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    Interview

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    © All Rights Reserved
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    9 views14 pages

    Bba 2nd Interview

    Uploaded by

    manasagarwal0509
    Interview

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    of 14
    INTERVIEW The word ‘interview’ may be defined 4S A Conversation betw art “t H een two parties that is structured and prepared to achieve a purpose involving the exchany of information. The use of word ‘parties’ has aspecial significance. In most of theinterviews thereisasingle mene cet ingle interviewe but it is possible that an individual may be intery iewed by a group; a group by an individual « goup by another group. Theseeendinge by a group; a group by an individual or a fant word i on is se’ which means thatat east one of the parties, engngingin theconvesation hae nan eee hich means and Jeane Marquardt Elmhurst define interview as “a two party conversation in which at least one person has a specific, serious purpose.” The other important words are ‘structured and prepared’ which imply that the interview has been Preplanned to at least some extent in terms of form and content. The difference between conversation and interview is that whereas conversation is more informal, casual and spontaneous, an interview is formal, serious and structured. In conversation both parties speak equally but in interview the interviewee speaks more and the interviewer ask more. LETTERS OF INTERVIEW, APPOINTMENT,CONFIRMATION, LEAVE, PROMOTION, TRANSFER, RESIGNATION AND TERMINATION OR DISMISSAL Aletter asking the person, seeking employment, to appearin person before the prospective employer on the appointed day, date, time and place, is called the letter of an interview. On receipt ofthe applications for job from the candidates, the prospective employer screens the applications and those persons who are found most suitable in respect of qualifications, experience etc., are called to appear for an interview. They are requested to come in Person and discuss with the appointing authority about their work, experience etc., before finalising Scanned with CamScanner 146 Medes Commnieation APPOLNIMLCAT In the organiuation, The main purpore of calling, candidate for an interview is that yer contd judge for hinvelf whether the candidate, vie has applied fora job, the post orawaiynment or not sandy after the interview that the appointinent the prospective sft for election in finally decided upon by they ive employer Essentials for Dialling a Good Interview Letter Por drafting.a good interview letter, the following points should be remembered: 1, Give a reference to the application for Job advertised by the prospective employer, 2. Mention the exact day, date, time and place of interviews, 3. State whether the candidate, appearing for an interview, is required to produce his/her original certificates, testimonials ete, 4, State clearly whether or not the applicant would be paid any conveyance charges for appearing for the interview. Example 1 Specimen Letter Calling a Candidate for an Interview ‘A.1.C. COMPANY LIMITED 5-Parliament Street, New Delhi. Ref. No. ABCL/S 2nd July, 2005 /Appit./2005 Miss Usha Rani 1/6519, Azad Gali Rohtas Nagar, SI Delhi-110032. Madam, With reference to your application dated _for the post of Steno Typist, you are advised to appear for an interview on Monday, the 16th July, 2005 at 11.00 A.M. at the above lara address. Please bring all your original certficates/testimonials atthe time of interview. Please note that no conveyance charges would be paid to you for this. Yours faithfully, Sdl- Personnel Manager. Scanned with CamScanner Example 2 An Interview Le “rview Letter for the Post ofa Bank Manager YOUNG BANK oF INDIA (1.0. Mount Road, Madras) Ref. No. CO/PD/STE/120/2005 Shri/Smt./Miss Sth July, 2005 Dear Sir/Madam, Ref: Your Application for the post of Senior Manager in our Hank We refer to your application dated ———— on the above subject. Kindly call on us fora personal interview on 24th July, 2005 at 3.00 p.m. at our Head Office. re ao faa to bring with you the original certificates/testimonials along with complete ‘ctails of your present emoluments duly authenticated bya Competent Authority. Please note that you will be Paid first-class Train/Bus Fare by shortest route on production of tickets/receipt. Thanking you, Yours faithfully, General Manager. Example 3 Calling for a Second Interview Dear Sir/Madam, for the post of a Private Secretary in , you are advised to call on us P.M. for a second interview with our With reference to your application dated our organisation and subsequent interview on personally on at 1 Chairman and Managing Director at the above mentioned address and to have formal discussions before release of your appointment letter, 11 wil be paid second-class Train/Bus fare by the shortest route on production Please note that yot oftickets/receipt. Yours faithfully, General Manager. TYPES OF INTERVIEWS Interviews may be classified into eight categories: (1) Employment Interviews (2) Orientation Interviews Scanned with CamScanner (3) Counselling Interviews (4) Performance Appraisal Interviews (3) Grievance Interv (6) Correctional Interviews (7) Exit