FORMAL AND INFORMAL
MBA1st YEAR 1st SEM
Introduction of interview.
Definition of interview.
Characteristics of interview.
Types of interviews.
In Formal interview.
Guidelines for effective interviews.
An interview is a meeting between an applicant for employment
and a company representative to determine if the candidate is
qualified for a job.
Interviews can be held in-personal, conducted over the phone, or
conducted via video or Skype.
The interview process depends on the company, the position they
are hiring for, and the pool of candidates who have applied for the
In some cases, selected candidates are offered the position after
In other cases, the process is longer and may involve more
interviews with Human Resources representatives, different levels of
management and potential colleagues.
According to L. Brown, “It is a conversation between two people.
It is a
conversation, yet, but directed to a purpose other than personal,
According to S.G. Ginsburg, “The interviewer’s questions must
explore view points as well as experiences, they must be as tough
as the problems that will
face the person who gets the job”.
Interviewing as a method of data collection has certain
characteristics. They are
The participants, the interviewer and the respondent are
strangers. Hence ,the investigator get him self introduced to the
respondent in an appropriate manner.
The relationship between the participants is a transitory one.
It has a fixed beginning and termination points, the interview
proper is a fleeting momentary experience for them.
Interview is not a more casual conversational exchange, but a
conversation with a specific purpose viz., obtaining information
relevant to a study.
Interview is a mode of obtaining verbal answers to questions
Types of interviews
Formal interviews are based on a fixed list of questions to
which all interviewees respond.
This type of interview is really the verbal, face-to-face delivery
of a questionnaire.
The result is the data which can be presented in quantitative
form and it is analyzed for trends and statistical correlation.
Pre-coded question make it relatively simple to analyze the
data on computer.
The minimal role of the interviewer in this type of interview
reduces the risk of ‘interviewer effect’.
The formal interview is quicker and cheaper to complete.
Lack of validity is the serious flaw in structured approach to
It is not based on list of questions nor do they use fixed
It do not generate quantitative data.
The informality generates a greater degree of trust which can
allow for the exploration of more sensitive issues.
The data created by informal interviews is quantitative, often very
vivid and personal in tone.
It is a casual and relaxed may be conducted in outside of office.
Employers prefer informal interview than formal, because
employers find an easy way to know better about the person.
If a person presents himself well in informal interview, then the
next step in hiring process is more formal interview.
Guidelines for effective interviews:
Employer perspective: What is employer watching for?
Keep up appearance: Need to maintain professional approach.
Speak easy: present yourself in a way that highlights charm of
Maintain and mystique: maintain balance flow of conversation.
Ask questions: Interviewer will feel good if interviewee shows
eager to know about the company.
Interview is meting between applicant and company
representative to compile the data or facts.