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INTERVIEW
__GAURI MHASE - 216
 INTERVIEW METHOD IN EMPLOYEE SELECTION

INTRODUCTION
● An interview is a face-to-face meeting between one or more interviewers
● An interview is a face-to-face meeting between one or more
who are collecting information or making hiring decisions and an
interviewers who are collecting information or making hiring
interviewee.
decisions and an interviewee.
● Enables to determine if an applicant’s skills, experience and
personality meet the job’s requirement.

● Almost all organizations use the interview in hiring for almost all
positions.

● Studies across Europe and United States have shown that people
INTERVIEW
rate interviews as among the most fair selection procedures that
organizations use.
 UNSTRUCTURED INTERVIEW STRUCTURED INTERVIEWS
❖ Also called as non-directive interview. ❖ Preplanned series of questions.
❖ Resembles an open minded, informal, friendly ❖ Definite format of interview involving:
conversations. __Charters a job-holder’s sequence of
❖ No prepared questions or predetermined line of
activities in performance
investigation.
__An inventory or questionnaire may be used
❖ The interviewer should explain:
❖ Care is needed to set up conversations.
__The purpose of the study
❖ Makes the interview relatively standard.
__The particular focus on this interview
❖ Shows greater reliability and validity than the
❖ Interviewer generally uses a questioning strategy to
unstructured interview reducing the likelihood of
explore the work the job holder performs.
bad hiring.
❖ Listening and taking notes for enabling follow up
❖ Ensures to reduce discrimination issues
questions.
❖ Involves questions and response that are free
flowing.
RELIABILITY AND VALIDITY OF STRUCTURED INTERVIEW

❖ The average correlation between interview outcome and job

performance was larger for the structured interview studies than for
unstructured interview studies.

❖ Difference in interview validity can be attributed to lower reliability

of unstructured interviews compared to that of structured interview.

❖ Also there are various factors that can enhance the Reliability and
Validity of a structured interview.
 ADVANTAGES OF INTERVIEW

❖ Allows for longer and more detailed answers to questions.

❖ Allows the interviewer and interviewee to ask one another for clarification.

❖ The interviewer can ask the interviewee to explain an unclear answer or to provide additional details.

❖ Interviewee can ask the interviewer to rephrase an unclear question or to indicate if the appropriate level of
detail has been given.
 DISADVANTAGES OF INTERVIEW

❖ Time consuming and training is needed.

❖ Interviewer can affect the answers of the interviewee.

❖ Interaction between interviewer and interviewee will

differ from interview to interview.

❖ Differences in the interviewer’s ability and personalities

can affect the interview process and interviewee’s
responses.
 INTERVIEW OUTCOME

❖ Flexible method for all jobs

❖ Generate descriptive data

❖ Enable job-holders to interpret their activities.

❖ Job-holders can give overview of their work and offer perceptions

and feelings about their jobs and the environment.

CONCLUSION
❖ Structured and unstructured interview target to job knowledge and
skills, person organization fit and interpersonal skills

❖ Unstructured interviews target general intelligence, education and prior

experience..
 ❖ Technology has allowed to conduct interviews remotely.

❖ Telephone and webcam interviews have become increasingly popular for distant applicants.

❖ Also video and telephone interviews are prevailing.

REFERENCES

❖ https://hr-guide.com/selection/methods_interviews.htm
❖ https://job-analysis.net/G011.htm
❖ https://resources.workable.com/tutorial/conduct-structured-interview#:~:text=A%20structured%20interview%20is
%20a,effective%20as%20the%20traditional%20interview
❖ https://www.talentlyft.com/en/resources/what-is-unstructured-interview#:~:text=Unstructured%20interview%20def
inition,her%20mind%20on%20the%20spot
THANK YOU