Interviews (8) Information Gathering Interviews. ews 1. Employment Interview interviewer who is applying fora The purpose of typical employment interview is to evaluate an TT for a postin the Post in the organisation. The applicant may be an outsider w! loyee who is seekinga transfer organisation and is thinking of joining it. He may bea current emp 'oY"" interviewer attempts to another position or city within the organisation. In such an intervie ee to learn about the applicant's educational qualifications, his past experi tess © PAT ED'S: his knowledge and his achievements in similar type of work. Howevels 1 Lis eer purpose. His purpose is to evaluate the position of the organization, its potenti . See place to work. While the interviewer asks questions to the interviewee, healso observes is behaviour, his interest in the job, his maturity and communication abilities. Although it is very difficult to assess the real potential of the applicant in the interview lasting a few minutes only, yet itis vital to get as much relevant information as possible from the interview both in terms of facts and in terms of the interviewee’s attitude and behaviour. The different types of interview used in an organisation are given below: Types of Interview Purpose Selecting new employees for the organisation or selecting current Employment interviews employees for transfers within the organisation, Orientation interviews Familiarising new employees with the organisation. Counselling interviews Helping employees with career, personal, or job-related problems. Performance appraisal Evaluating the employee's job performance, interviews Grievance interviews Hearing and responding to employee complaints Correctional interviews Instructing employees to change behaviour if the Engel unsatisfactory, pioy Exit interviews Gathering information from a a . and providin, 0 is leaving the organisation, 18 help to an employee wh Information-gathering Collecting work-related information f nae = a2 the interviews organisation, from persons within or-outside th jource: Dalmar Fisher, Communication in Organisations, Jaico Publishing H, Bombay, 199 18 House, Bombay, age 455. Scanned with CamScanner Interview VA9 Regarding the roleof theapplicant in; analysis, n Order 10 be able to ‘complishments, f obe prepared to HeNt, Support fo ‘ployment Interviews qhond fully to questions on te silutes, goals ailitien and se ask such questions Dart time edue must makea thorough self such as personal strengths, sons for being interested in the job. ition and the job as opportunitie: Sabout the orgy ‘ation, ete foradvane 2, Orientation Interviews The purpose of orientation interviews is onganisation. Itisalso to establish a posit iris said that the first impression is the formed in this interview strongly influence also givea lasting impr Otcquaint the new employee with his job and with the relationship between the employer and the employee, St impression, The initial attitudes and perceptions u ={heemployee’s motivation and morale on the job, They Ssion of employce’s personality on the mployer. In this type of interview itis always the interviewer who plays the important role, therefore he must make ample preparation for the purpose, He ‘must provide to the interviewee a copy of job description; he must give instructions relating to Parking, insurance and other benefit programmes, information on company policies, office space and devices such se computers, calculators and telephones equipments. He must also introduce the culture of the organization; its traditions, valus, etc: He must introduce the employee to people who will asset him in his training and further orientation, He must also give to the employee intial specific asks to perform. This is not all The manager conducting such an interview must provide information that che employee needs atthe same time clearly stating performance expectations from him. 3. Counselling Interviews Normally a counselling interview is initiated by the manager of an organisation to address a Problem that needs attention, but sometimes such an interview may be sought by an employee to discuss a problem. In a counselling interview, it is not always the counsellor counselling a subordinate, alternatively a superior may seek help and guidance from a subordinate. The problem that is discussed may be job-related or some personal or family problem which may affect work Performance. Such an interview is very helpful in solving problems, and building the working relationship between the counsellor and the subordinate. Itis also very useful for furthering the growth and development of the employee. 4. Performance Appraisal Interviews Performance appraisal interviews are conducted with several purposes, one of them is to appraise the work performance ofan employee. These are also conducted to recognise the accomplishments ofan employee; to give him a clear picture of his performance, to discuss needs for improvement and to induce the employee to improve his job performance. Whereas some of the organisations Scanned with CamScanner 150 Zommanication _————— ome organisation hold them hold such palf yearly ands Whenens: aPPPaisal interviews periodically, yearly oF , ; T the need is apparent. the employee's reaction to the mpact on ‘tional and happy and resolve become two But if the achievements of shard wir the time of his appointment, Joyee does not agree with the nt most effectively, Performance appraisal interviews have a great i Organisation, Ifhe is praised highly for his work he may =f to Work still harder for the organisation which ev Iuates i hima the employee compare unfavourably with the targets set Before "TT the interview may prove an eye opener for him. Howeven if there ine, @Ssessment, such an interview give him an opportunity a facts he might not have known or He can express a desire to help the manager by supplying him the understood about the performance. 