INTERVIEW SKILLS

Objective of The Session

Interview Introduction
Types
Interview Preparation
Interview Evaluation
Body Language & Appearance
Dos & Don'ts
Important Questions

Interview
Different types post performance, exit,
problem solving and JOB INTERVIEW.
Also called Employment interview.
Most widely used method.
Combined with other tests. (GD, Aptitude,
extempore etc)
Formal in depth conversation to
draw/substantiate inputs for employability.
It provides most befitting inputs to assess
matchability with organizational culture.

What is a Job Interview?

10-30 minute sales pitch of You,
Inc
Determining fit within an
organization
Your chance to determine if
you want to work at the
organization/ with these
people/ in this function

Methods of Interviews
Panel Interview
Group Interview
Telephonic/video Interview
Face-to-Face Interview

Types of Interview
Based on Contact
One to One
Panel
One to One
- Only one interviewer at a time.
-

Max information solicited about knowledge, skills, etc.

Candidate lesser scared, therefore, gives more
information.
Interviewer free of group think, thereby he draws better
conclusion
However, interviewer may not have expertise of related
subjects- have sequential interviews.
Possible when number not large

TYPES OF INTERVIEW
Based on Contact
One to One
Panel
Panel Interview
-

Number of interviewees at the same time.

They belong to different fields to get maximum
information about tech and behavioural knowledge.
One of them chairman of the panel.
Independent evaluation.
Groupthink influence, a drawback

Types of Interview
Based on Interaction Pattern

Structured Interview.
Unstructured Interview.
Depth Interview.

Stress Interview.

Structured

Also known as highly organized, patterned or

directive.
Most common interview.
Assumption that maximum info can be obtained
by pre- designed questions.
Pattern is generally same for all candidates.
Uniformity, however candidates tend to pass on
info to others

Unstructured Interview
Also called non-directive interview.
No pre-planned questions before
interview.
Questions emerge as interview
proceeds.
Candidate encouraged to express
as freely as possible on subjects
like; motivation, ambition, interest
and so on.
Such interview can have deep
insight of a candidate if
interviewer has desired skill to
probe.

Depth Interview
Semi-structured in nature.
Involves questions in key areas
which interviewer has studied in
advance, like; home life,
education, experience, aptitude,
/hobbies/interests/inclination
etc.
Interviewer may provide info about
organization, nature of job, salary,
benefits development
opportunities.
Require high skill.

Stress Interview
To find how candidate behaves in
stressful situation.
Stressful situation asking questions
rapidly, criticizing his
answers,interrupting, dropping
something etc.
To embarrass and frustrate him/her.
Does candidate get upset, confused
and frightened ?
For job in stressful situations

Interview Preparation
Review your CV/ application
Know yourself and be able to
articulate skills, strengths,
accomplishments, and career goals
Know the institute or organization.
Aware of general environment by
reading news papers & magazines.

Body Language
POSITIVE
Leaning forward = interest
Smiling = friendly
Nodding = attentive and alert
Eye contact = curious and focused

NEGATIVE
Crossed arms = defensive
Fidgeting hands or tapping feet = nervous or bored
Lack of eye contact = untrustworthy
Leaning back = discomfort

Appearance
Dress formally and well groomed You will
never get a second chance to make a
good impression
Wear something that make you feel
comfortable
Use simple accessories like simple
jewelry, watches, ties, etc

Dos
If provided a form, fill out neatly.
Do greet the interviewer(s) & do
shake hands firmly.
Do make good eye contact with your
interviewer(s)
Remain calm, relaxed, and be yourself
Do show enthusiasm
Do make sure that your good points

Donts
Dont ever lie. Answer questions truthfully,
frankly and to the point.
Dont answer questions with a simple yes or
no. Explain whenever possible. Give examples.
Avoid negative statements or complaining.
Dont leave unfinished sentences.
Avoid indecisive phrases like: I think, I
guess, probably.
Avoid answering a question if you are not clear.

