Human resource

management
 Types of interview,
process of interview and
means to make interview effective
 INTERVIEW
• It is a face to face, observational and personal
appraisal method of evaluating the applicant.
 TYPES OF INTERVIEW

PRELIMINARY INTERVIEW CORE INTERVIEW DECISION MAKING INTERVIEW

 TYPES OF INTERVIEWS

Preliminary interview:
Informal interview:
Intended to get the candidate to reveal more
information than they might otherwise

Unstructured interview:
candidate is given the freedom to tell about
himself by revealing his knowledge on various areas,
his background, expectation, interest etc
Core interview:
Formal 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.

Background information interview:

intended to collect the information which is not available in the
application like family, interest, hobbies, likes and dislikes

Job and probing interview:

aims at testing the candidate’s job knowledge about duties,
activities, method of doing the job,
Stress interview:
Intended to put candidate under stress and assess reactions

Group discussion interview:

there are 2 methods of conducting group discussion
interview, viz group interview and discussion interview method

Panel interview:
A panel of experts interviews each candidate, judges his
performance individually and prepare consolidated judgment.
Depth interview:
 the candidate would be examined extensively in core areas
of job skills and knowledge.
 it is conducted for specialist jobs

Decision making interview:

after the candidates are examined by the experts ,
the head of department concerned interviews the
candidates once again, mostly through informal
Process of interview
Preparation for the interview

Conduct the interview

Close the interview

Evaluate the results

Preparation for the interview
advance preparation helps the interviewer to remember
and absorb many impressions and facts.
Choose the appropriate type of interview based on job
requirement
Identify the knowledge area to be examined
Determine the type and number of interviews
Review of the information collected in advance through other
selection methods, finding out the validity of those methods
etc
example: accuracy and validity
acquainting about the applicant
to find out stability
Conduct the interview:
•Open the interview
•Get complete and accurate information
•Record observation and impression
•Guide the interview
•Check the success of the interview

Closing the interview:

Evaluate interview results:

 Means to make interview effective
Effective interview do not just happens they are planned and
requires certain steps to be followed such as.
 
Establishing the objectives of the interview. We should see that
what is our purpose of conducting interviews,
 
Receiving the candidates application and resume, Nothing areas
that are vague or that may show candidates strengths and
weakness on which questions can be asked.
 
 Keeping the test sore ready, along with interview assessment
forms.
 
Selecting the interview methods to be followed.
 
Choosing the panel of experts who would interview the
customers. We should see that list of numbers of experts to be
called and plus the chairman.
 
Identify a comfortable, private rooms preferably away from
noise and interruptions. It should be neat and clean. Well
furnished, lighted and ventilated where the interview could be
held
Thank you