Your SlideShare is downloading. ×
The Pros As Well As Cons Of Job Interview Questions- Types Of Typical Interview Question S
The Pros As Well As Cons Of Job Interview Questions- Types Of Typical Interview Question S
The Pros As Well As Cons Of Job Interview Questions- Types Of Typical Interview Question S
The Pros As Well As Cons Of Job Interview Questions- Types Of Typical Interview Question S
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

The Pros As Well As Cons Of Job Interview Questions- Types Of Typical Interview Question S

1,435

Published on

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
1,435
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
17
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. The Pros As Well As Cons Of Job Interview Questions- Types OfTypical Interview Question SThis centre is intended to share an ample overview on work interviews, the actual tricks, forms ofinterview, exactly how interview questions are organised and the tips on how to excel successfully inan job interview.Interview is actually supposedly the most crucial stage in selection process associated with jobrecruitment exercise. It involves face to face discussion with work candidate with a view to elicitingthrough him particular information that may be used to forecast his likely success on the job. Inessence, the objective of interview would be to sell the business to the applicant and concurrentlyobtain vital information in the applicant. Various other purposes of job interview include: to screenfurther for tests , to advise the candidates about alternative employment and also to further boost thepublic relations of the organization.Forms associated with InterviewBasically, selection interviews are in two forms specifically ;(we ) Individual job interview : Under this particular arrangement, there may be one prospect to onejob interviewer or one prospect to a solar panel comprising numerous interviewing. Thats , one to onetoo many.(ii) group Interview: the actual practice under this typology is to have several candidates facing anumber of interviewers simultaneously. That is, many to one. This really is peculiar to public field.Structure of job interview QuestionInterview questions can either end up being structured or unstructured. Under the advance jobinterview , the interviewers know the questions in advance and they simply ask the applicants , andrecord his/their reactions.The merit of this system is that it offers the same kind of information on just about all candidates andprovide them equivalent chances of achievement. Again, this allows systematic coverage of allquestions deemed necessary through company as well as minimizes individual biases.The unstructured job interview on the other hand has no definite preplanned or pre-determinedstrategy. The actual interviewee decides the path of the selection interviews and he reaction toquestions presented to him. This design requires more participation through candidates in contrast tothe organised interview.Common Problems in Interview
  • 2. (we ) Stereotype: the commonest mistake in interview may be the tendency of the interviewer tostereotype interviewees. That is, to predetermine notion about all of them. Stereotyping is based onrace, cultural and sex discrimination. Individual biases might also be involved such as candidate’slook , speech as well as manner.(ii) halo Effects: this particular takes place when the job interviewer allows solitary prominent featuresof all applicants to master his judgment of all other traits the actual candidate have got.(3 ) Physiognomy: its to do with knowing a applicants intelligence or character based on theindividual’s facial expression.(iv) wrong Phasing associated with Question: it is another challenging area in interview. TopQuestions should be avoided because very little information is obtained from good or bad.Steps to make sure Successful Interview(we ) First and foremost, the job interview should be nicely planned ahead of time. Questions such aswhen, exactly how , where as well as who involved in the interview should be answered early enough.(ii ) Also, connection should be established and maintained between applicants and the selectioninterviews.(iii) once again , the job interviewer should have knowledge , empathy as well as communication skills(iv ) Similarly, just job related questions should be asked because the primary goal of job interview isto gather information that will help in the work decision(v) finally , results ought to be recorded to ensure facts are not really forgotten.Types of Interview(we ) The Biographical Interview(ii) the stress Interview(iii) the problem Solving Interview(we ) The Biographical Interview: This involves asking the applicants about their educationalattainments, the following through his work experience, eliciting from him information about every jobhed earlier carried out. Questions such as why he took the job , what he did insightful knowledge aswell as skills obtained in the process of the job as well as why he left the job are some of the mostpopular questions under biographical selection interviews. Biographical job interview is the mostthorough , reliable as well as systematic kind of interview. It is useful where a individual with steadyworking design is needed.(ii ) The stress Interview: Under this particular arrangement, the actual candidate is actually put onthe actual defensive by having an attempt to mistake him as regards his progress. This method canbe used to identify highly emotional individuals. It is the method used by the workplace of properservices within the U.s to select men for espionage work. It is useful ; where a tough man is neededto work in atmosphere which brave people who can conserve vital information and maintain their
  • 3. remain even in the face of death threat.(we ) The issue Solving Interview: The prospect is given hypothetical issue and his response to it isevaluated. This method is much more relevant to screening the primary knowledge. It is useful wherean applicant is needed with regard to decision making.Selection TestDefinition: check constitutes the actual sample associated with behavior from which inferences tendto be drawn in order to predict future performance. Check is one of the most controversial facets ofselection processes because of the dependability and credibility issue. The typical validity associatedwith tests for most occupation has been said to be below 40 percent.Prominent among the selection tests are the personality , interest, skills , achievement, intelligencetest, graphology and polygraph.Personality TestThis test is made to examine the kind of person an individual is actually. Is he emotional or perhaps aperson who does not lose their composition even just in the face associated with severe stress ? Thischeck focuses on the entire characteristics that make up a person such as : intelligence, physical ,emotions, inspiration , interest and other social functions.Interest TestIt is used to determine a preference among various kinds of work. It has been discovered that anindividual whose curiosity is the same with people who are successful in certain jobs is mostly likelyto have strong inclination with regard to such a work ; hence their own likelihood of doing your best insuch jobs is vibrant.Aptitude TestThis measures the capacity to learn a particular job or type of work. In other words, it measures thepotential capability of an individual. Such check could be designed to test paperwork or mechanisedability. It might entail spoken or subjective reasoning or numerical capability. Examples of skills testswould be the short work tests with regard to clerical work.Achievement TestIt is used to assess an individual proficiency inside a given area rather than their capability. It couldbe oral, created or proved helpful sample. At the.g. Proficiency test can be used to asses inputting orshorthand skills, reading through ability etc.Intelligence TestThis is designed to measure the method the actual mental capabilities of the individuals. Thats , itmeasures the data , skills as well as intensive capability to learn. This kind of test frequently requiresapplicants to do a few deduction as well as logical thought.GraphologyIt is a practice where the handwriting of a work applicant is actually examined to predict the suitabilityof the prospect for the job.PolygraphIt is an electronic device used to identify whether a job candidate is actually telling is or not when he
  • 4. is becoming interrogated.Find the answers to job interview questions

×