Interview is considered as a face-to-face conversation two people where one asks the questions and other is expected to answer them. The term interview is derived from Latin word Videre Which means Vision and middle French word Entrevue which means to “See each other”. During the Interview, the Questions are asked by the Interviewer and the Answers are given by the Interviewee. The main purpose of conducting an interview is to gather information about each other.
Definition of Interview
According to Gary Dessler___”An interview is a procedure designed to obtain information from a person’s oral response to oral inquiries”.
According to Thill and Bovee___” An interview is any planed conversation with a specific purpose involving two or more people”.
According to Scott ___ “An interview is a purposeful exchange of ideas, the answering of questions and communication between two or more persons”.
Objectives of Interview
- Periodic Assessment
- Finding Exit Reason
- Collecting Relevant Data
- Media Broadcasting
- Interview for admission
- Interview for Promotional Purpose
There are many varied techniques that skilled moderators use and adapt to their own personal style of interviewing.
Interview Techniques can be divided into categories which are as follows:
- Interview Techniques for Selection purpose.
- Interview Techniques for other purpose.
Interview Techniques for Selection Purpose
There are various types of interviews, which are used for obtaining various kinds of information and to evaluate the candidate’s skills and knowledge. Employment can be categorized into following types:
1. Preliminary Interview: Preliminary interview is a conversation between the candidate and the personnel manger regarding the basis aspects of the job such as job characteristics, working conditions, salary,other benefits,etc,. Preliminary interviews can be divided into following types:
- Informal Interview: An informal interview can be conducted at any place by HR personnel to obtain the fundamental and non-job related information.
- Unstructured Interview: An unstructured interview provides freedom to the candidates so that they can reveal about their knowledge in various topics/fields, their background,expectations, interests,etc.
2. Core Interview: Core interview are generally a communication between the candidate and the line manager to experts on different areas of job knowledge,skills,talent,etc. Core interviews can be divided into following types:
- Background Information Interview: It is also used to verify the information which is collected through the application from such as educational background,domicile,family,health,interests and hobbies,extracurricular activities,etc.
- Stress Interview: Stress interview is designed for evaluating the candidate’s behaviour on the job and the survival level during the time of pressure or stress.
- Formal and structured Interview: It follow all the formalities and procedures related to conducting of interview such as determination of value,time,a panel if interviewers,opening and closing, informing the candidates officially, etc.
- Panel Interview: Panel interview includes a panel of specialists to interview each and every candidate,evaluate their performance separately and to form a combined decision on the basis of evaluation by every specialist and by way of giving weightage to each factor.
- Group Interview: It is a special situation for interviewing a candidate where numerous candidates are called for interview at the same time.
- Job and Probing Interview: It mainly designed for evaluating the candidate’s knowledge with respect to the duties, functions,job methods,critical problems,way to resolve those problems,etc.
- Depth Interview: It is useful to evaluate mainly in the core areas of knowledge and skills of the job. Candidates are evaluated by the experts in their respective field by putting up appropriate questions in order to obtain significant responses from them while initiating the discussions pertaining to some problematic areas of the job, and by asking them to describe even minute activities of the job performance.
3. Decision Making Interview: It is another kind of interview taken by concerned department head. Generally, this kind of interview is conducted through informal discussion. The HR manager also supposed to take an interview of the candidate in order to take his decision with respect to the salary,allowances,benefits,promotions, etc.
Interview Techniques for Other Purpose
- Performance appraisal Interview
- Promotion interview
- Disciplinary interview
- Periodical Interview
- Annual Interview
- Counselling interview
- Problem interview
- Reprimand interview
- Exist interview.
Advantages of Interview
1. For Employees:
- Provide Information about job-seeking candidate.
- Helps to select the right candidates.
- Improves goodwill of employers.
- Helps in promotions and transfers.
2. For Job Seekers:
- Provide employment opportunity.
- Helps candidate to accept or reject the job.
- Helps job seekers to increase contracts.
Disadvantages of Interview
- Recording Complexities.
- Demand skilled interviewers.
- Difficulty in Analysis.