The interview is a popular data-gathering technique for selecting staff members to question witnesses. We frequently face interviews. But can you explain and comprehend what it means? Do we even know what kinds of discussions we had?
Definition of interview
An interview gathers information from a person through oral responses to oral questions. Gary Dessler states, "an interview is a method of selecting candidates intended to forecast future job performance based on applicants' responses to spoken questions." In an interview, the interviewer and the interviewee converse face-to-face while the interviewer collects the interviewee's input on the possible employee.
Meaning of interview
The interview determines whether a candidate should be employed, be given a second interview, or be disqualified from further consideration. It is the most important part of the entire selection process. It is the main tool for gathering additional information on applicants and the platform for evaluating their understanding, proficiency, and suitability for the position.
Objectives of interview
So, what does a job interview serve? How does it assist the interviewer in evaluating the interviewee's knowledge and skills?
Let's examine a few of the interview's goals:
10 types of interviews
Ten types of interviews are:
1. Unstructured (Non-directive) Interview
Unstructured interviews often need a predetermined structure, allowing the conversation to go in any direction. The lack of framework enables the interviewer to follow up on leads and explore interesting topics as they emerge. An unstructured interview involves asking in-depth, open-ended questions. It consists of a process where various applicants may be asked different questions.
2. Structured (Directive) Interview
When conducting a structured interview, the interviewer prepares a list of the questions and permissible answers, and they may even rank and score potential replies based on how well they would work. A structured interview repeatedly asks each applicant for a certain job the same set of job-related questions.
There are normally four types of questions in a structured interview:
3. Situational Interview
In a situational interview, you question the candidate regarding how they would act in a particular circumstance. During the interview, candidates are asked what steps they would follow in various work-related scenarios. In situational interviews, candidates are requested to explain how they would respond in the present or future to a hypothetical situation.
4. Behavioural Interview
You ask candidates to describe how they responded to real-world circumstances in the past during a behavioural interview. Applicants are questioned about the activities they took in pre-employment circumstances comparable to those they could experience on the job. The interviewees are then graded using a scoring matrix created by industry professionals. This organized interview uses questions to examine the candidate's past actions under circumstances.
This method entails asking all respondents the same questions regarding how they handled situations analogous to those they would face at work in the past. Discretionary probing questions on the circumstances, the interviewee's actions, and the result may also be asked by the interviewer. Then, the interviewee's responses are graded using behaviourally anchored rating scales.
5. Job-related Interview
In a job-related interview, candidates are questioned about relevant prior experiences.
It consists of several questions regarding your current or previous work-related activities. Here, there are no hypothetical or real-world scenario-based questions. Instead, the interviewer asks about the work, like, "Which business school classes did you enjoy the most?"
6. Stress Interview
In a stress interview, the interviewer occasionally uses simple questions to make the applicant uncomfortable. It purportedly intends to identify sensitive candidates and those with low or high-stress tolerance. Stress tests may assist in identifying hypersensitive candidates who may lash out indignantly and abusively at even minor criticism. Anxiety is induced to see how a candidate handles pressure at work.
7. Panel Interview (Board Interview)
A panel interview often called a board interview, is carried out by a group of interviewers who speak with each applicant individually before combining their evaluations to get a final score. Here, a single candidate is questioned by several company representatives. In this method, the job applicant responds verbally to inquiries about the position a group of interviewers posed. The panelists then provide scores to each interviewee based on their work history, motivation, originality, and presentation. Historically, the scoring system for oral interview boards has been subjective, making it susceptible to the individual prejudices of those who sit on the board. This method might not be practical for occupations requiring the interviewing of numerous applicants.
8. One-on-One Interview
A one-on-one interview involves just one interviewer and one applicant. In a formal job interview, the candidate sits down one-on-one with the interviewer. Meeting the interviewer alone is frequently less intimidating because the applicant may experience high levels of emotion throughout the interview.
9. Mass Interview (Group Interview)
In the west, the mass/group interview is a relatively recent technique that has yet to be used, and it is a method for identifying leadership. Interviewers observe and score the candidates' performance while seated in the background during a discussion among several job hopefuls without a leader. A panel will interview several candidates at once during a mass/group interview. The board issues a question, then waits to see which contender takes the initiative in developing a solution.
10. Phone Interview
Some interviews are conducted fully online by employers. These can be more reliable than in-person interviews for determining a candidate's diligence, intelligence, and social skills. Both parties can concentrate on thoughtful responses as they don't have to bother about looks or handshakes. Candidates respond more impulsively after receiving an unexpected contact from the recruiter.
Why are interviews important?
Interviews are essential since they are a great technique to filter out the weaker candidates from a huge pool of applications. Here are a few ideas emphasizing the value of interviews:
Tips for interview as a fresher
The first advice is always to be on time when interviewing as a fresher. Ideally, arrive before the designated time. The top quality for a job candidate is punctuality. Here is some additional interview advice for newcomers: