ADDIE MODEL,

TYPES OF INTERVIEWS,
DO’s & DON’T’s OF INTERVIEW

UAS INTERNATIONAL – ASSIGNMENT 1

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 Contents
• ADDIE MODEL

• TYPES OF INTERVIEWS

• DO’s & DON’T’s OF INTERVIEW

ADDIE MODEL
The ADDIE model is a process used by training developers and
instructional designers to plan and create effective learning
experiences.

Addie is composed of five essential stages Analysis, Deign, development,

implementation and evaluation.
 01

analysis
● Gather information
● Make decisions
● Identifying training needs
● Learning objectives
● Define audience
● Training content selection
● Delivery content selection

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02

design

● Content sequenced

● Storyboards

● Rough drafts

● Deliverables prototypes
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● Communication

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03

development
● Create, assemble and organize
the digital and print
deliverables
● Training videos are recorded
edited and produced
● eLearning and any
technological aspects of
training are tested and
finalized the project ERROR
documentation 

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04

Implementation

● training actually is delivered

during this stage videos
● eLearning health aids and
other materials are accessed
by the participants
● Now participate in the classes
and training Evaluation
intersects with each 
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05
evaluation
There are basically two types of evaluations:-
Formative evaluation - the formative evaluation describes the examination that has done
throughout the other four stages of the training process the formative evaluation allows those
involved in the training or curriculum development to recognize potential barriers to the
training before they happen respond to training challenges as they occur avoid
repeating mistakes and make course corrections as needed.

Summative evaluation - the summative evaluation focuses on examining the outcome of the
training during the implementation stage the information gathered from the summative
evaluation continues to guide the project design process.
 TYPES OF INTERVIEW
• Formal interview - one-on-one meeting between a prospective job candidate and employer
• Informal interview -  takes place in a casual setting, such as over coffee or lunch
• Stress interview - to gauge a candidate's response to stress
• Situation interview - asked specific questions about how they would handle certain situation 
• Directive interview - interviewer maintains complete control and walks you through the discussion
• Non-directive interview - indicate a particular answer as 'preferred' by the interviewer
• Panel interview -  one applicant and several interviewers
• Group interview - interview multiple candidates at the same time
• Depth interview - qualitative research technique that involves conducting intensive individuals
DO’S & DON’TS OF INTERVIEWS

DO’S NEW EMAIL

●  Do your homework
● Make a good first impression
● Listen and respond accordingly
●  Prepare smart, open ended questions to ask
the interviewer
● Sell your strengths and expertise
DO’S & DON’TS OF INTERVIEWS

Don'ts NEW EMAIL

● Don’t speak poorly about your present or
former employers
● Don’t falsify information
● Don’t speak over the interviewer
● Don’t assume it isn’t an interview
● Don’t let any past rejections infringe on
future ones