Types of Interviews and Interview Technique for Interviewer

Interview has a great impact in business for selecting candidate and as well as it is the most famous way of communication. In this page we will discuss about types of interviews and interview technique for interviewer.

Types of Interviews

Depending on circumstances, following types of interviews forms:

A.  Structural view

Here interview may follow any of these patterns:

  1. Structured Interview: Here all candidates answer the same questions presented to   them   in   an established procedure.   Under the structured   condition, ‘interviewers look all applicant qualifications in the same general way; the same questions are asked to each applicant.
  2. Semi-Structured Interview: Here the interview follows on established format, but may ask questions about other-areas of interest too. All candidates may not be  asked  additional  questions  in  the  same  areas  and  those  questions   may  be unorganized.
  3. Unstructured Interview: Interviews that follow no established set of questions are known as unstructured interview. Such interview provides insights that cannot be gained in structured interview.

B. Personal View

It appears in the following ways:

  1. Selection Interview: The most important and widely used interview type is selection interview. Such interview is conducted to find out the potential and suitable candidates for the available posts.
  2. Assessment or Appraisal interview: Here the performance of an employee is interviewed to justify his quality, efficiency commitment and dedication as required by the job. Employee’s ambition, motivation and morale can be sorted out by appraisal interview.
  3. Promotion Interview: In an organizational hierarchy, employees are promoted to higher ranks depending on their performance.  Promotion interview is conducted to measure the current performance of an employee and his ability to perform in the higher-post. The interview also makes the interviewee aware regarding the new responsibility to carry on.
  4. Counseling interview: This is an interview where the troubling employee acts as an interviewee and the management attends as an interviewer.  If the performance of an employee is unsatisfactory or if he is facing any problem to work are clearly discussed in such interview. Therefore, such interview tries to find problems and provides suggestion to overcome the problems.
  5. Exit Interview: When an employee is leaving any organization either voluntarily or through dismissal, an interview takes place to:
  • Find out reason to leave or
  • Notify reasons for dismissal

The respective opinion of the leaving employee will be useful to modify employee policy.

  1. Stress Interview: This interview is designed to place the interviewee in a stress situation and therefore to observe the respective reaction of the interviewee. Such interview is taken for the jobs that are highly stressful.

This is not all types of interviews there are much more types of interviews. We mention above the most important and common types of interviews.

Interview Techniques for Interviewer

Types of Interviews and Interview Technique for Interviewer

Interview

After discussing types of interviews above. Now we are going to discuss about interview techniques for interviewer. There are few basic techniques of interview which are discussed below:

  1. Screening: When the number of applications for any job is large in number then the respective business concern eliminates unsuitable candidates. Then, some more candidates are dropped out through a preliminary interview. Only few candidates who are really well are called for final interview.
  2. Random Appearance: Some interviewers have the belief that the man is more important than the application. They want to judge the man by his personal appearance rather than on the basis of his application. So, they call every applicant to interview to select the brilliant candidate.
  3. Tests: To judge the candidate’s intelligence, general knowledge, proficiency in language e, t, c, a large number of firm gives importance on the oral or written test. Those candidates who qualify these tests are invited for final interview.
  4. Experience: Some employers believe that practical experience is more important than paper qualification. Therefore, they do give emphasis on practiced hand rather than fresh graduate. This is not a very sound policy because it eliminates fresher who might be really brilliant, enthusiastic and committed.
  5. Under stress interview: If the job is stressful, the employer uses technique to judge the ability of the applicant e, g, to find out whether he can retain himself in a stressful condition. This kind of interview is useful to select candidates for posts that require great patience and temperament.

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