Why I got Rejected?

Vague and irrelevant answers to
the questions
Very fidgety: little eye contact;
nervous mannerism, such as
playing with hair, nail biting etc.
Utter superficial remarks to
impress the interviewer project
work

STEPS IN INTERVIEW PROCESS

Preparation for interview

Physical setting

Conducting interview

Closing interview

Finalising evaluation

Preparation for Interview by Company

Time is short for interview more details
in preparation.
Interviewer needs certain Performa and
info for making his job easier.
Re-interview preparation required in
relation to following info:a)
b)
c)
d)
e)

Defining objective of interview.

Determining method of interview.
Determining number of interviewers.
Preparing brief resume of candidates.
Working out administrative details.

Determining Number of Interviewers

For lower level lesser number.
Experts of the field.
Have reprrsentive from HR.
Experts from outside organization
may be involved.

Conducting Interview
Establish rapport / make candidate feel
mentally comfortable.
Soliciting information
In addition to job related specific questions some
information seeking questions are :-

Recording Information In addition to necessity for

evaluation, candidate believes in seriousness of

interview.

CLOSING INTERVIEW

Closing as important as
beginning.
It creates final
impression.
Before closing ask
candidate if he/she would
like to say something.
Thank him/her.

Evaluation

o If possible have it recorded in

quantifiable terms.
o Must be done immediately.
o Evaluations may be individual or
panel based.
o Follow it up by making merit list.
o Send to competent authority.

Qualities of Effective Interviewer

Maturity and positive outlook.
Be able to control ego and not
involve emotionally in an issue during
interview.
Have adequate knowledge of
behavioural pattern of job holders for
which candidate is being interviewed.
Warmth and affection.
Technical knowledge.
Knowledge about recent events that
have affected organization.
Be a good listener.

Ineffective Interview Process

Interviewer starting interview
without developing rapport not
eliciting proper info.
Not having right type of expertise.
Not planning for interview in
advance floundering.
Questions not framed properly.
Putting larger number of questions
than required in given time frame.

Interview Evaluation

Confidence
Interest
Initiative
Sincerity
Tact
Communication

Result
Orientation
Positive Attitude
Aptitude
Team Player
General Ability

Common Errors in Evaluation

Impression Management.Untrained
interviewer, first impression creation
by candidate.
Halo Effect Interviewer judges all
traits based on one/ small number of
traits.
Stereotyping When interviewer
judges on basis of characteristics of
the group candidate belongs to, e.g.,
schooling, caste, religion, family
background.
Projection Interviewer gives
weightage to own qualities in

Important Questions

Tell us about yourself?

Why we should select you?
What is so special about you?
General Knowledge Questions!
Who was your best teacher?
What was the objective of your
project?

Important Questions

Strengths and weaknesses?

Where do you want to be in next 5

years/10 yrs

Why should I hire you?

In case you could have any job/position
what would you

do?

What do people most criticize you for?

What was your last boss like?

Describe ideal boss.

What would you do if your aspirations are

THANK YOU !

Induction
Pre-arrival Stage:
Values, expectations and attitude
Web sites
Encounter Stage:Remove dichotomy
between individuals and
organizations perception
Metamorphosis Stage: Sense of
belonging, become contributor,
facilitate goals achievement

Important Terms

Validity
Reliability
Mergers and Acquisition Recruiting
E-recruiting
Nepotism
Blind advertisement
Thematic Aperception Test

SELECTION PROCESS
1. Application pool from recruitment process
2. Screening of application forms
Eliminate those
not meeting
initial criteria
3. Selection tests
Eliminate
below cut-off point
4. Selection interview
Eliminate
those not meeting
job and
organizational
requirements
5. Checking references
Eliminate/reconsider those
with
adverse remarks
6. Physical examination
Eliminate
those not meeting QR
7. Approval by appropriate authority Adopt