Presentation on interview

5,642 views

Published on

0 Comments
6 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
5,642
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
301
Comments
0
Likes
6
Embeds 0
No embeds

No notes for slide

Presentation on interview

  1. 1. PRESENTATION ON INTERVIEW Presented by: Anushka Vasu Aparna Mishra Ariba Daud Anshuman Khushwaha Anuj Kr.Pal
  2. 2. INTRODUCTION  Face to face oral, observational and personal appraisal method.  Conversation between two people or more  For finding the most suitable candidate for the required job.  One of the most important part of selection procedure.
  3. 3.  Consist of 10-20 minutes  Held may be in-person or over phone or via video or Skype.  Called as negative process.  Last step of hiring process.
  4. 4.  Usually it is more than a means of getting information. It involves:  Giving information that will help the applicant to make up his mind about the company  Giving advice that may serve to change the mental or emotional attitude to the interviewee.
  5. 5.  Provides the opportunity to meet one another, exchange information and come to tentative conclusion about “hiring” one another.  An opportunity where you can describe your experiences and skills and can get an idea of what is happening with the company.  A two way process.
  6. 6. Need for interview  To judge the overall personality of the candidate  To know whether you are able to perform the required job or not  To judge the skills and attributes which are not mentioned in c.v.  Apart from your knowledge your ability and capacity to do the job
  7. 7.  To find out what motivates you, how well you communicate  Your actual strengths and weaknesses.
  8. 8. TYPE OF INTERVIEW
  9. 9. STRUCTURED INTERVIEW  Structured interview are preplanned.  Set of question are asked in a standard way across all respondents.
  10. 10. STRUCTURED INTERVIEW  Interviewee is only is supposed only to answer the questions put by the interviewer.  Structured interviews is also called directed or guided interview.
  11. 11. UNSTRUCTURED INTERVIEW  Interviewer does not ask direct and specific question.  Interviewer ask question as they come into mind.
  12. 12. UNSTUCTURED INTERVIEW  It is also called as Non-Directed interview.  Candidates are more relaxed and are encouraged to express themselves about different subject based on their background, interest etc.
  13. 13. STRESS INTERVIEW  The interview, attempts to find how applicants would respond to aggressive, embarrassing, rude and insulting questions.
  14. 14. STRESS INTERVIEW  A stress interview allows interviewers to see how well you work under pressure
  15. 15. GROUP INTERVIEW  It is an interview of a number of applicants in a group.  It is used where it is essential to know how the candidate behave in group.
  16. 16. GROUP INTERVIEW  Group interview is usually designed to uncover the leadership potential of applicants.
  17. 17. PANEL INTERVIEW  Panel means a selection committee that is appointed for interviewing the candidate.  Panel may include three or five members.
  18. 18. PANEL INTERVIEW  Questions are asked to candidates about different aspects and marks are given to each candidate.  Final decision are taken by all members collectively by rating the candidates.
  19. 19. TELEPHONE INTERVIEW  Many organizations will conduct interviews by telephone to narrow a field of candidates.
  20. 20. TELEPHONE INTERVIEW  Telephone interviews may also be used as a preliminary interview for candidates who live far away from the job site.
  21. 21. EXIT INTERVIEW  When an employee leaves the company, he is interviewed either by his immediate superior or by the HRD manager. This interview is called an exit interview.
  22. 22. EXIT INTERVIEW  Exit interview is taken to find out why the employee is leaving the company.  Exit interviews are taken to create a good image of the company in the minds of the employees who are leaving the company.

×