Management Notes

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Reference Notes for Management
Types of Interview

Types of Interview – Employment Interview | Recruitment and Selection

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Types of Interview

 

Employment Interview

Employment interviews are conducted to determine whether potential candidates are suitable for the job opening. During a job search, there is formal and direct face-to-face communication between the applicant and the employer. An employment interview’s primary goal is to determine a candidate’s suitability for a position.

Types of Interview

Informal Interview

An informal interview can take place anywhere. No arrangements are made beforehand. In times of tight labor markets or when a company is in immediate need of employees, it is frequently used. Informal interviews are conducted in a casual setting, such as over coffee or lunch. The goal of an informal interview is the same as in a traditional, and more formal, job interview, which is to determine whether the candidate is right for the organization. Interviews are sometimes conducted informally to assess whether a candidate is interested in joining a company or to advertise the company as a good place to work.
It’s easy to see why many candidates prefer informal interviews. 

Formal Interview 

By the concerned officer(s), this type of interview is conducted in a more formal environment. Well-structured questions are used for such an interview. During a formal interview, a candidate should dress appropriately. The interviewer expects the candidate to appear neat and clean at the interview, regardless of where the interview is held. Even if an employer already has a copy of an interviewee’s resume, it’s still a good idea to bring one to a formal interview. During the interview, the candidate should also prepare for the questions that will be asked.

Play Quiz

Which of the following is true about the interaction that occurs during a formal interview?

 

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at least one person has as serious, predetermined reason for participating

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Planned Interview

To achieve its desired objective, the interview must be planned in advance. Preparing for the interview and following a particular plan of action should be carried out by the interviewer before the interview begins. It is very important for the interviewer to study the candidate’s application carefully before the interview. During the interview, the interviewer should think about what kind of information he wants to obtain, how he will conduct the interview, what steps he will take, and how much time he will give each candidate. It is possible to conduct an interview with the least amount of waste of time when it follows a definite course or action. However, deviations are permitted if necessary.

Patterned Structured Interview

Patterned interviews are planned interviews, but they are planned very precisely. This type of interview is more organized and formalized than a traditional. McMurry designed it to measure the personality traits employees should have. Such traits are (i) stability; (ii) industry; (iii) ability to get along with others; (iv) self-reliance; (v) willingness to accept responsibility; (vi) freedom from emotional immaturity and (vii) motivation. 
An approach based on past performance allows us to predict future behavior of candidates. Patterned interviews have nothing to do with job skills. Rather, they are designed to assess only personality, motivation, and interests. Patterned interviewing uses a set of specific questions.

Non-Directive Interview

The majority of the data is unstructured. The candidate is not directed by questions regarding what to talk about during a non-directive interview. Direct questions are minimized in a non-directive interview. A broad general question is asked instead of yes-or-no questions that can produce no or yes answers. Non-directive approaches tend to display behaviors such as listening carefully, not interrupting, and allowing pauses in conversations.

Depth and Stress Interview

There is no such thing as a deep interview as such. In this case, the interviewer only discusses particular topics of considerable importance in detail. The only way to properly evaluate a candidate is to extensively question the candidate about his or her background and thinking.  A candidate mentioned that touring is one of his favorite hobbies. Normally, we do not pursue this subject during the interview process. In a depth interview, however, the subject will be thoroughly examined. We will ask the candidate when he tours, why he tours, where he tours, with whom he tours, how much money and time he spends on touring, etc. The emphasis is  on the “why” and the “why of the why.” A discussion interview is the opposite of a depth interview.
In the stress interview, deliberate (intentional) attempts are made to exert pressure on the candidate to see how well he performs under stress. Stress interviews have some value for jobs where emotional balance is important (such as sales, public relations, customer service, etc.). Originally devised in the military, this procedure involves putting the candidate under severe emotional pressure in order to test his response.  It is characterized by the rapid firing of questions by several unfriendly interviewers. The stress interview was used in the selection of spies by the U.S. Government during World War II. lt can also profitably be used in the selection of management and sales positions where resistance to stress is important.

The Group Interview

Our country is less familiar with group interviews, which are relatively new in the West. These interviews are used to identify leaders. The interviewers watch and evaluate the performance of several job candidates in front of a leaderless discussion. Each candidate is given a topic for discussion, and at the start there is no leader. It is observable how members or the group react to a leader who assumes leadership.  Supervisors can be selected using this method. In such a scenario, however, everyone may not get a chance to speak, and good candidates may be overlooked.  These days, it is a common type of examination in public service commission examinations for officers. It is also used to select MBA students at TU.

Panel or Board Interview

One applicant may be interviewed by several people. The panel interview is called a panel interview and is reserved for managerial job applicants because of its high cost. Group interviews are the opposite.

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