Interview

Mubashir Gull
What is Interview?

■ An interview is a formal conversation between an interviewer and interviewee where

the former seeks answers from the latter.

■ A purposeful discussion between two or more than two persons. (Kahn &Cannell, 1957)

■ When broken down into two separate terms, interviews are 'inter' and 'view,' meaning
seeing each other.

■ It can be a one-on-one, two-way conversation, or there can be more than one

interviewer and more than one participant.
Types of Interview

• Based on Numbers
• Based on Planning
Types of
Interviews
• Based on Abilities
• Based on Setting
• Based on Purpose
Types of Interview
Types of Interviews

Based on Numbers Based on Planning Based on abilities Based on setting Based on Purpose

Personal Interview Structured Problem-Solving Telephonic Evaluation

In person
Group interview Unstructured Depth Interview Promotion
Interview

Panel Interview Stress Interview Counseling

Disciplinary
Based on Numbers

■ Personal Interview
■ It is a general interview. There are just two persons, i.e., the
interviewer and the interviewee, and a formal discussion takes
place face to face about the candidate's skills and abilities.
■ Face to Face two way communication
■ Five stages of Personal Interview
– Rapport Building
– Introduction
– Probing (encouraging to answer)
– Recording
– Closing (Thank the respondent, Confidentiality)
Group Interview
■ Group interview is an unstructured
interview which involves a moderator
leading a discussion between a small
group of respondents on a specific
topic.
■ Panel Interview
■ A panel interview is known as a board interview; the interview takes place between one
candidate and a panel of members of the company, usually more than two.

– Each one gives different scores to the candidates and combines them to see if the candidate is
qualified.

– Further, in a panel interview, candidates are often victims of personal biases, and it is not feasible for
organizations that take many interviews daily.
■ Panel Interview
Based on Planning

■ Structured (Formal, Patterned, Planned, Standardized interview)

■ It is the traditional form of an interview. Preset standardized questions are asked from the
interviewee and are the same for all the candidates.

– It is the kind of interview that gives the chance to examine all the candidates' skills and abilities
impartially.

– The questions also help the interviewer to compare the responses and to choose the best.
■ Structured Interview
■ Unstructured
■ It is just the opposite of structured interviews. It is a free-flowing conversation. This type of interview is
also known as Informal interview.

– The interviewer already has a definite idea in mind about the questions to be asked.

– Generally, questions are made and asked during the interview.

– The questions can change according to the responses the candidate gives.

– An unstructured interview does not.

■ follow any formal rules and procedures
 Comparison between Structured and
Unstructured Interview

Structured Unstructured
■ Predetermined questions are ■ The questions to be asked to the
prepared by the interviewer in advance. respondents are not set in advance.
■ Quantitative. ■ Qualitative.
■ Closed-ended questions. ■ Open-ended questions.
■ Research types is descriptive. ■ Research types is exploratory.
■ SAME set of questions are put to ■ DIFFERENT questions are put to
all subjects different subjects.
Based on Abilities

■ Depth Interview
■ As the term itself says, it distinguishes the interviewee in-depth. These are detailed and
discovery-oriented.

– It covers the candidate's life history, academic qualifications, interests, hobbies, and professional work
experience.

– The interviewer here is a listener and wants to know in detail about the candidates, allowing more
time and a free flow of conversation and making a friendly approach.
■ Stress Interview
■ These kinds of interviews are very rare. In this, the interviewer puts the interviewee under
a stressful situation to test their presence of mind.

– Stress interview also tests how the interviewee manages the crisis at a given time.

– The interviewer tends to make the interviewee nervous by asking tons of questions at the same time.

– It is done to see whether the candidate can cope up with a crisis and not panic.
Based on Setting

■ Telephonic Interview
■ Telephonic interviews are conducted over the phone and are economical and less time-
consuming. Through these interviews, the company can select promising individuals for the
job.

– Its main objective is to limit the list of candidates and appoint the best ones.
– These are more accurate than one-to-one interviews for judging interviewees' intelligence and interpersonal
skills.
– The candidates are usually surprised by the unexpected call from the recruiter.
– However, they have a drawback; just as the candidate will be surprised, they likely can be panicked.
– Moreover, answers are to be given in a restricted time.
■ In-person Interview
■ An in-person interview refers to the face-to-face meeting of the interviewee with the
interviewer.
■ This is a traditional mode of interview, which companies have been following since
before the emergence of technology.
■ However, it is not limited to the job vacancy and school admission. This method of
interviewing is also used in conducting surveys.
■ Advantages
– Communication and body language
– Continuity, relativity, and clarity
– Better judgment
■ Disadvantages
– Introvert nature
– Time consuming
– Costly
– Subjectivity in decision-making
Interviewer effect

■ Because an interview is a social interaction the appearance or behavior of the interviewer

may influence the answers of the respondent.
■ The gender, ethnicity, body language, age, and social status of the interviewer can create an
interviewer effect.

■ Example
– If a female interviewer interviews a male interviewee he will try to keep his impression good and this
may leads to interviewer effect.
Based on Purpose

■ Purpose
– Evaluation
– Promotion
– Counseling
– Disciplinary
Advantages

■ Conducting interviews can help reveal more data about the subject. Interviews can
assist you in explaining, understanding, and exploring the perspectives, behavior, and
experiences of participants.

■ Interviews are more accurate. Since it is an interview, subjects won’t be able to falsify
their identities such as lying about their age, gender, or race.

■ An interview is a flowing and open-ended conversation. Unlike other methods,

interviews enable interviewers to ask follow-up questions in order to better understand the
subject.
Disadvantages

■ Personal bias
■ Quick to judge
■ Developing stereotypes
■ Challenging to verify the truth
■ Expensive
Comparison

Advantages
■ 1. Suitable candidates can be selected
through interview because the interview
can know a lot about the candidate by
this process.
■ 2. Boost your knowledge.
■ 3. An excellent method for achieving
information.
Disadvantages
■ 1. Suitable candidates can not be selected
by interview only. The written test is
more important than the interview.
■ 2. Can quickly develop stereotypes.
■ 3. Judgements are made quickly.
■ 4. It's challenging to confirm the truth.

■ 4. Aid in improving stakeholder ■ 5. Possibility of personal bias.

understanding. ■ 6. Unpredicted result.
■ 5. Enables detailed assessment.
■ 6. Extracting additional data.