interview

Interviews

An interview is a method aimed to collect information from a person by asking questions and receiving spoken replies in return.

Interviews are one-on-one conversations between a prospective human resource and an interviewer who seeks responses from the interviewee in order to make a decision on whether or not to hire the candidate.

Interview is defined as follows:

Interviews, according to Gary Dessler, are “selection procedures that are supposed to predict future job performance based on the spoken replies of candidates to oral inquiry.”.

The interview is the most important part of the whole selection process since it determines who will be hired.

It is the main method of gathering extra information on a potential employee. It is used as the foundation for evaluating an applicant’s job-related knowledge, skills, and talents, among other things. Its purpose is to determine whether or not a candidate should be interviewed further, employed, or excluded from further consideration.

There are many different types of interviews.

  1. Unstructured (nondirective) interview with the participant.
  2. Interview using a structured (directive) format.
  3. Interrogation in a Situational Situation.
  4. Interview with a behavioral component.
  5. A job-related interview will take place.
  6. Interview with a high level of stress
  7. Interview with a Panel (Board Interview).
  8. Interview with a single person.
  9. Interviews with a large number of people (Group Interview),
  10. Interview conducted over the phone

Unorganized (nondirective) interview 

 
In unstructured interviews, there is often no defined pattern to follow, which allows the interview to go a variety of different ways. Because there is no framework, the interviewer is free to ask follow-up questions and investigate topics of interest as they arise.
 
An unstructured interview is one in which probing, open-ended questions are asked during the interview. A protocol is followed, during which various questions may be posed to different candidates.

 
Interview using a Structured (Directive) Questionnaire

 
In structured interviews, the interviewer prepares a list of the questions and permissible solutions in advance, and he or she may even assess and score alternative answers based on how suitable they are for the situation.
 
A structured interview is a kind of interview that consists of a sequence of work-related questions that are asked of each candidate for a certain position in the same way each time they appear.
 
In most cases, a structured interview will consist of four different sorts of questions.
 
Situational questions: In this kind of inquiry, you provide a hypothetical employment setting and ask the candidate what they would do in that case.
 
Job knowledge questions are designed to test an applicant’s understanding of the job in question.

 Job-sample simulation questionsInvolve circumstances in which an applicant may be needed to do a sample task from the job in order to qualify for the position.
 
Questions about the needs of employees: Make an effort to ascertain whether or not the candidate is willing to comply with the employment criteria.

Interview in a Real-Life Situation


An example of a situational interview is when you ask the applicant what he or she would do in a certain circumstance. Candidates are asked about the actions they would take in a variety of job-related events throughout the interview process. Respondents are asked to explain how they would respond if they were put in a hypothetical circumstance today or tomorrow during a situational interview.

Interview with a behavioral component


Candidates are asked how they would behave in real-life scenarios in a behavioral interview, which is conducted by a trained professional.

Candidates are questioned about actions they have performed in former employment settings that are comparable to those they may experience on the job throughout the interview process. After that, the interviewers are evaluated according to a grading criteria developed by employment specialists.

Structured questions are used in this interview to elicit information about the candidate’s prior conduct in various scenarios. All candidates are asked standardized questions regarding how they dealt with circumstances that were comparable to those they would experience on the job as part of this method.

In addition, the interviewer may use discretionary probing questions to elicit facts about the event, the interviewee’s conduct, and the conclusion of the conversation. The replies of the interviewee are then rated using rating systems that are based on their behavior.

Interview for a job-related position


The interviewer asks questions regarding prior experiences that are relevant to the job in issue during a work-related interview.

It consists of a series of job-related questions that are designed to elicit information on relevant historical job-related activities. The questions in this section do not concern themselves with hypothetical or real circumstances or scenarios. As an alternative, the interviewer asks questions that are relevant to the work, such as “Which classes did you like the most while in business school?”

Interview with a high level of stress


During a stress interview, the interviewer attempts to make the candidate feel uncomfortable by asking sometimes unpleasant questions about their past experiences. The goal, according to the theory, is to identify sensitive candidates as well as those with a low or high stress tolerance.

