Interview - etymology and definition

Interview - in French - ‘entre void’ - means

‘to glimpse’ or ‘to see each other’,

“Obtaining information, usually by meeting and questioning”

“Formal in-depth conversation conducted to evaluate the

person concerned”

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 Why Interviews? – A few cases

 To asses psychological factors

 To evaluate communication skills & inter-

personal skills

 To obtain detailed information from candidate (s)

 To give additional information to candidate (s)

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 Features of Interviewing

1. At least 2 parties: Interviewer (s) and Interviewee

2. Definite purpose, usually known to both the parties

3. Both need preparation, barring a few exceptions

4. Usually pre-arranged

5. Clear exchange of information.

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 Types of Interview – a few cases

A. Based on Purpose:

1. Selection Interviews, Admission Interviews

2. Orientation Interviews
Candidate is given information about the job and given a chance to ask
questions. Senior boss may meet the new employees.

3. Counseling Interviews
For counseling – say on behavioral problems, family problems,
career advancement, choice of job etc.

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 A. Based on Purpose – contd …

4. Interrogation by police

5. Evaluation Interview (Merit Rating Interview)

These are used during the process of performance appraisal to evaluate
the performance of the employee and to give and get feedback.

6. Broadcasting Interview
For publication in print or visual media.

7. Exit Interview
Data are gathered on why the worker is leaving the job.
The worker is given a chance to explain himself.
Emphasis is on the event and not on the person.
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 B. Based on type of Questions

Structured or Patterned Interview

A set of pre-determined Questions to all candidates - used when there are
a large number of candidates.

Unstructured Interview
Unplanned, impromptu questions are asked keeping in mind the purpose of the
interview. It is used when personal details are to be analysed.
Disadvantage is that key factors may be ignored.

Mixed Interview
Both structured and unstructured questions are asked.
It is the most common type of interview.

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 Based on purpose and mode of conducting

Behavioral Interview: Questions based on hypothetical situations

are asked to test the reasoning and analytical abilities of the candidate.

Stress Interview
A series of harsh rapid fire questions are asked with a view to upsetting the
candidate in order to test the response to stressful situations -
Complaint Handling, Police Interrogation etc.

Depth Interview: A series of questions are asked with the intention

of going deep into the details of the interviewee.

Group Interview
Group of interviewees are interviewed simultaneously, mainly to test
the inter-personal abilities of the candidates.
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 States in an Interview: varies – following is an
example:

Pre-Interview Stage or Preparation Stage

Both parties need adequate preparation prior to the
Interview. Broadcasting interview may be an exception.

Opening stage
Introduction is made and purpose is explained. An atmosphere where
matters can be discussed in a free and frank manner is built.
The Interviewee is put at ease. (Except in the case of stress interview).

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 States in an Interview: contd …….

Middle or Main Stage

Detailed questioning of the Interviewee is done. Probing,
Clarification & explanation are done. Listening very important.

Closing stage
Summing up what. An abrupt ending may be avoided.
Thank each other. Indicate follow-up action if any.

Post-Interview or Evaluation stage

Interviewer noting down the evaluation & the interviewee may be asked
to give a written report as to what has happened during the Interview.

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 Problems in the conduct of Interviews effectively

•Lack of expertise of Interviewers & failure to seek relevant information.

• Possibility of snap judgments

• Chances of Stereo-typing, Halo effect, Contrast effect and Projection error

on the part of the interviewer which may lead to biased Evaluation.

•Possibility of external pressure (s) on the Interviewers.

These problems are not inherent to the “Interview”.

Instead, they are associated with the parties concerned and procedures involved.

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 Some Tips to the Interviewer - Before the Interview

• Know the purpose of the interview.

• Study the resume of interviewees.

• Plan the Event -

Decide what information is needed to be collected
Decide what questions are to be asked.

• Refresh your knowledge of the subject, as candidates will come prepared.

• Prepare to have an open, positive attitude.

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 To the Interviewer: During the Interview

 Have a proper start to the interview

 Put the Interviewee at ease. (exception:

stress interview)

 Tell the candidate what you want to cover.

 Ask the right Questions.

 Omit personal and controversial questions.

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 To the Interviewer: During the Interview – contd …

 Let the candidate do most of the talking. Listen

to the answers. Use proper body language to
respond to the candidate while he is answering.

 Never be rushed.

 Ensure that there are no interruptions.

 Take down notes for proper evaluation.

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Some Tips to the Interviewee - Before Interview

 Have thorough preparation - academic, technical,

G. K. etc.

 Know the organization.

 Know yourself, your strengths, weakness,

interests etc.