5. Grievance Interviews th ; ‘ aint to the management A grievance interview givesan opportunity tothe employee to bring a comPISINE =D Te — at the voicing his grievance with the functioning of the organisation. The interv: preliminary stage and most grievances are resolved at the time of the interview. There are certain difficulties that come in his way of such interviews. When an employee appears before his boss, he may not be able to express himself fully and clearly due to the exalted status of the later. The other difficulty comes when the interview becomes a test of strength between the two Parties. In such an interview both the employer and the employee should try to establish a climate of open ways. Only then can the interview provide an opportunity for counselling and resolving the grievance. The approach of the employer should be clinical or curative rather than ‘legalistic and punitive. 6. Correctional Interviews A Correctional interview is conducted to take corrective actioy employee who has violated standards of conduct or disrupt has seriously failed to meet job performance requirements, interview because the employee and the employer both are difficulty in such an interview comes because most of the ey reprimand employees for fear of counteraction or for the s Nor disciplinary measures against an ed organisational cooperation or who . It is very difficult to conduct such an likely to be on the defensive. Another mployers or managers do not want to . . ake of personal relations. Correctional interviews should be conducted when both the . . some representative of the employee or some union leader ig alee yee ee CA: Ifa mediator oF along with the employee it might prove useful. Presuming that ho woo Ne © attend the interview interview should not accuse the employee openly. If he doubts aH Builty, the manager in such an he should not stateit openly. The employee should be given mente COFFective measure can be frankly. “1 Opportunity to express his feelings Scanned with CamScanner 7, Exit Interviews Interview 151 guch an interview is ustially conda wenyanemployce hax decided tote personel specialist may Fearn the reveal problems which the many Wel by some pers Me organis things thee per ANA the « sonnel speciali WON. His possi ‘Mployee would mans fthe ong risation to find out that in such an interview the ‘not want to tell the manager, He sation must sol it the employe Wis also possi ati " Me that the ihe organisation. In stich acasehe would moti a ic jl employee may be thinking of returning to rans tileca ¢ the organisation, It will be more usef chan interview, the interviewee j fanisation, Ht will be more useful if, in sucha . Herviewee 'stold that the matters discussed in the intersiee Il be treated asstrictly confidential, in the interview will be treated may vit interviews prove unproductive sincerely the reasons ofleaving, looses ta hain silent and does not tell 8, Information Gathering Interviews ‘The main purpose of information g are Mt pathering intervi ‘ws is to gain information for further decisions and actions, Such interviews May Occur between pee between organi » between superiors and subordinates or ind outside persons, tion member One popular form o: to collect data from formation gathering interview is survey interview which is conducted a number of people, That data are analysed and interpreted to determine future action. Manufacturers and employees conduct such type of interviews for improving and adapting their products to consumer's expectations. Whereas most of the information interviews are formally planned a chance meeting with a person may present an opportunity for seeking information. In all such interviews, whether planned or spontaneous, the interviewer has to be more effectiv and he should try to put the interviewee at ease and to establish rapport. If the interview is planned, the interviewer should formulate a list of questions to be asked in order to cover all desired topic: STAGING AND CONDUCTING EFFECTIVE INTERVIEWS Planning the Interviews Although many people think that interviewing avery simple act yoy tthe fact remains that it isavery difficult task which should be handled skillfully and for this purpose adequate preparation must be made, Preparation for the interview includes strategy, content, managing the environment, time and even seating arrangement, setting, i e ent of the interview, He should 1. Content First of all the interviewer should plan i content fof inten He sho establish the purpose of the interview, learn about the key ere ake Psychological climate and determine the structure of the interview. ; nee th

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