Types of Interviews
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This document discusses different types of interviews used in human resources management. It identifies several types of interviews including preliminary interviews like informal and unstructured interviews, core interviews like background information interviews and stress interviews, and decision-making interviews. Each type of interview serves a different purpose in evaluating candidates and collecting specific types of information. The advantages of interviews are that they allow for suitable candidate selection, collection of primary information, and increasing knowledge for both the interviewer and interviewee. However, interviews can also be disadvantageous by disappointing candidates, allowing for interviewer biases, and being time consuming.
Types of Interviews
- 1. Subject : Human Resources management Topic: Types Of Interviews By A. Raja
- 2. Introduction The word interview comes from Latin and middle French words meaning to “see between” or “see each other”. Generally, interview means a private meeting between people when questions are asked and answered. The person who answers the questions of an interview is called in interviewee. The person who asks the questions of our interview is called an interviewer. It suggests a meeting between two persons for the purpose of getting a view of each other or for knowing each other.
- 3. INTERVIEW The interview is a selection technique which enables the employer to view the total individual and directly appraise him and his behavior. It is a method by which an Idea about an applicant’s personality can be obtained by a face-to-face contact. According to Scott, “An interview is a purposeful exchange of ideas, the answering of questions and communication between two or more persons”.
- 4. Interview techniques Various techniques of employment interviews are adopted to solicit different kinds of information and to measure the candidate’s skills, knowledge, etc., at different planes. Employment interviews can be divided into following Categories:
- 6. •Preliminary interview: It is generally regarded as exchange of basic information between the candidate and the personal manager about the job and organization, like job nature,salary,working conditions,benefits etc., this interview is mainly divided into following types: •Informal interview • unstructured interview
- 7. • Unstructured interview: In this interview the candidate is given the freedom to tell himself by revealing his knowledge on various items/areas, his background, expectations Interests etc. similarly, the interviewer also provides information on various items required by the candidate. • 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.
- 8. Core interview: It is normally the interaction between candidate and the line executive or experts on various areas of job knowledge, skills, talent etc. This interview may take Various forms like: 1.Background information interview 2.Stress interview 3.Formal and unstructured interview 4.Panel interview 5.Group interview 6.Job and probing interview 7.Depth interview
- 9. Background informational interview: This interview is intended to collect the information Which is not available in the application blank and to check the information provided to the application blank regarding education, place of domicile, family, health, interests, Hobbies, likes, dislikes, extracurricular activities of the applicant.
- 10. Stress interview: This interview aims at testing the candidate’s job behavior and level Of withstanding during the periods of stress and strain.
- 11. Formal and structured interview: In this type of interview, all the formalities, procedures Like fixing the value, time, panel of interviewers, opening and closing, intimating the candidates officially, etc., are strictly followed in arranging and conducting the Interview. The course of the interview is pre- planned and structured, in advance depending on Job requirements.
- 12. Panel interview: In this interview, a panel of experts interviews each candidate judges his performance individually and prepares a consolidated judgment based on Each expert’s judgment and weightage of each factor.
- 13. Group interview: A group interview is a special interviewing situation where several Candidates are interviewed at one time when there are too many candidates. To interview in a given day, this method enables the interviewers to assess large bodies of candidates and also saves time. This method helps the interviewers in observing candidate’s behavior in a group.
- 14. 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.
- 15. Decision making interview: In this interview, the head of the department/ section concerned interviews the candidate once again, mostly through informal discussion. The personnel manager also interviews the candidates with a view to find out his reaction/acceptance regarding salary, allowances, promotional opportunities. Depth interview: In this type of interview, the candidates would be examined extensively in core areas of knowledge and skills of the job.
- 16. Advantages of interviews Selection of suitable candidate: Suitable candidates can be selected through interview because the interview can know a lot about the candidate by this process. Collection of primary information: Interview can help to collect the fresh, new and primary information as needed
- 17. Advantages of interviews Increasing knowledge: Any interview increases the knowledge of both the interviewer and the interviewee. They can interchange their views and ideas.
- 18. Advantages of interviews Solving labour problems: Labour unrest and other disputes are very common in the industries. Sometimes human resource managers use the interview as a means of revealing actual causes behind the labour deputes.
- 19. disAdvantages of interviews Disappointment: Interviewee may be disappointed while she or he faces the interviewer’s questions which are not related to the field. That is why suitable candidate may be neglected. Biases of interviewer: Always there is a possibility that the interview process can be influenced by the biases of the interviewer
- 20. disAdvantages of interviews Time consuming: Time constrain is one of the major limitations of the interview process. Preparation for the interview, taking interviews and interpretation of the responses required much time which makes the interview method time consuming.
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