Applying and

Interviewing for
Employment.
Group Members:

•Saad (20020920-121).
• Aleena (20020920-125).
• Abdullah (20020920-126).
• Imaan (20020920-136).
• Isha (20020920-145).
• Sheraz (20020920-178).
1. Presenter: Imaan
Saleem.(20020920-136).
Application Letter

• Summary of your Strongest and most relevant skills

and abilities that will be expended in your resume or
selection criteria.
• Introduces you to potential employers and highlights
your suitability for the position you are applying for.
Purpose of Application Letters:

• To introduce your Resume.

• Persuade an employer to read.
• Request an Interview.
Format of Application Letter:

• Use a Professional Format.

• Create the Headings.
• Address the Letter to the Hiring Manager.
How to Write an Application Letter?
• Review the Information about the Company and Position.
• Open letter by describing your Interest.
• Outline your Experience and Qualifications.
• Include Aspects of Your Personality.
• Express Appreciation.
• Close the Letter.
Understanding the
interview process
Presented by: Aleena ShahNawaz
(20020920-125)
 Interview process

An employment interview is a meeting during which you and a potential employer

ask questions and exchange information.
As you get ready to begin interviewing, keep three points in mind:
1. The process takes time.
2. Don’t limit your options.
3. Interviews are a two way discovery process.
 Typical sequence of interview

The interview process vary from company to company, but most firms interview
candidates in stages as they narrow down the list of possibilities.
• The screening stage
• The selection stage
 Contd…

• The Screening Stage:

During the screening stage of interviews, use the limited time
available to confirm your fit for the position.
• The Selection Stage:
During the selection stage, continue to show how your skills
and attributes can help the company.
 Common Types Of
Interview
Presenter: Abdullah Zafar Cheema.
(20020920-126).
 Structure Interview:
• A structured interview (also known as a standardized
interview or a researcher-administered survey) is a
quantitative research method commonly employed in
survey research. The aim of this approach is to ensure
that each interview is presented with exactly the same
questions in the same order.
 Importance:
• Structured interviews introduce more objectivity into
your hiring process—even when there are multiple
interviewers involved. By creating a standardized list of
questions and assessment methods, you can make
equitable comparisons between candidates because
you've left less room for common interviewer biases.
 Unstructured Interviews:
• An unstructured interview is a data collection method
that relies on asking participants questions to collect
data on a topic. Also known as non-directive
interviewing, unstructured interviews do not have a set
pattern and questions are not arranged in advance. The
interviews asks a set a set series of questions in a fixed
order.
 Method:
• Unstructured interviews do not use any set questions,
instead, the interviewer asks open-ended questions
based on a specific research topic, and will try to let the
interview flow like a natural conversation. The
interviewer modifies his or her questions to suit the
candidate's specific experiences.
 Panel Interview:
• Panel interview refers to a type of interview which
includes one applicant and several interviewers, often
representatives of different departments within a
company like the hiring manager and a member of the
human resource recruitment team.
 Group Interviews:
• A group interview is an interview technique in which
several candidates are interviewed simultaneously for
similar positions. To be successful, group interviews
must be well planned and executed. The plan also
needs to outline the company objectives and purpose
for using a group interview strategy.
 Advantages:
• One of the biggest benefits of a group interview is how
quick it is. Instead of having to devote a whole day to
meet each applicant one by one, you talk to them all in
one shorter session. Alternatively, you could spend the
same amount of time and meet a much bigger pool of
candidates.
Presenter: Isha Umer.
(20020920-145)
 Major categories of interview Questions:

• INTERVIEWING TECHNIQUES ALSO VARY BASED ON THE TYPES

OF QUESTIONS YOU ARE ASKED. YOU
• MIGHT ENCOUNTER TWO OR MORE TYPES OF QUESTIONS
WITHIN A SINGLE INTERVIEW, SO BE PREPARED
• TO SHIFT YOUR ANSWERING APPROACH IF YOU DETERMINE .
• THE INTERVIEWER IS USING DIFFERENT TYPES OF QUESTIONS .
 Contd…

1.Behavioral interview questions.

2.Situational interview questions.
3.Case interview.
4.Stress interview .
 1. Behavioral Interview Questions
• Behavioral interviewing focuses on a candidate’s past
experiences by asking candidates to provide specific
examples of how they have demonstrated certain
behaviors, knowledge, skills and abilities.
• Regardless of the overall style of an interview , you
should expect atleast few behavioral questions.
 Contd…

1. Tell me about a time you had to deal when your teammate who refused to
do his or her share of work.
2. Describe your last high stress project and how you dealt with pressure.
3. Tell me about a mistake you made on the job and how you resolved the
situation and learned from the error.
4. Tell me about an important goal you set for yourself and how you
achieved it.
 2 )Situational Interview questions:

• Situational interview questions are similar to behavioral

questions except they focus on how you would handle
various situations that could arise on job.
• The situation will relate closely to the job you’re
applying for , so the more you know about a company
and position the better prepared you will be.
 3) Case Interview
• In a case interview, you are asked to solved a business
challenge with limited time and information.
• The case interview is a scenario modeled after a real
business or management problem. Candidates are asked
to analyze a problem and provide a solution based on
the information given.
 Preparation for the case study:
1.Listen to the interviewer and ask questions.
2.Think before speaking.
3.Focus on high impact issue.
4.Demonstrate business judgement.
5.Make quick and accurate calculations.
4 ) Stress Interview:

• Stress interview questions are designed to put the

interviewee into an awkward situation, to see how they
perform under stress.
• Some jobs require employees to work under stress, and
some interviewers just like to see how applicants
handle stressful questions.
• Best Stress Interview Questions To ask
interviewer:
1.How do you feel this interview is going?
2.How many other jobs are you applying for?
3.What would you do if you saw a colleague stealing supplies or
equipment?
4.Was the stress of your previous job too much for you?
5.How successful do you think you’ve been so far
Presenter: Sheraz Hussain.
(20020920-178).
 Media interview
•  An interview with a journalist or other member , for different job
purposes. In public relations, these interviews are meant to provide
information and detail, create interest and build awareness. There are
many kinds of media interviews, from television to radio and print.
Media interview
 Interviewing by Phone:
• Treat a telephone interview as seriously as you would an inperson
interview.
 Interviewing by Video:
• To get ready for a video interview, prepare the
space you will be in, set up and verify the
technology you’ll be using, and dress as you
would for an in-person interview.
Interviewing by video:
 Tips for Media Interview:
• Be prepared.
• Practice your answers.
• Talk on a landline if possible.
• Dress for a business meeting
• Answer your phone professionally.
• Maintain good posture.
• Finish each answer in a definitive way.
• Speak clear.
• End on a positive note.
Tips for Media Interview:
 n k you …
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