All About Interview
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All About Interview



Types of Interviews - Detailed Notes

Types of Interviews - Detailed Notes



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    All About Interview All About Interview Presentation Transcript

    • INTERVIEWS Presented by, Sivaraman. P.S.
      • An interview is a conversation between two or more people (interviewer & interviewee) where questions are asked by the interviewer to obtain information from the interviewee.
    • Types of Interview
        • Interviews of Assessment.
          • It is the most common type; as of a Job Interview , where in the interviewer wants to assess the potential of his/her employees in the job.
          • Interviews for Information.
          • It is that kind of interview being conducted to gather information about a subject. It may be a scholar’s research, Journalists Research or Police Investigation.
    • Other Types
      • Structured Interview.
      • Behavioural Interview.
      • Meal Time Interview.
      • Telephone Interview.
      • Stress Interview.
      • Panel Job Interview.
      • Exit Interview
    • Structured Interview
      • The employer identifies the competencies (skills, abilities and experience) required for the role.
      • They design the questions to test whether the candidate has these competencies.
    • Behavioural Interview
      • Behavioural interviews are trying to find out how you would act in certain situations.
      • The interviewer wants to be able to predict how you would behave in the role, if they recruited you.
      • So they ask hypothetical questions, about a time in your past, or asking you to imagine yourself in a future situation.
    • 4 Styles of Situational Leaders
    • Meal Time Interview
      • A mealtime interview is a standard component of a sequential interview in a position that requires marketing, networking, sales, business dinners, and travel .
      • The goal of the dinner or mealtime interview is to determine how you perform in a social setting.
      • Are you relaxed and charming or awkward and evasive?
    • Contd…
      • Companies want to observe not only how you handle a fork, but also how you treat your host, any other guests, and the serving staff.
        • SWOT Analysis of Meal Time Interview
      • Threats: -
      • Difficult to prepare for the interview as its structure may vary greatly.
      • Many items such as dress, manners and etiquette, and effective conversation to consider.
      • Opportunities: -
      • To guide the interviewer through all your strengths, while minimizing your weaknesses.
      • Likely to learn more about the organization and its corporate culture.
      • Weakness: -
      • Lack of knowledge of manners and table etiquette.
      • You might not be sure what to talk about, or how to start a conversation.
      • Drinking alcohol.
      • Strengths: -
      • This is your chance to discuss other areas of knowledge (sports, arts, community, travel...)
      • If you’re skilled at casual conversation it is easier to win over the interviewer.
    • Telephone Interview
      • Prepare a list matching your accomplishments to the company's stated requirements.
      • To get the feel of being interviewed over the phone, compile a list of probable questions and ask a friend use them in a simulated phone interview.
      • Select a quiet place where you will not be disturbed during the phone call.
      • It is a good idea to stand during a telephone interview as this makes you sound more confident and helps project a positive and professional image.
    • Contd…
      • If you don't understand a question, ask for clarification. Provide well-developed, balanced, and analytical answers. Avoid monosyllabic 'yes' and 'no' replies.
      • Under no circumstances should you criticize your previous employers or colleagues.
      • At the end of phone call, disconnect the phone only after your employer disconnects.
    • Panel Job Interview
      • Sometimes employers want candidates to be seen by a number of managers or peer-workers. A panel interview simply means a candidate meets multiple interviewers at once.
      • They may play the " Good cop / Bad cop " routine, where one of them is aggressive and another sympathetic, to see how you perform under stress.
    • Stress Interview
      • To measure the stress bearing capacity of the interviewee in the working environment.
      • To know the adaptability of interviewee towards the changing job needs.
      • How would you clarify an unclear assignment?
      • "If you had a project due and a co-worker wanted to talk about something else, what would you do?"
      • "In what kind of a work environment are you most comfortable: structured, unstructured, etc.?“
      • Have you any experience working to meet deadlines?
      • Have you ever worked in a place where it seemed to be just one crisis after another?
    • Exit Interview
      • It is typically a meeting between at least one representative from a company's HR department and a departing employee.
      • HR departments conduct exit interviews (also called exit surveys) to gather data for improving working conditions and retaining employees.
      • However, a hidden purpose is to help employers avoid costly litigation down the road, caused by "disgruntled" employees.
    • Preparations for Interview
    • Planning for the Interviews
      • Prepare yourself, interviews are two-way meetings. It is an opportunity for the interviewer to find out about you as a suitable candidate for the position.
      • But they are also an opportunity for you to find out about the organisation that will provide you with the challenge and job satisfaction you are looking for.
    • Contd….
      • Prepare some questions to ask at the interview. At the first interview it would be wise to restrict your questions to the details of the job and the organisation.
    • Main Tips
      • Find out everything you can about the company and what it makes or does. Look for current news - show you are up to date.
      • Why does this job exist? What problems will it solve? What are the Key Result Areas?
      • Dress as if you are already doing the job.
      • what skills/qualities/experience do you have to match?
    • Contd…
      • Be your own worst interview nightmare. What is the most difficult question you might have to face? Practice the answer. Practice again.
      • Be upbeat. Employers latch on to negative messages, so don't give them any!
      • Prepare for rejection. On balance you will be rejected more times than accepted. Even if you don't get the job, you can learn a huge amount about your perceived market value.
      • Remember : “there's a job out there for you somewhere”.
    • Ideal Professional Attire for Men
    • Ideal Professional Attire for Women
    • Conducting the Interview - SOARA Technique
      • The SOARA (Situation, Objective, Action, Results, Aftermath) is a Job interview technique used by interviewers to gather all the relevant information about a specific capability that the job requires.
      • Situation: The interviewer wants you to present a recent challenge and situation you found yourself.
      • Objective: What did you have to achieve? The interviewer will be looking to see what you were trying to achieve from the situation.
      • Action: What did you do? The interviewer will be looking for information on what you did, why you did it and what were the alternatives.
      • Results: What was the outcome of your actions? What did you achieve through your actions and did you meet your objectives.
      • Aftermath: What did you learn from this experience and have you used this learning since?
    • Conducting the Interview
      • Pre-Interview .
      • During the Interview.
      • At the end of Interview.
    • Pre-Interview For Employer
      • Ensure that the room layout is appropriate
      • Ensure that adequate refreshments are provided
      • Ensure all members of the panel are present
      • Identify key selection criteria
      • Discuss questions and order of questions with the panel members
    • For Candidates
      • Prepare well about the company, its products and services, values, philosophies…etc.
      • Go through the major issues and key related areas of interview discussions.
      • Prepare all the testimonials required to be shown at the time of interviews.
      • Get well with the route map and access to the company or interview venue.
    • During Interview
      • Introduce panel or the panel introduce themselves
      • Order of questions as agreed
    • At the End of Interview
      • Ask the candidate if he/she has any questions
      • Confirm their current salary and notice period is as stated on their application form, if not gather the updated details
      • Contact details, i.e. mobile phone number for informing candidates of the outcome
      • Inform the candidates that they will be contacted with the decision as soon as after the interview
      • Confirm that normally HR will contact with the decision
    • Closing the Interview
      • Leave your interviewer with the right picture of you.
      • Ask if there is anything else you can provide. (References, background information, or samples?)
      • Ask about the next step in the process. (Important for you to know for follow up. Ask for the decision date, if possible.)
      • Find out how to contact them. (If you don’t hear back, you will need to know who to contact and whether they will accept calls to check the status.)
    • Do’ s & Don't s