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Personel
Interview
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What is an Interview?
 Interview is one of the most powerful tool to assess ones
suitability for a particular job.
 Interview is a dialogue not a monologue.
 Interview is actually assignment done by both the parties at the
same time during the course of interaction.

 Any Interview has two dimensions:-

• Technical
•Behavioral
 
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Behavioral can be further divided into following dimensions:-

 
Self Worth
Family Relationship
Work and personnel life balance
Social acceptability (Social Worth)
Clarity of thoughts
General awareness, basic core personality pattern etc.,

 
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Types of Interview
Structured Interview:-
 A Structured interview is very rigid in its structure and
contents. It is based on a thorough job analysis, which
directs the flow of the interview. The interviewer selects the
questions to be asked and plans the interview in advance,
to comprehensively cover all areas related to the job and the
candidate. The main advantage of a structured interview is
that there is no scope for subjectivity. The same questions
are asked to all the candidates, which help in better
evaluation. The questions can be so framed as to cover all
the pertinent aspects.
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Types of Interview
Un-structured Interview:-
 Where the interviewer does not determine the format or subject to
be discussed. It leaves the interviewee with major control of the
conversation.
 Exit Interview:-
 The formal conversation that takes place between an employee and
an HR or other manager to determine the reason(s) the employee is
leaving.
 Walk-In Interview:-
 Means you don't have to arrange an appointment for an interview,
just knock at the door and be interviewed then and there.
 
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Types of Interview
Telephonic Interview:-
 An interview conducted over the telephone

 Group Interview:-
An interview in which an employer holds a discussion with several
candidates at one time.
A meeting in which several people interview a potential employee.

 Panel Interview:-
 An interview conducted by a group of people, not just by a single
interviewer
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Types of Interview
Competency Based Interview:-
A competency is defined as a skill, trait, quality, or characteristic that contributes to a
person’s ability to effectively perform the duties and responsibilities of a job.
Competencies are the gauges for job success. Identifying job-specific competencies
enables you to assess how effective a person has been in the past and, therefore, how
effectively she is likely to perform in your organization. While every job requires
different competencies, there are four primary categories:  
Tangible or measurable Skills
Knowledge
Behavior
Interpersonal skills
 
Video Screening Interviews:-
This is a low cost, high return method of interview. It’s useful to save time and space
for interviewers and interviewees outside the easy access range of getting to
interviews.
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Types of Interview
The Human Resources (HR) Interview:-

Conducted by HR specialists are both broad – based and job-specific. They

are broad-based in that the HR interviewer covers a great deal of general
territory, including goals and interests, and job-specific because the
interviewer delves into the applicant’s education and experiences as they
relate specifically to the available job opening.

 The Departmental Interview:-

Which are conducted by department heads or managers, focus on whether

the person can do the job; that is, they emphasize job-specifics.
 
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Types of Interview

Peer Interview:-
 Involve the colleagues of a potential employee. Most peer interviews are in
the form of panels, although some are one-on-one. An HR representative
should be present.

 Stress Interview:-
Emotionally charged interview setting where the interviewee is put under
psychological stress to evaluate how he or she performs under pressure.
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Types of Interview
The Interview Process:-
 
Interviewing is a long process which is made up of a series of activities,
some of which are conducted simultaneously. Some of the major activities
are –
 
Preparation
Setting
Conduct of Interview
Closing an Interview
Evaluation

.
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Successful Interview Tips

An Employer looks for intelligence (intellectual and emotional),

communication skills, leadership qualities, ethics, competence, energy,
imagination etc., from the candidate. 
Why Do Candidates Fail In An Interview 
* Poor grooming 
* Discourteous and ungraceful body language 
* Poor manners 
* Poor diction 
* Vague responses 
* Unappealing resume 
* Monetary benefits-centric approach 
* Lack of punctuality 
* Poor waiting hall behaviour 
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Successful Interview Tips

Some Behavioural "Unfavourable" Aspects 

* Lack of personal or career goals 

* Lack of enthusiasm and confidence 
* Not owning up responsibility for mistakes 
* Self-justification, aggressiveness 
* Lack ofemotional maturity 
* Negative and cynical attitude 
* Over-reacting to questions 
* Lacking sense of humour 
* Complaining about various things and previous employers 

.
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Successful Interview Tips

Preparing for an interview - Look for 
* Company's main products and services and likely new products and services 
* Its key markets, its position in market and between major competitors 
* Its financial position / profit / turnover 
* Its history, reputation and achievements 
* Arrange all the papers required in a folder : Resume / CV, call letters, degree
certificates, mark lists, NSS, NCC, sports / games certificates, experience
certificates, references. 

The Previous Day 

* Confirm the venue of the interview, distance, and mode of transport 
* Locate the venue earlier 
* Relax, have good sleep, visualise and pray 
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Successful Interview Tips

The Interview Day 

* Reach the venue at least 45 minutes ahead of the interview 
* Get familiar with the amblience 
* Don't carry too much baggage 
* Report to the authority concerned 

Waiting Hall Behaviour 

* Maintain Decorum 
* Mingle with others politely 
* Avoid smoking, chewing, flirting, gossiping, defamatory comments 
* Greet others present 
* Switch off the mobile 
* Relax and visualise 
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Successful Interview Tips

While Entering The Interview Hall 
* Enter confidently, not arrogantly 
* Shut the door gently 
* Smile and greet the interviewers 
* Shake hands only if they offer their hand 