 Think of possible questions and of their answers.

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Some Tips to the Interviewee – During the Interview

 Be presentable (Wear neat, formal dress)

 Ask permission before you enter. Greet

everybody. Sit after you’ve been asked to.

 Listen to the questions.

 Be organized in your answers.

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 Some Tips to the Interviewee – During the Interview – contd. …

 Give complete answers to all questions. Never

bluff or boast.

 Avoid criticism or unnecessary argument.

 When given the chance, ask relevant questions.

 Thank everybody before leaving.

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 Interviews over Telephone & Online -
A few tips to remember:

1. Make up the mind as if for a regular interview; proceed the same steps.

2. Try out the equipment beforehand and make sure it is proper.

Use audio and visual check

3. Usually of shorter duration. Use short questions & the answers

must be to the point.

4. Be aware of distance and time-zones & be ready to overcome barriers.

5. In interviews using camera, as the parties can see each other,

appearance & adherence to dress code also needs importance.
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 Preparing for a Placement/ Job Interview

1. Expect to explain problem areas on your résumé.

2. Build interviewing experience with less important jobs first.

3. Videotape or tape record a practice session to see how you come across

4. Get free from nervousness - take deep breaths, ABC diagram etc.

5. Remember that you also are evaluating the interviewer and the
organization. This will improve confidence.
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 Preparing for a Placement/ Job Interview – contd …

6. Arrive on time or a little early.

7. Be courteous and congenial to everyone.

8. Introduce yourself to the receptionist and wait to

be seated.

9. Dress professionally.

10. Greet the interviewer confidently.

11. Wait for the interviewer to offer you a chair.

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 Preparing for a Placement/ Job Interview – contd …

12. Be effective in Kinesics & Eye Contact.

13. Convey a positive attitude – smile/ pleasant face etc.

14. Sound enthusiastic and interested–but sincere.

15. Be well prepared on the most frequently asked

questions with conceptual clarity.

16. Be ready with your success stories.

17. Rehearse your closing statement.

18. Remember: at some parts of the interview you will be in

charge.
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 Some Important Areas that the prospective
Employers are concerned about & probe

 Communication skills: Ability to present yourself & your ideas?

 Attitude: Do you have a positive attitude about self and career?

 Aptitude. Do your education, training & experiences qualify for the

position?

 Potential. How do your attitude and aptitude combine to contribute to the

orgn.?

 Motivation. What are your short- and long-term career goals? Why this job?
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 Answering Interview Questions Effectively

 Avoid answering with a simple "yes" or "no."

 Aim your answers at key requirements for the job

 Do not lie.

 Don't be: a “know-it-all”, overbearing, aggressive

or conceited.
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 Answering Interview Questions Effectively – contd …

 Never make derogatory statements about your

present or former employers.

 Show what you can do for the company; avoid an

attitude of "What can you do for me?“

 Don't inquire about salary, vacations, and bonuses

until the interviewer raises the issue or until you
are offered the position.

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 Some Standard Interview Questions

 What would you like to tell me about yourself?

 Why do you want this job?

 What best qualifies you for this job?

 What are your key strengths?

 What are your weaknesses?

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 Some Standard Interview Questions – contd ….

 What did you like and dislike about your last job?

(see last slide)

 Do you consider yourself a team player? Why?

 What are your career goals?

 Where do you expect to be five years from now?

 What salary do you expect to receive?

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 Some Good Questions for the candidate to Ask

 What will my duties be?

 Do you have a written job description for this

position?

 What is it like working here, in terms of the

people, management practices, work loads,
expected performance, and rewards?

 Who would be my immediate supervisor?

 What is the salary for this position?

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Some Good Questions for the candidate to Ask – contd ……..

 What training programs does this organization

offer?

 What are the possibilities for promotion?

 What is the first problem that needs the

attention of the person you will hire?

 What is the organizational structure, and

where does this position fit within it?

 When will I hear from you regarding further

action on my application?
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 Closing the Interview - Interviewee
 When the interviewer signals the end of the
interview, stand up and take formal leave.

 Find out what action will follow. Ask, “When can

I expect to hear from you?” or like.

 After reply, say “If I don't hear from you by then,

may I call you?“

 Thank the interviewer.

 Take notes on the interview as soon as you leave.

 Alert your references that they might be called.

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 An example

Question:
Why do you want to leave your present job?

Shall not:
Blame the job or employer. Be truthful too.
Avoid making negative statements.

Say some simple reasons such as distance, need for a better job etc.

Be always positive. example:

“I was not thinking of changing jobs. I am not unhappy
where I am, but I was told this was an opportunity
worth discussing.”
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