INTERVIEW

An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries A selection interview is a selection procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries
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Interviews It is the oral examination of the candidate Assess the verbal ability of the candidate Assess the appearance, facial expressions, body language and conduct etc Make judgment on candidates 4/24/12

Types of Interviews :
Directive or Structured Interview (Use of predetermined checklist of questions and specific format)

Such interviews are fully planned to a high degree of accuracy and precision. A list of questions are already prepared .The time to be allowed to each candidate and information to be sought is predecided. 4/24/12

Non directive and Unstructured/unpatterned interview (No specific format, Questions are open ended, This can get you into trouble as questions are made up during the interview) Non directive interview is more flexible approach and candidate feels more at ease. The candidate is allowed to determine the time and direction of 4/24/12

Situational/ behavioral Interview (How candidate react to hypothetical situations and what type of behaviour candidate exhibit ) In situational interviewing, jobseekers are asked to respond to a specific situation they may face on the job, and some aspects of it are similar to behavioral interviews. These types of questions are designed to draw out 4/24/12

Panel Interview (Candidates meet a panel of interviewers)

Such interview is conducted by a group of interviewers .It seeks to pool the collective wisdom and judgement of several interviewers. Question are asked in turn or at random.
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Group Interview (Group of candidates simultaneously interviewed)

A topic for discussion is given to the group .The candidates in the group are carefully observed as to who will lead the discussion, how well they participate in the discussion, how will the react to each other views.
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Formal Interviews

This one-on-one interview can be much different than the informal interview. This type is normally held in a closely monitored timeframe and this is the most common interview used when there are several candidates to be seen by the organization in a session. You may expect typical personal questions regarding your background and 4/24/12 goals, but the interview will include

Informal Interviews
These interviews can be held in a professional setting, on the worksite, at a restaurant or elsewhere. Personal in these definitions simply mean oneon-one with only one person. These are the most casual of interviews. One can expect to discuss job-related items, personal goals, discuss other personal issues and be more of a conversation than a one-way interview. 4/24/12 This is the most relaxed interview type

Stress interview (Interviewer attempts to find how applicants would respond to aggressive, rude and insulting rapid fire questions intended to upset the applicant)

The purpose of such interview is to find out how a candidate behaves in the stressful situation i.e. whether he loses his temper, gets confused or frightened or feels frustrated. The 4/24/12

1. PREPARATION 2. RECEPTION 3. INFORMATION EXCHANGE 4. TERMINATION

Steps for Proper Intervie 4/24/12 w

5. EVALUATION

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PLACEMENT AND INDUCTION Placement

Placement is the actual posting of the selected candidate to a specific job Assigning specific rank and responsibility Decision taken by the line manager at the appropriate level The new recruit is on probation for a period of time and performance is assessed very closely

Induction/orientation It is the process of introducing the new employee to the organisation and its policies, procedures and rules Familiarize new employee to job and work unit Help employee to understand values, beliefs, and acceptable behaviours Organisations conduct induction/ orientation programmes, which may be from two days to a week What are they oriented with: 4/24/12 Company, its history, its current position, rules regulations etc

Objectives of placement & induction:

1. Removing concerns and fears: New recruit is a stranger and not sure what he is supposed to do. Induction programme clarifies and assists in removing the concerns to make him effective to perform his duties and tasks

2. Creating a good impression about the organisation: To make the new comer feel at home, develop a sense of pride in joining the organisation, adapt to the new demands of the job, to get along with people and culture and to leave a good impression about the company

3. Act as a valuable source of information: Facilitate to go through the rules, regulations and various other handbooks
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