Objective of Interview
• Interviews provide a chance to verify the information on an
Judgment applicant's resume and assess their qualifications,
of demeanor, and attitude.
applicant
• Interviews also serve to inform candidates about the company, job
Information details, work hours, benefits, and opportunities for advancement,
for the helping them make informed decisions about employment.
applicant
• Conducting interviews with courtesy enhances the company's
goodwill. If a candidate is not selected, constructive feedback is
Promote provided to maintain a positive impression.
goodwill
Types/Classification of Interview
• 1. Preliminary Interview:
• This type is conducted to screen applicants and determine
if they should proceed to more detailed interviews.
Candidates are informed about the job details, allowing
them to assess their fit for the role. However, inexperienced
interviewers may inadvertently eliminate strong
candidates, despite the method saving time and resources
for the company.
• 2. Telephone Interview:
• Often used as an initial screening step, telephone
interviews allow employers to gauge candidates before
inviting them for in-person meetings. This format enables
candidates to refer to notes, but it requires the same level
of preparation as face-to-face interviews. Candidates
should speak confidently and clearly to make a strong
first impression.
• 3. Patterned Interview:
• In this structured format, the interview follows a
predetermined pattern, with specific questions and
topics outlined in advance. This approach helps keep
the conversation focused and ensures that all
relevant information is covered.
• 4. Depth Interview:
• This type aims to explore the interviewee's
background in detail, covering aspects such as life
history, work experience, academic qualifications,
and personal interests. Depth interviews are
particularly useful for executive selection but require
more time and resources.
Guidelines for Effective interview
1. Ensure that the interview 2. Interviews should be
has a clear schedule known to conducted by trained and 3. Provide interviewers with
both experienced interviewers to specific guidelines to follow
interviewers and candidates. ensure professionalism during the interview process.
and effectiveness.
4. Maintain an element of 5 Conclude the interview in a
privacy for the interviewee to tactful manner, ensuring the
create a candidate feels
comfortable environment. satisfied with the process
Research Findings on Interviews
1. Structured interviews are generally more reliable than unstructured ones.
2. Interviewers are more affected by negative information than positive.
3. More job-related information increases inter-rater reliability among interviewers.
4. Initial impressions can create biases that influence the overall decision.
5. Interviews are most effective at estimating intelligence, but they do not add value
beyond test data.
Summary of Group Discussions and Interviews
Group Discussion (GD) is a method used to evaluate candidates through
comparative analysis, focusing on skills such as:
- Communication
- Interpersonal Skills
- Leadership
- Team Building
Interviews aim to gather information about a candidate’s suitability by
assessing:
- Educational
- Qualifications
- Previous Work
- Experience
- Personal Qualities (e.g., manners, appearance)
In conclusion of our presentation, we would like
to extend our sincere thanks to the professor who
gave us the opportunity to stand before you
today. This experience was valuable and
influential, and we hope that we have
succeeded in presenting what is worthy of your
expectations. Thank you all for listening!
