaton, read over your resume and rehearse
explanatons for any gaps that may appear or other oddites.
• For example, you may have taken tme of work to care for a
child or family member, switched careers or had other
legitmate reasons for employment gaps.
7. Prepare your travel arrangements
• Job interviews tend to be stressful for most people for
many reasons, but getng to the interview can be a
challenge in itself.
• If your interview is an unfamiliar area or even an entrely
new city, it can be a source of anxiety to find your way
around and make sure that you show up on tme.
• To avoid becoming too anxious for your commute,
prepare yourself to ensure everything goes smoothly on
the day of the meetng. Here's how:
8. Pick your outitt
• What you wear in your interview is an absolutely crucial part of how to
prepare for a job interview.
• Afer you choose your outfit, make sure it is cleaned and pressed and
you have the appropriate accessories and shoes to go with it.
• It doesn’t hurt to try the outfit on ahead of tme, just to make sure
everything fits and you look great.

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 • Then put your outfit aside for the day of your interview and have it
ready to go. Now that you have this crucial step out of the way, you can
concentrate on the rest.

What is resume format?

Resume is a brief summary of a candidate who is searching
for a job in which he/she includes qualificaton, contact
informaton and work experience etc.
• It is tool to win an interview.
• Resume format refers to style, structure, size and type
of file.

5. Types of Resume
There are diferent resume format available for
resume writng as follow:-
 Chronological Resume Format
 Functonal Resume Format
 Combinatonal Resume Format

1. Chronological Resume Format

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 Chronological resume format has details about your objectve,
skill sets, educatonal details and experience history in
chronological order.
 The experience details are mentoned in the
reversed order i.e. from latest to previous.

2. Functonal Resume Format

 It is one that is used to assert a focus to relevant skills that have

that are specific to the type of positon being sought.
 This format directly emphasizes specific professional capabilites
and utlizes experience summaries as its primary means of
communicatng professional competency.

3. Combinatonal Resume Format

 blends the best part of chronological and functonal resume.

 It emphasizes on skills and relevant experience and then
elaborates about total work history.

6. Bibliography
 httpst//www.lebow.drexel.edu/academics/undergraduate/curre
nt-students/career-services/interviewing/interview-types
 httpst//www.paycor.com/resource-center/artcles/5-stages-of-a-job-
interview-process-steps/
 httpst//www.indeed.com/career-advice/interviewing/how-to-prepare-
for-an-interview
 httpst//executvedrats.com/types-of-resumes/

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