Interview

Meaning: “Deliberate active listing with a purpose to draw other person out, to discover what he really wants to say and to give a chance to express himself freely.”

Interview
• Definitions: According to Scott: “An interview is a purposeful exchange of ideas the answering of questions an communication between two or more persons.” According to Walter: “Interview is a conversation with a purpose and the purpose may be to get information to give information and to make friend.”

Types of Interview-Six Categories
1. Patterned or Structured Interview: • What kind of information is to be sought or given. • How the interview is to be conducted. • How much time is to be allotted to it, must be worked out in advance. • Questions will be asked in a particular order, with very little deviation. • If applicant wants to discuss something else, he is swiftly guided back to the prepared questions. Such interviews are also called standardized interviews, for they are pre planned to a high degree of accuracy and correctness.

Types of Interview-Six Categories
2. Non Directive or Free Interview: • In such an interview, the applicant is asked some very general questions, and he may reply to these in any way he likes for a considerable length of time. • Generally the candidate is encouraged to express himself on a variety of subjects, on his expectations and motivations, background and upbringing, interests, even political predilections, etc. the purpose of such interview is to determine what kind of person a candidate really is.

Types of Interview-Six Categories
3. Depth or Action Interview: • It is semi-structured in nature, and utilizes questions in key areas which have been studied in advance by the interviewer. • The typical discussed at such interview include the candidate’s home life, education, previous experience, aptitude, recreational interests, recreational interests, and hobbies. • The purpose of such an interview is to get a true picture of the interviewee by intensively examining his background and thinking so that a correct evaluation and decision may be made.

Types of Interview-Six Categories
4. Group Discussion Interview: • The interviewees are given certain problems and are asked to reach a specific decision within a particular time limit. • The applicants enter into group discussions, knowing that the interview is a test, but do not know which qualities are being measured or tested. • The object is to see how well individuals perform on a particular task or in a particular situation.

Types of Interview-Six Categories
5. Panel or Board Interview:

• In this type of interview, a candidate is interviewed by a number of interviewers. Questions may be asked in, turn or asked in random order as they arise on any topic.

Types of Interview-Six Categories
6. Stress Interview: • In stress interview the interviewer assumes a hostile role toward the applicant. • He deliberately puts him on the defensive by trying to irritate, embarrass, or frustrate him. • The purpose is to find out how candidate behaves in a stress situation.

Steps in Interview Process:
1. Preparation for the Interview: a. Establishing the objectives of the interview. b. Reviewing the candidate’s application and resume. c. Noting areas that show candidate’s strengths and weaknesses on which questions can be asked. d. Keeping the test scores ready along with interview assessment format. e. Selecting the interview method to be followed. f. Choosing the panel of experts who would interview the candidates.

Steps in Interview Process
2. Physical Setting: • The place of interview should be comfortable, private preferably away form noise and interruptions, neat and clean, well furnished, lighted and ventilated. • The room should, generally, have two doors, one to be used as entry and the other as an exit. • Drinking water, newspapers, magazines should be provided in the waiting room. • The interview should start at the fixed time and the candidate should not be required to wait unnecessarily.

Steps in Interview Process
3. Conducting the Interview: • The interviewer should first establish a rapport with the candidate and gain his confidence. • The interviewers should try to get complete and accurate information. For this purpose the interviewer should: a) Ask open end questions. b) Use the language which is clear to the candidate. c) Listen attentively and patiently d) Omit highly personal questions until one is sure that rapport has been fully established.

Steps in Interview Process
4. Closing the Interview: • The interview should be closed as happily as it began without creating any awkward situation for the interviewee. • It should be closed diplomatically so that the interviewee may feel satisfied that he was given a full hearing. • The interviewer should show some sign to an appropriate time, laying down the pen, pushing back the chair, standing up, saying thank you that’s all these are the signs.

Steps in Interview Process
5. Evaluation of Results: • After the interviews are over the interviewers are required to evaluate a candidate’s suitability for the job. • The evaluation is based on the observations, impressions, and information collected during the interview. • Weightage should be given to the information collected through application form, tests and other steps. • The evaluation may be done either by assigning grades for by allocating marks

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