It is possible that stress interviews can assist identify hypersensitive individuals who may respond to minor criticism with rage or abusive behavior. It is done with the purpose of inducing anxiety in order to assess how a candidate would respond to stress on the job.

Interview conducted over the phone


Certain job candidates are subjected to purely online interviews, which may be more accurate than face-to-face interviews in terms of determining an applicant’s conscientiousness, IQ, and interpersonal skills.

Because neither side is concerned about their looks or handshakes, they can concentrate on providing substantial responses. Alternatively, applicants who are caught off guard by an unexpected phone contact from a recruiter may provide more spontaneous responses.
 

Interview with a Panel (Board Interview)


Known as a panel interview or a board interview, this kind of interview is carried out by a group of interviewers who evaluate each applicant and then aggregate their evaluations to get a final score for the candidate.

In this scenario, a single applicant is interviewed by a number of company representatives. Job candidates are required to provide oral replies to job-related questions given by a panel of interviewers while using this method of interviewing.

Each panelist then assigns a score to each interviewee based on factors such as work history, motivation, originality of thought, and oral presentation.

Individuals who sit on an oral interview board have traditionally used a subjective scoring system; hence, the results are vulnerable to the personal prejudices of those who sit on the board. Using this strategy may not be viable for positions where there are a big number of candidates who must be interviewed at the same time.

Interview with a single person


In a one-on-one interview, just one interviewer meets with only one applicant to discuss their qualifications. When a candidate goes through a conventional job interview, he or she meets with an interviewer one-on-one. Due to the fact that the interview may be a very emotional event for the candidate, meeting with the interviewer alone is often less intimidating.

Interviews with a large number of people (Group Interview)


The mass/group interview is a relatively new method in the western world, and it is nearly completely unknown there. It is a technique for discovering one’s own personal leadership style.

Multiple job candidates are put in a debate without a leader, while interviewers sit in the background to watch and assess the performance of the candidates.

In a mass/group interview, a panel of interviewers interviews a large number of applicants at the same time. The panel asks a question and then waits to see which contender takes the initiative in coming up with a possible solution.

How Can Interviews Be Conducted in a Professional Manner?

A variety of methods for conducting interviews are covered below, including the following:

Personal Interview

A personal interview is a one-on-one interview in which the applicant meets privately with a single interviewer to discuss his or her qualifications.

Sometimes a well-qualified applicant will go through a series of such interviews, first with a member of the human resources department, then with the manager whose unit has a job vacancy, and ultimately with the manager’s superior, if there is one. The remainder of this section is mostly concerned with the one-on-one situation.

Unstructured Sequential Interview is a kind of interview that is not structured.

In this kind of interview, after asking a variety of questions, each interviewer creates an individual judgment on the subject matter.

Interview with a Structured Sequential Design

An interview in which the applicants are evaluated on a standard evaluation form by each interviewer is known as a standard evaluation form interview. The assessments are then reviewed and compared by the top-level management before a decision is made on who to employ.

The interview in a group

A number of applicants are interviewed at the same time.

In most cases, they are free to discuss work-related issues between themselves while one or more observers evaluate their overall performance. When it comes to choosing managers, this style of interview is often regarded the most suitable; however, it may also be utilized with groups of existing workers to assess their potential for supervisory positions.

Interview with a Panel

One applicant is interviewed by a panel consisting of two or more representatives from the company. Each firm’s representative participates in the questioning and discussion of the panel, with the exception of the chairman, who is chosen by the panel. Using this method, the interviewers may work together to coordinate their efforts and to follow up on each other’s questions.

Interview with the assistance of a computer

To reply to the questions on a video screen, the applicant must hit the relevant key on his/her keyboard in order to go through the application process.

On the basis of preliminary experience, it seems that the technique is less time consuming than personal interviews, that candidates are more frank, and that it overcomes the lack of consistency between interviewers.

As a result, emotional reactions and interpersonal abilities cannot be assessed using this technique, as is obvious. However, it has the potential to be a useful extra tool in the selecting process.

Because of the expenses associated with programming and development, it seems to be the most cost-effective option when a large number of people are interviewed for a single position.

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