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.
- Unstructured (nondirective) interview with the participant.
- Interview using a structured (directive) format.
- Interrogation in a Situational Situation.
- Interview with a behavioral component.
- A job-related interview will take place.
- Interview with a high level of stress
- Interview with a Panel (Board Interview).
- Interview with a single person.
- Interviews with a large number of people (Group Interview),
- Interview conducted over the phone
Unorganized (nondirective) interview
Interview using a Structured (Directive) Questionnaire
Interview in a Real-Life Situation
Interview with a behavioral component
Interview for a job-related position
Interview with a high level of stress
Interview conducted over the phone
Interview with a Panel (Board Interview)
Interview with a single person
Interviews with a large number of people (Group Interview)
How Can Interviews Be Conducted in a Professional Manner?
A variety of methods for conducting interviews are covered below, including the following:
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.