In the literal sense of the word, an interview means a conversation with a purpose. Such purposes are classified under three categories, i.e., obtaining information from the candidates, giving information to the candidates and finally to motivate the candidates.
The first purpose is intended to get information from candidates regarding their background, experience, education, training and interests to evaluate their suitability as per the requirements of the organization. The second purpose is to provide the candidates information regarding the organization, its philosophy, personnel policies, etc.
The third purpose is to establish a positive relationship to motivate the prospective candidates to join the organization. However, all these purposes being successive stages of interview, the subsequent stages will be followed only when the interviewers are prima facie satisfied with the candidates in the first stage.
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HR Department of most of the organizations conducts preliminary interview for the candidates. However, for a subsequent interview, a committee of executives is formed to select the right candidate(s). For managerial and executive positions, organizations prefer to retain the service of consultancy organizations with subject experts in the selection committee.
Types of Interviews:
(a) Patterned Interview:
This is also known as structured or standardized interview. It is intended to assess the candidate’s emotional strength and stability, industry, ability to get along well with others, self-reliance, willingness to accept responsibility, motivation, etc.
(b) Indirect or Non-Directive Interview:
This type of interview is meant for helping the candidates to feel relaxed and free to talk. Interviewers become listeners and allow the candidates to reveal their personality, in-depth knowledge in a free and relaxed atmosphere.
(c) Direct Planned Interview:
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It is a simple question-answer session to ascertain the suitability of the candidates.
(d) Stress Interview:
This interview assesses the candidates’ emotional balance under a situation of tension and stress. Such tension is, therefore, deliberately created by interruptions, provocations, silence, criticisms or even by firing questions. Interviewers in such a situation deliberately become more unfriendly and even, at time, hostile. Such method is often adopted for the selection of executives, who are required to work under stress..
(e) Group Interview:
This method is intended to assess the leadership ability of the candidates. Generally, a topic is given to the candidates to discuss among themselves. The interviewers remain in the background to assess the best leaders, their initiative, poise, adaptability, awareness, interpersonal skills, etc.
(f) Panel or Board Interview:
Several interviewers collectively interview a candidate to rate his/her attributes. Generally, such a panel consists of several experts and each of them interviews a candidate only in those areas on which they have the requisite expertise.
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For conducting a successful interview, interviewers should be adequately competent and trained. Interview should be conducted in a suitable place. It should be well planned: job descriptions and information about the applicants should be adequately studied. Interviewers should be free from any conceivable prejudice. Interviewees should be allowed to feel relaxed and the beginning and end of an interview should be made in a best possible friendly manner.
The limitations of a traditional selection process like failure to select the right persons for the right jobs or too much emphasis on written tests and interview resulted into the development of psychometric method. This method enables us to quantify the attributes, adding which we can select the candidates in order of their merit. Many organizations today are making use of this method to ensure proper selection of their employees.