The document discusses different interview techniques used by employers. It describes structured and unstructured interviews, as well as situational, behavioral, job-related, and stress interviews. Interviews are also classified based on how they are administered, such as one-to-one, serial, panel, and phone interviews. The document notes that while various techniques exist, interviews can still be unsuccessful due to errors by the interviewer. It recommends using structured situational interviews, carefully selecting important traits to assess, and avoiding common interview mistakes to conduct effective interviews.
2. What is an Interview?
▪ Term “Interview” derived from the french
word
▪ It means to glimpse or to see each other
▪ Definition: It is a meeting held for obtaining
information via means of oral communication
▪ Interview can have different meanings not
only restricted for job applications. E.g.
Reporter interviews a celebrity for Television
shows
3. What is a Job Interview?
▪ A conversation between a job applicant and a representative of an employer
▪ It is conducted to assess whether the applicant should be hired to fill vacant
space
▪ It is usually face-to-face interviews and include paperwork
▪ Most commonly used questions job applicants can expect about his/her:
▪ Educational background
▪ Previous work experience
▪ Questions related to personal characteristics and goals
4. Purpose of an Interview
❏ 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
5. What does an interviewer look for?
❏ Who you are as a person
❏ Your knowledge
❏ Your skills
❏ Your attitude
❏ Your ability to interact with people
❏ Your capacity to take work pressure
6. What happens after interview?
It mainly depends on the techniques applied by the interviewer and based on
these techniques, how the candidate responds. We will be exploring different
techniques of interview used by the employers to get hold of perfect candidates
7. How interview techniques are classified ?
Classified according to
Structure
Interviewer’s Content
Administering the interview
9. Structured and Unstructured Interview
➢ 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
➢ 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
➢ Interviewers look for character traits -
aspirations, strengths, weaknesses, potential
Structured or direct Interview Unstructured/Indirect/Open-ended
Interview
11. Situational Interview
➔ Focuses on the individual’s ability to
project what his behavior will be in a
given situation
➔ Interview can be both structured
and situational with predetermined
questions requiring the candidate to
project what his behavior will be
12. 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.
13. Job Related Interview
➔ Interviewer tries to deduce what the
applicant’s on-the-job performance would
be, based on his answers about his past
behaviors
➔ Job related questions are asked to draw
conclusions about the candidate’s ability to
handle the job to be filled
14. Stress Interview
➔ Being asked more than one question at a time
➔ No adequate time is allowed to respond
➔ Interviewer adopts a hostile behavior and deliberately
puts the candidate on defensive mode
➔ Questions are asked rapidly, responses are criticized,
frequent interruptions are made
➔ Checks how applicants handle themselves stress
➔ Applicants must remain calm under all situations to pass
16. One To One Interview
★ Single interviewer who takes interview solely to
the applicants
★ Maybe structured, unstructured or sequential
★ Easier to handle and generally more informal
★ Best way to handle such interviews is to relate
them as a form of a conversation
17. Serial Interview
★ Applicant is interviewed sequentially by several
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
18. Panel Interview
★ Comprises of more than two members interviewing a person for the hiring
★ It is most common mode of interview when hiring at the senior level
★ Panel format enables interviewers to ask follow up questions
★ More advantageous to the interviewers but more stress to the candidates
★ The interviewee should try to connect with each interviewer and the best
way to do this is to read the personality of each interviewer
★ The interviewee should maintain eye contact with the person asking the
questions but also seek eye contact with the other members of the panel
19. Phone Interview
❖ Phone interviews are increasingly used in
mass hiring
❖ The interview is conducted entirely over the
phone
❖ This is very effective in eliminating any bias
that may arise from the appearance and
manner of the candidate
21. ➔ PROMOTION INTERVIEW: For employees who are due for promotion
➔ ANNUAL INTERVIEW: Conducted before writing annual reports, reporting officer
interacts with employees subordination
➔ PROBLEM INTERVIEW: Conducted for employees whose performance is
unsatisfactory and find out reasons followed by formulating solutions
➔ COMPUTERIZED INTERVIEW: Questions are presented in MCQs
➔ WALK-IN INTERVIEW: No specific candidates are called only who are eligible can
come with their valid documents
➔ VIDEO CONFERENCING: Using video technology. Clothing, body language and
dialogues are important here as well
22. As we explored various interview techniques, they are
still not successful enough. Why is that so?
23. Reasons for Unsuccessful Interview on Interviewer’s
Perspective
➢ Asking ridiculous questions
➢ Lack of knowledge for what you are
interviewing
➢ Acting distracted
➢ Searching for a superhero
And there are many more:
https://hiring.workopolis.com/article/eight-interview-mistakes-hiring-managers-make/
25. ➢ Use Structured Situational Interviews: Helps interviewers who have less knowledge
to conduct better interviews. Also Increases consistency across candidates,
enhances job relatedness and reduces overall subjectivity
➢ Carefully Select Traits To Assess: Stress interview(though they shouldn’t be very
harsh) is the best way to do it
➢ Be aware of commiting interview errors: Avoid various errors that can undermine any
interviews’ usefulness
27. ★ Basic interview techniques based on structure, content
and administering the interview were discussed
★ Though many techniques, interviewers’ still likely to
cause errors that costs talented potential employees
★ To avoid such mistakes, interview conducted must be
structured
★ They should be careful on what sort of traits are to be
assessed and avoid making any interview errors
★ Make sure you know the job role properly and take
notes during interview for later improvement
