Selection interviews

Presented by
Suzita Thapa
Sujal Shrestha
Sanjeeta Shrestha
Introduction
• A selection interview is a free-flowing and open-ended process used
to determine if you are suitable for a specific job opening.
• The process of choosing the most suitable candidate for a job from
available candidates is also called selection interview
What are the types of selection interview?

• Behavioral Interviews.
• Case Interviews.
• Stress Interviews.
• Competency Based Interviews.
• Group Interviews.
• Panel Interviews.
• Video & Remote Interviews.
• Phone Interview
• 1. Behavioural Interviews
• Behaviour-based interviewing (BBI) is used to assess how you have
handled specific employment related situations in your previous job
which will help them evaluate your future performance. The difference
between a behaviour-based interview and a traditional job interview is
that you are asked to describe, in detail, how you have dealt with a
certain situation in the past that is similar to the ones you will be
encountering in the role you are interviewing for.
• 2. Case Interviews
• During a case interview you will be given a situation and asked how
you would manage that specific situation and/or solve a business
problem. BCG, Bain or McKinsey often use case interviews to assess
candidates’ skills for management consulting positions. 
• 3. Stress Interviews
• A stress interview, as the name indicates, is used to assess how you
respond to stress and under extreme pressure. In contrast to other
interview types where hiring managers will make an effort to make
you feel at ease, this is not the case during a stress interview. 
• During this type of interview hiring managers will be trying to gauge
how well (or badly) you would handle certain stressful situations at
work
• 4. Competency Based Interviews 
• Competency based interviews are also known as “structured interviews” and are
used by hiring managers to assess your soft skills and interpersonal competencies.
The skills and competencies you are assessed against vary depending on the
position you are interviewing for. Skills and competencies you might be asked to
demonstrate are:
• Communication
• Decisiveness
• Leadership
• Team work
• Resilience
• 5. Group Interviews
• As the name indicates, this type of job interview means multiple
candidates are being interviewed at the same time and is often used if
the company is hiring for more than one position. 
• 6. Panel Interviews
• During a panel interview, you will be interviewed by multiple
interviewers from the same organisation and/or an external company.
The goal of this type of interview is to minimise the risk of a bad hire. 
• 7. Video & Remote Interviews
• Video and remote interviews, when the applicant and interviewer are
separated by distance, have become much more common. Video
interviews can either be with the hiring manager or a recruiter and
they can be either in person or ‘on demand’. On demand means you
will record your responses to a number of interview questions for the
hiring manager to review
• Phone Interviews
• Phone interviews can often be one of the first steps in your interview
process. More and more, companies are carrying out pre-interview
telephone screening before inviting the person for a face-to-face
interview, so it’s crucial you are fully prepared to speak over the
phone.
 Background check
• A background checking service provider can help HR and
recruitment agencies make fast hiring decisions.
• They can perform various types of background checks on
hundreds of employees in an efficient and cost effective
manner.
• They usually have automated, secure platforms.
• Background checks can be performed manually or
automatically. Because it searches many databases rather
than depending just on human input, the automated
technique, which is typically employed by background
screening companies, is both faster and more accurate than
manual checking.
Importance of background check
1. Background checks enable HR and recruitment professionals detect
prospective hires who might be a threat to the security, success, or
safety of the firm.
2. Background checks are an important step in the hiring process. They
assist hiring managers and recruiters in making more secure
selections regarding the people they choose to offer internships or
temporary contracts to. They assist HR departments and recruitment
firms in getting a sense of the candidate's history, which aids them in
making wise judgments.
3. Background checks give a thorough account of all the unfavorable
aspects of a candidate's past, thus it is essential that HR departments
and recruitment firms take their time to conduct them correctly.
Types of background check used by HR company

1. Employment Reference Checks

Hiring manager conduct employment reference checks and request
references from former employers or superiors. They can learn more
about their employment history and previous positions as a result.

2. Reference Checks/Character Checks

Reference checks are required of third party sources, who are asked to
comment on the applicant's soft abilities. These tests can give insight
into a person's personality or character that may not have been apparent
during an interview process.
3. Educational Verification
Employers may want to confirm whether a candidate attended college or
university and that they did earn a qualification in order to make sure they
meet the standards established by the business. To achieve this, get in
touch with universities and ask for copies of transcripts, diplomas, or
degrees.
4. Background checks for crimes
A criminal background check may be performed to ensure that a person
has no past record for a crime, is not currently wanted by any law
enforcement authorities on a warrant, and has not been charged with a
crime within the previous ten years. Employers can learn whether a
potential employee has a history of incidents that could be detrimental to
their business by doing a criminal background check. Typically, a
criminal background check is conducted by getting in touch with a local
law enforcement agency and asking them to examine public records on
the employer's behalf.
Making Job Offer
• Making a job offer involves extending an offer of employment to a
candidate who has been selected for a position. This typically involves
outlining the terms of the job, including the job duties, salary, and
benefits, and asking the candidate if they accept the offer.
Steps of Job Offer
Here are the steps for making a job offer:

1. Review the job requirements and the qualifications of the candidate to ensure that
they are a good fit for the position.
2. Consider any negotiations with the candidate regarding salary, benefits, and other
terms of employment.
3. Prepare a written offer letter that outlines the details of the job and any additional
information the candidate may need, such as start date and location.
4. Present the offer to the candidate and give them time to consider it.
5. Once the candidate has accepted the offer, provide any necessary paperwork and
onboarding information.
Importance of Job Offer
1. It provides the candidate with information about the terms of the job,
including the duties, salary, and benefits.
2. It allows the candidate to decide if the job is a good fit for them, and to
negotiate any terms that they are not comfortable with.
3. It sets the stage for the employment relationship, and helps to establish
clear expectations and boundaries from the start.
4. It helps to build trust and commitment between the employer and
employee, as both parties are agreeing to the terms of the employment.
5. It helps to avoid misunderstandings and conflicts later on, as the terms
of the job are clearly outlined in the offer letter.