Types of Interviews and Interview Technique for Interviewer

The interview has a great impact on business for selecting a candidate and as well as it is the most famous way of communication. In this page, we will discuss the types of interviews and interview techniques for the interviewer.

Types of Interviews

Depending on circumstances, the 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 the 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 an unstructured interview. Such an interview provides insights that cannot be gained in a structured interview.

B. Personal View

It appears in the following ways:

  1. Selection Interview: The most important and widely used interview type is a selection interview. Such an 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.  A 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 of 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 is clearly discussed in such an interview. Therefore, such an interview tries to find problems and provides a 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 a 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 stressful situation and therefore to observe the respective reaction of the interviewee. Such an interview is taken for jobs that are highly stressful.

These are not all types of interviews there are many more types of interviews. We mentioned above the most important and common types of interviews.

Interview Techniques for Interviewer

Types of Interviews and Interview Technique for Interviewer
Interview

After discussing the types of interviews above. Now we are going to discuss interview techniques for the interviewer. There are few basic techniques of the 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 a few candidates who are really well are called for the 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 a brilliant candidate.
  3. Tests: To judge the candidate’s intelligence, general knowledge, proficiency in language e,t,c, a large number of the firm gives importance to the oral or written test. Those candidates who qualify for these tests are invited for the 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 graduates. 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 a 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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