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Formal and informal interview


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Formal and informal interview

  2. 2. AGENDA Introduction of interview. Definition of interview. Characteristics of interview. Types of interviews. i. ii. Formal interview. In Formal interview. Guidelines for effective interviews. Conclusion.
  3. 3. Introduction  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 job.  In some cases, selected candidates are offered the position after one interview.  In other cases, the process is longer and may involve more interviews with Human Resources representatives, different levels of management and potential colleagues.
  4. 4. Definition According to L. Brown, “It is a conversation between two people. It is a conversation, yet, but directed to a purpose other than personal, social satisfaction”. 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”.
  5. 5. Characteristics 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 put verbally.
  6. 6. Types of interviews Formal interview:  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 interviewing.
  7. 7. Informal interview:  It is not based on list of questions nor do they use fixed response categories.  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.
  8. 8. Guidelines for effective interviews: 1. Employer perspective: What is employer watching for? 2. Keep up appearance: Need to maintain professional approach. 3. Speak easy: present yourself in a way that highlights charm of your personality. 4. 5. Maintain and mystique: maintain balance flow of conversation. Ask questions: Interviewer will feel good if interviewee shows eager to know about the company. Conclusion Interview is meting between applicant and company representative to compile the data or facts.