During The Eye Interview 

* Maintain eye contact 
* Be attentive, listen carefully, and lean forward 
* Don't lean on the table, and don't slouch 
* Don't toss your files across 
* Hand over your file-right side facing them 
* Don't laugh or giggle but smile gently 
* Be polite. use the words "Please" and "thank you" 
* Don't argue but can orally acknowledge 
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Successful Interview Tips

End Of The Interview 
* When informed, collect your belongings 
* Thank everyone 
* For a few steps from your seat, don't show your back 
* Don't rush. But move out with dignity 
* Shut the door gently when you leave 

Follow Up 
* Send the thanking letter to the company the same day 
* Specify in the letter the point that was discussed 
* Thank the Placement Agency, if any 
* Thank your network source, if any 
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Successful Interview Tips

In Case Of Stress Interviews 

* Don't be upset 
* Let them not see that you are upset 
* Accept their point of view 
* Smile 
* Don't argue but be specific in responses with justification 

Job Search Tips 

* Don't put all your eggs in one basket 
* Try many methods of job search 
* Start early for interviews 
* Learn how others have been successful in their job search 
* Learn how to think beyond your specialisation areas. 
* Plunge into action
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Key attributes that recruiters really look for from and PGDM during interview:-
 Communication and Interpersonal Skills
Enthusiasm
Ability to work well within a team
Personal ethics and integrity
Ability to change along with the Organisations
Analytical and problem-solving skills
Fitment with the corporate culture
Potential to be a leader
Job Stability
Likelihood of Recruiting potential stars
Willingness of students to relocate to the required job location
Content Knowledge of the core curriculum
Commitment to corporate social responsibility
Past work experience.

Dos and Don’ts of Interviewing
DO
Do express yourself clearly with a strong voice
and good diction and grammar.
Do pay close attention to your personal
appearance; dress to your advantage.
Do make concrete goals in planning for your
career.
Do offer a firm handshake.
Do look the interviewer in the eye (but don't stare
him or her down).
Do fill out applications neatly and completely.
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DON’T
Don't be overbearing, overaggressive or
conceited.
Don't show a lack of interest or enthusiasm.
Don't emphasize money as your main interest in
the job.
Don't expect too much too soon - be open to the
idea of starting at the bottom and working your way
up.
Don't make excuses for unfavorable factors on
your record.
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Dos and Don’ts of Interviewing

DO DON’T
Do have as much knowledge about the industry, Don't condemn past employers or institutions of
employer, and position as possible. education; keep comments positive.

Do take criticism gracefully. Don't display a marked dislike for schoolwork.

Do equip yourself with a strong knowledge of the Don't be indecisive.

company.
Don't display intolerance or prejudice.
Do have prepared questions about the employer
and position. Don't interview unless you are interested in the
job...don't just "shop around."
Do display a sense of humor.
Don't be late to the interview.
Do display self-confidence.
Don't state specific geographic restrictions.
Do bring a pen and small notebook with you to
the interview. Don't contradict yourself in responses.

Do remember the interviewer's name and use it Don't take notes during the interview - jot down

Dos and Don’ts of Interviewing
DO
Do take time to think before answering difficult or
unexpected questions.
Do take an extra copy of your resume and a list of
references with you to the interview.
Do follow-up with a thank-you note restating your
interest in the position.
Do contact the employer by phone if the
interviewer does not contact you one week after the
time from which he or she indicated you would be
notified.
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DON’T
Don't forget: YOU control the content of the
interview.
Don't glorify your past experiences - getting into
a job for which you are under qualified is not
recommended.
Don't assume that all employers will be delighted
to hear of your plans for graduate school.
Don't smoke, chew gum, etc. even if offered or if
the interviewer does so.
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FAQ’s
 Why are you looking to leave your present job?
 Why do you want the job which we have advertised?
  What makes you feel that you will be suitable for this post?
 Why You want a job on less salary as compared to present one?
  What types of people you do not like?
  What is your aim in Life?
  Do you believe in unionism?
  If you are rejected today, what will be your reaction?
  After doing your degree, why have not you gone for MBA?
  Difference between Efficiency and Effectiveness?
Leadership Competency: Leadership Interview Questions
Communication Competency: Communication Skills Interview 
Customer Service Competency: Customer Service Skills 
Sales competencies: Sales Skills Interview Questions
Interpersonal Competency: Interpersonal Skills Interview 
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FAQ’s
 Organizational Competency: Organizational Skills Interview 

Decision Making Competency: Decision Making Interview 

Strategic Thinking Competency: Strategic Thinking Interview 

Creative Problem Solving Skills Interview Questions

Management Skills Interview Questions

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FAQ’s
Additional Types of Questions

Open ended questions

Hypothetical questions

Probing Questions

Close – ended questions

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FAQ’s
Additional Types of Questions

Open ended questions

Unstructured question in which (unlike in a multiple choicequestion)

possible answers are not suggested, and the respondent answers it in his or
her own words. Such questions usually begin with a how, what, when, where, and why
(such as "What factors you take into account when buying a vehicle?" or "In your opinion,
what is the reasonable price for this item?") and provide qualitative instead
of quantitative information. Open ended questions are asked generally
during exploratory research and where statistical validity is not a prime objective. See
also closed question.
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FAQ’s
Additional Types of Questions

Hypothetical questions
Imaginary situation based on certain proven or assumed facts, and formulated to arrive
at a generalized answer applicable in most such situations.

Probing Questions
Probing questions means dig deeper to find out more about the other person.

Close – ended questions

A closed-ended question is a form of question which can normally be answered using a
simple "yes" or "no", a specific simple piece of information, or a selection from multiple
choices.
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