3. Table of ContentsTable of Contents
• Definition of Interview
• Types of Interview
• Structure of interview
• Contents of Interview
• Administration of Interview
• Process of conducting interview
4. Table of ContentsTable of Contents
• History of the company
• Organization study
• Strength and weaknesses
• Conclusion
• Recommendation
5. Definition of InterviewDefinition of Interview
• Interview is a process in which a potential
employee is evaluated by an employer for
prospective employment in their company,
organization, or firm. During this process,
the employer hopes to determine whether
or not the applicant is suitable for the role.
6. Types of interviewTypes of interview
• Selection Interview
– Conduct at the time of selection
• Appraisal Interview
– Give promotions and rewards
• Exit Interview
– When the employee leave the organization
7. Format of interviewFormat of interview
• Structured interview
– Directive and standardized format
• Unstructured interview
– Non-directive and use for complex job
8. Content of InterviewContent of Interview
• Situational interview
– Give the situation and ask for solution
• Behavioral Interviews
– Check the past experience of actual job
• Job-related interview
– Questions related to required job
• Stress interview
– Check temperament and depression
9. Administration of InterviewAdministration of Interview
• Structured sequential interview
– Standardized questions
– Conducted by interviewers in a sequence
• Unstructured sequential interview
– Ask questions as comes to interviewers’s mind
• Panel job interview
– Group of interviewers interview the candidate
10. Continu..Continu..
• Mass interview
– Group of interviewers interview group of
candidates
• Web-Assisted interview
– Using internet technology
• Phone interviews
– On call interviews in order to save the time
11. How to design and conduct an effectiveHow to design and conduct an effective
interviewinterview
• Step1 analyze the job
(job description i.e. skills, ability,knowldge)
• Step2 Rate the job main duties
(decision making, computerized, analytical
skills)
• Step3 Create interview question
(prepare question before taking interview)
12. Continue..Continue..
• Step4 create benchmark answer
(multiple answer of those
questions)
• Step 5 Appoint the interview panel and
conduct interview
(select the interviewers and
conduct the interview)
13. History of the CompanyHistory of the Company
• In 1866 Henri Nestlé developed a milk-based baby food
by the name of “Farine Lactée Henri Nestlé”
• Swiss origin headquartered in Vevey, Switzerland
• In 1905 Nestlé and Anglo-Swiss Condensed Milk
Company merged and retain its previous name.
• In 1947 the name is changed and give a new name as
nestle
• After 1960, Nestle gain a strong position and decide not
to merge in other companies.
14. Study of organizationsStudy of organizations
• We chose Nestle Company for this
analysis.
• Use assessment centers to select the
candidates
• First company conduct telephonic
interview to screen the candidates and
reduce the pool of candidates
• Then take face-to-face interview
15. Study of organizationsStudy of organizations
• Nestle company uses both formats of
interview according to the type and
requirement of the job e.g.
– Structured interview
– Unstructured interview
16. Continue..Continue..
• Use structured interview, when the job is
similar
• When the company fill the complex , most
important and executive positions, the
company prefer unstructured or semi-
structured interview,
17. ComparisonComparison
(strength and weaknesses)(strength and weaknesses)
• Strength
• Nestle company use panel as well as mass
interview which save the time of interviewers
and help the interviewer to compare the
candidate and to select the right person for
right job.
18. StrengthStrength
• Nestle company use all types of questions in
their interview according to the requirement of
the job
– Situational questions
– Behavioral questions
– job-related questions
– Stress questions
• In addition Nestle company use competency and
motivational questions
19. StrengthStrength
• Nestle company uses STAR approach in competency
based questions
– S Situation: Why did you have this deadline?
– T Task: What was your specific role in the task?
– A Action: What did you do to ensure you met the deadline?
– R Result : What was the end result?
• Nestle company have experienced interviewers
• Uses all the types of interviews e.g.
– selection interview
– appraisal interview
– exit interview
20. WeaknessesWeaknesses
• Weaknesses
• The criteria of interview of nestle company is no doubt
very clear and useful but there are some weaknesses in
their procedure
• Sometime interviewer select the candidate on the basis
of personal characteristics or personal relationship with
the candidate like same cast, belong to same city
• Interviewer sometimes selects that candidate which is
not eligible for that job on the basis of strong reference.
21. ConclusionConclusion
• We conclude that effective interview is very
necessary for any organization. To increase the
performance and to achieve the objectives of the
organization, every organization need to select
right person for right job. In order to achieve this
objective Nestle company give more emphasis
on selection of the candidates. The HRM
department of Nestle company is very strong.
22. RecommendationsRecommendations
• Nestle company have a strong HRM department and
experienced Interviewers so we have some
recommendations as given bellow:
• Nestle company take steps to overcome some biases
that are committed by the interviewers
• Nestle company gives better training to interviewers
• Nestle company should arrange the interview in such a
room where any contact is not allowed
• Use standard type of questions and create benchmark
the answers
