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Types and Importance of Job Interviews

The document discusses different types of interviews used in hiring processes. It describes structured interviews which use standardized questions across all candidates, and unstructured interviews which are more flexible. Other types discussed include stress interviews to assess performance under pressure, group interviews to observe teamwork skills, panel interviews with multiple interviewers, telephone interviews, and exit interviews conducted when an employee leaves a company. The presentation provides an overview of common interview formats and their purposes in candidate evaluation.

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Anushka Singh
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119 views22 pages

Types and Importance of Job Interviews

The document discusses different types of interviews used in hiring processes. It describes structured interviews which use standardized questions across all candidates, and unstructured interviews which are more flexible. Other types discussed include stress interviews to assess performance under pressure, group interviews to observe teamwork skills, panel interviews with multiple interviewers, telephone interviews, and exit interviews conducted when an employee leaves a company. The presentation provides an overview of common interview formats and their purposes in candidate evaluation.

Uploaded by

Anushka Singh
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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PRESENTATION ON INTERVIEW

Presented by: Anushka Vasu Aparna Mishra Ariba Daud Anshuman


Khushwaha Anuj Kr.Pal

INTRODUCTION
Face to face oral, observational and personal appraisal method. Conversation between two people or more For finding the most suitable candidate for the required job. One of the most important part of selection procedure.

Consist of 10-20 minutes Held may be in-person or over phone or via video or Skype. Called as negative process. Last step of hiring process.

Usually it is more than a means of getting information. It involves: Giving information that will help the applicant to make up his mind about the company Giving advice that may serve to change the mental or emotional attitude to the interviewee.

Provides the opportunity to meet one another, exchange information and come to tentative conclusion about hiring one another. An opportunity where you can describe your experiences and skills and can get an idea of what is happening with the company. A two way process.

Need for interview


To judge the overall personality of the candidate To know whether you are able to perform the required job or not To judge the skills and attributes which are not mentioned in c.v. Apart from your knowledge your ability and capacity to do the job

To find out what motivates you, how well you communicate Your actual strengths and weaknesses.

TYPE OF INTERVIEW

STRUCTURED INTERVIEW

Structured interview are preplanned.

Set of question are asked in a standard way across all respondents.

STRUCTURED INTERVIEW

Interviewee is only is supposed only to answer the questions put by the interviewer. Structured interviews is also called directed or guided interview.

UNSTRUCTURED INTERVIEW

Interviewer does not ask direct and specific question. Interviewer ask question as they come into mind.

UNSTUCTURED INTERVIEW

It is also called as Non-Directed interview. Candidates are more relaxed and are encouraged to express themselves about different subject based on their background, interest etc.

STRESS INTERVIEW

The interview, attempts to find how applicants would respond to aggressive, embarrassing, rude and insulting questions.

STRESS INTERVIEW

A stress interview allows interviewers to see how well you work under pressure

GROUP INTERVIEW

It is an interview of a number of applicants in a group. It is used where it is essential to know how the candidate behave in group.

GROUP INTERVIEW

Group interview is usually designed to uncover the leadership potential of applicants.

PANEL INTERVIEW
Panel means a selection committee that is appointed for interviewing the candidate. Panel may include three or five members.

PANEL INTERVIEW
Questions are asked to candidates about different aspects and marks are given to each candidate. Final decision are taken by all members collectively by rating the candidates.

TELEPHONE INTERVIEW

Many organizations will conduct interviews by telephone to narrow a field of candidates.

TELEPHONE INTERVIEW

Telephone interviews may also be used as a preliminary interview for candidates who live far away from the job site.

EXIT INTERVIEW

When an employee leaves the company, he is interviewed either by his immediate superior or by the HRD manager. This interview is called an exit interview.

EXIT INTERVIEW
Exit interview is taken to find out why the employee is leaving the company. Exit interviews are taken to create a good image of the company in the minds of the employees who are leaving the company.

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