INTERVIEW-TYPES
OF
NEWS INTERVIEW
SUBMITTED BY: SUBMITTED TO:
KOMALPREET MA’AM RANDEEP
KAUR KAUR
196711
What is an interview?
The term interview has been derived
from the French word entre voir that
means to glimpse or to see each
other. By definition it means a
meeting for obtaining information by
questioning a person or persons.
.
Interview as defined by The Oxford
Advanced Learner’s dictionary
A formal meeting at which somebody is asked
questions to see if they are suitable for a particular
job or course of study of a college/university.
Private meeting between people where
questions are asked and answered.
To ask somebody about their life, opinions
especially on radio or television or for the
newspaper or magazine.
The Purpose of an Interview
An interview has two purposes :
To find if the candidate has the
right attitude and fits the
requirement and company
culture
To find the best candidate to fill
a vacancy
Types of Interviews
BASIS
CLASSIFICATION ACCORDING TO
STRUCTURE
CLASSIFICATION ACCORDING TO THE
PURPOSE
CLASSIFICATION ACCORDING TO
INTERVIEW’S CONTENT
CLASSIFICATION ACCORDING TO
ADMINISTERING THE INTERVIEW
I. CLASSIFICATION ACCORDING TO
STRUCTURE
1. STRUCTURED OR DIRECT INTERVIEW
The questions and acceptable responses
are specified in advance
Responses are rated for appropriateness
of content
Also called standardized interviews as
they are pre planned to a high degree of
accuracy and precision.
2. UNSTRUCTURED OR INDIRECT
INTERVIEW OR OPEN-ENDED INTERVIEW
Not directed by questions or comments
as to what the candidate should be asked
No set format is followed
Candidate is encouraged to express
himself on any topic of his interest, his
expectations, background etc.
Interviewers look for traits of character
and nature of his aspirations, strengths,
weaknesses, potential etc.
3. SEMI-STRUCTURED
INTERVIEW
specific topic areas
a general set of questions
but the interview flows like a
conversation and topics are
covered as they come up.
Pros and Cons of Structured &
Unstructured Interview
STRUCTURED INTERVIEWS
More reliable and valid as all candidates
are asked the same set of questions
Enhance consistency across candidates
UNSTRUCTURED INTERVIEWS
Flexibility to pursue points of interest as
they develop
Help in assessing the clarity of thoughts
of the candidate
II. CLASSIFICATION
ACCORDING TO
PURPOSE
1. STRESS INTERVIEW
This type of interview is
rare in the present job
scenario. It was a very
common interview method
when selecting for sales
position
Stress interview means
Being asked more than one question at a
time;
Being asked further questions without
being allowed adequate time to respond;
The interviewer adopts a hostile behavior
and deliberately puts the candidate on
defensive by trying to annoy, embarrass or
frustrate him;
He asks questions rapidly, criticizes
his/her answers, interrupts him/her
Why stress interviews?
This interview is an attempt
to see how the candidates
handle themselves under
stress.
So, the interviewer
deliberately assumes a
sarcastic or argumentative
position.
The trick for the
interviewee is to remain calm
2. APPRAISAL/ ASSESSMENT
INTERVIEW
A discussion following a performance
appraisal
In which the supervisor and employee
discuss the employee’s rating and
Possible remedial actions to be taken.
3. EXIT INTERVIEW
When an employee leaves the company
for any reason, an exit interview is
conducted
Aims at eliciting information about the
job or related matters
Help the employer in having a better
insight into what is right or wrong about
the company
Highlights the work of an HR Manager
III. CLASSIFICATION ACCORDING
TO
ADMINISTERING INTERVIEW
1. ONE TO ONE INTERVIEW
Single interviewer who takes interview
one by one
Maybe structured, unstructured or
sequential
Easier to handle, generally more informal
Best way to handle such interviews is to
relate them as a form of a conversation
2. SEQUENTIAL/SERIAL INTERVIEW
These interviews are Those in which the
applicant is interviewed Sequentially by
several persons (interviewers)
Each one rates the applicant on a
standard evaluation form and these ratings
are then compared before the hiring
decision is taken.
Each interviewer rates from his/her own
point of view, asks different questions and
forms an independent opinion of the
candidate.
3. GROUP INTERVIEW/ GROUP
DISCUSSION
The main purpose of this interview is to
see how the interviewee interacts with
others and how he/ she influences others
with his/her knowledge and reason.
Also known as GD’s, a topic for
discussion is given to a group.
4. PANEL INTERVIEW/ COMMITTEE
INTERVIEW
A panel interview comprises more than
two members interviewing a person for the
hiring.
It is most common mode of interview
when hiring at the senior level. The
interviewee should try to connect with each
interviewer and the best way to do this is
to read the personality of each interviewer.
IV. CLASSIFICATION ACCORDING
TO INTERVIEW’S CONTENT
1. SITUATIONAL INTERVIEW
Here the interview will focus on
the individual’s ability to project
what his behavior will be in a
given situation.
The interview can be both
structured and situational with
predetermined questions requiring
the candidate to project what his
behavior will be.
3. BEHAVIOURAL INTERVIEW
Here a situation is described and
candidates are asked how they have
behaved in the past in such a situation.
While situational interviews ask
candidates to describe how they would
react to a situation in future, The
behavioral interviews seek candidates
to describe how did they react to
situations in the past.
.
4. PSYCHOLOGICAL
INTERVIEWS
Psychological
interviews are interviews
conducted by a
psychologist,
In which questions are
intended to assess
personal traits such as
reliability or dependability
etc
SOME MORE TYPES :
TELEPHONE INTERVIEW
Phone interviews are
increasingly used in
mass hiring.
The interview is conducted entirely
over the phone and this is very effective
in eliminating any bias that may arise
from the appearance and manner of the
candidate.
WALK-IN INTERVIEW
(no specific candidates
are called, but those who
are eligible can come with
their valid documents)
VIDEO CONFERENCING
(using video technology;
clothing, body language
and dialogue are
important here as well)
GENERAL
You and the PAO may grant this type of
interview on a case-by-case basis,
depending on the sensitivity of the issue
and if the subject matter is not beyond
the responsibility of the person to be
interviewed. The PAO should monitor the
interview and tape-record it in case
questions arise later on the context of the
answers or if the interviewee is misquoted.
EDITED
As you already know, any interview,
whether it be print, radio or television, may
be edited if it is not done live. The problem
with the edited interview is that an answer
may be edited out of context. One answer to
this problem is to have command personnel
only appear on live radio or television shows.
However, even alive interview can be
stage-managed by the host. The best advice
about this interview is that you know the
people you are dealing with.
AMBUSH
This type of “on-the-run,” unantici-
pated interview usually is related to
some major issue or controversial
event. The person leaves his home,
a congressional hearing or a
courtroom, and is suddenly faced
with television cameras,
microphones and shouted questions.
The main rule here is to keep cool,
smile and move as soon as possible.
REMOTE
This is similar to the general interview but
involves the interviewee in one location
(such) as on the ship’s bridge or pier)
and the interviewer in a television studio
asking questions. There may also be a
third party linked by another remote
location or in the television studio. The
interviewee has an earplug to hear the
questions..
