Human Resource Knowledge

Types of interview

The types of interviews are:

1.Informal Interview.
2.Formal Interview.
3.Planned Interview.
4.Patterned Interview.
5.Non-directive Interview.
6.Depth Interview.
7.Stress Interview
8.Group Interview.
9.Panel Interview.

Preliminary Interview

·Informal interview
·Unstructured interview.

Core Interview

·Background information interview.
·Job and probing interview.
·Stress Interview.
·The group discussion interview.
·Formal and structured interview
·Panel interview
·Depth interview.

Decision-Making Interview:

Preliminary Interview:

Informal Interview: This is the interview which can be conducted at any place by any person to secure the basic and non-job related information.

Unstructured Interview: In this interview the candidate is given the freedom to tell about himself by revealing his knowledge on various items / areas, his background, expectations, interest etc. Similarly, the interviewer also provides information on various items required by the candidate

Core Interview

Background Information Interview:

This interview is intended to collect the information which is not available in the application blank and to check that information provided in the application blank regarding education, place of domicile, family, health, interests, hobbies, likes, dislikes, extracurricular activities of the applicant.

Job and Probing Interview This interview aims at testing the candidate’s job knowledge about duties, activities, methods of doing the job, critical/ problematic areas, methods of handling those areas etc.

Stress Interview: This interview aims at testing the candidate’s job behavior and level of withstanding during the period of stress and strain. Interviewer tests the candidate by putting him under stress and strain by interrupting the applicant from answering, criticizing his opinions, asking questions pertaining to unrelated areas, keeping silent for unduly long period after he has finished speaking etc. Stress during the middle portion of the interview gives effective results. Stress interview must be handled with at most care and skill. This type of interview is often invalid. As the interviewee’s need for a job, his previous experience in such type of interviews may inhibit his actual behavior under such situations.

Group Discussion Interview: There are two methods of conducting group discussion interview, namely, group interview method and discussion interview method. All candidates are brought into one room i.e. interview room and are interviewed one by one under group interview This method helps a busy executive to save valuable time and gives a fair account of the objectivity of the interview to the candidates.

Under the discussion interview method, one topic is given for discussion to the candidates who assemble in one room and they are asked to discuss the topic in detail. This type of interview helps the interviewer in appraising, certain skills of the candidates like initiative, inter-personal skills, dynamism, presentation, leading comprehension, collaboration etc.

Interviewers are at ease in this category of interview because of its informality and flexibility. But it may fail to cover some significant portions of the candidates’ background and skills.

Formal and Structured Interview: I this type of interview, all the formalities, procedure like fixing the value , time, panel of interviewers, opening and closing, intimati0ng the candidates officially etc. are strictly followed I arranging and conducting the interview. The course of the interview is preplanned and structured, in advance, depending on job requirements. The questions items for discussion are structured and experts are allotted different areas and questions to be asked. There will be very little room for the interviewers to deviate from the questions prepared in advance in a sequence.

Panel Interview: Interviewing of candidates by one person may not be effective as he cannot judge the candidates in different areas/ skills owning to lack of knowledge and competence in multiple disciplines and areas. Hence most organizations invite a panel of experts, specialized in different areas / fields / disciplines, to interview the candidates. A panel of experts interviews each candidates, judges his performance individually and prepares a consolidated judgment based on each expert’s judgment and weighted of each factor. This type of interview is called as panel interview. This type of interview would be more effective as each candidate is prepared by an expert in relevant areas. Experts should be cautioned against over accuracy, excessive weight-age to a particular factor, domination of other experts etc.

Depth Interview: In this type of Interview, the candidates would be examined extensively in core areas of knowledge and skills of the job. Experts in that particular field examine the candidates by posing relevant questions as to extract critical answers from them, initiating discussions regarding critical areas of the job, and by asking the candidates to explain even minute operations of the job performance. Thus, the candidate is examined thoroughly in critical / core areas in their interviews.

Labels: HRM

posted by Paresh @ 11:29 AM