2. • Introduction
• Types of interview
• What is selection
interview
• Objective of
selection interview
• Impotence of
selection interview
• Types of selection
interview
• Structure interview
• Interview contents
• Interview taken by
US Denim
• (for employees & for
Executives)
• SWOT Analysis
 Strength
 Weakness
 Opportunities
 Threats
• Conclusion

4. Types of Interview
1)Selection Interview
2)Appraisal Interview
3)Exit Interview

5. A formal meeting in which one or more persons
question, consult, or evaluate another person.
WHAT IS SELECTION INTERVIEW?
WHAT IS APPRAISAL INTERVIEW?
WHAT IS EXIT INTERVIEW?
It is taken from employee after passing one year. In which
supervisor evaluate the performance of the employee.
When an employee leaves a firm one often conducts an
exit interview.

6.  To select appropriate candidates for
required work force.
 To judge the basic and job related skills
of the candidates.
 To meet the organization goals either they
are cost reduction or differentiation base.
Objectives of the Selection Interview

7.  Is Careful selection Interview Important?
 ORGANIZATIONAL PERFORMANCE
 COST OF RE-HIRING
Employee with the right skills will do a
better job for the organization. Your own
performance always depends on your
subordinates.
It is important because it is costly to recruit
and hire employees.

8. Types of selection interviews
Interview structure
 How structure they are
 Their “contents” the types of question
they contain
 How the firm administer the interviews
Interview administration
Interview contents

9. There are two types of structure
interview :
Structure interview
Structured interviews
Unstructured interviews
An interview conducted without a
predetermined checklist of questions
An interview conducted according to
predetermined outline that is based on the job
analysis

10. Interview contents
Situational interviews
Behavioral interviews
Job-related interviews
Stress interviews
In situation or performance interviews, candidates
may be asked to role play one of the job functions.
They use a candidate's previous behavior to indicate their future
performance.
An interview in which interviewer ask a series of job-
related questions
A stress interview is generally intended to put the
candidate under stress and assess their reactions
under pressure or in difficult situations.

11. INTERVIEW TAKEN BY US DENIM
 For Executives:
They do not take test from Executives.
Only a panel take Interview from them.
 Through panel:
 Interview conducted by a panel
o Situational interview
o Behavioral interview
o Job related interview
o Stress interview
 BY HRM Team:
o Basic Information
interview
o Situational interview
o Behavioral interview
 For Employee:
They take test before Interview.
Later HRM team take Interview
and Related department take
interview.
 By Department
o They take job related Interview

12. STRENGTH WEAKNESS
 There are some limitations
 Approach is a major
weakness
 Same interview for Matric
& Intermediate degree
holders
 Same interview for every
department
 Job related interview is not
structured
 Skilled HRM Selection
team
 Selection interview
provide the information
about the qualities and
potential of candidates
 Through these selection
interview highly qualified
and skilled candidates are
hired
 Accurate record available

13. OPPORTUINITIES THEARETS
 Local hiring
 Biasness
 Political
disturbance
 Senior
workers
 Hire more competent
person to a job by
complete judgment
 Online interview
 Should check degrees in
1st priority
 Video based interview
 Computerized interview

14. We conclude from all the data that organization almost
follows the steps which we are study in books and online.
Some steps misses by company like computerized and
telephonic interview. We concluded that the company
should not rely only in this interview. The company should
take computerized or telephonic interview. The company
is missing many major subjects in the interviews. But if
we analyze overall the company, the method of interview
is as same as over teacher has studied us.