Interview Definition

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:

1. It aids in confirming the accuracy of the candidate's facts and data.
2. The interview aids in gathering more details about the interviewee's abilities and knowledge.
3. The interview evaluates a candidate's abilities and aptitude for the position.
4. The candidate receives broad information and necessary details about the position and the company during the interview.
5. A candidate's rational understanding and creative flair can be inferred from an interview.
6. At the time of the interview, job descriptions are provided. The interviewer explains what the company is looking for from them.
7. The recruiter learns about a candidate's capabilities and potential for training by their employment function during the interview process.
8. Information is exchanged in both directions, allowing the applicant to learn more about the employer and the firm.

10 types of interviews

Ten types of interviews are:

1. Unstructured (Non-Directive) Interview
2. Structure (Directive) Interview
3. Situational Interview
4. Behavioural Interview
5. Job-related Interview
6. Stress Interview
7. Panel Interview (Board Interview)
8. One-on-One Interview
9. Mass Interview (Group Interview)
10. Phone Interview

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:

• Situational inquiries: Ask the candidate what they would do in a hypothetical job situation.
• Job knowledge queries: Inquire about the applicant's understanding of the position.
• Simulated job-sample questions: involve scenarios in which a candidate would be asked to carry out a representative task from the job.
• Worker requirements inquiries: Try to ascertain the applicant's willingness to adhere to the demands of the position.

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:

1. In the process of choosing the best applicant, interviews are important. They aid the interviewer in identifying those who are and who are not effective.
2. Through the interview process, recruiters learn about a candidate's weaknesses and areas where they need training. Resumes do not depict a candidate's weaknesses.
3. It's best to be truthful while responding to questions concerning one's flaws in an interview. Also, it demonstrates the candidate's understanding of their strong and weak points.
4. Conducting interviews is a critical step in determining a candidate's potential.
5. During the interview, the employer and interviewee get to know one another, important information is shared, and any unanswered questions are clarified.
6. From the caliber of the interviewee's responses, the employer learns about their genuine communicative abilities and assesses their general speaking and writing abilities.
7. Employers learn about the personality and uniqueness of the applicant. Analyze their body language and social behavior in addition.

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:

1. Ensure that all required documentation is obtained.
2. Practice open-ended interview questions like "Introduce Yourself" and "Why do you think this company is the greatest fit for you," where the applicant is expected to have studied the organization's accomplishments.
3. Develop effective communication skills, which are essential for any work role.
4. Body language is yet another crucial factor used to evaluate prospects. Always act respectfully and professionally. Continually look the person in front in the eye.
5. Don't wear casual clothing. Always choose neutral-coloured gowns in shades like white, black, or grey. These hues are regarded as moderate. According to a survey, wearing orange to an interview is considered unprofessional or too fun.