The document discusses the essentials of communication and presentation skills with a focus on interviews, detailing their definition, types, purposes, and preparation techniques. It categorizes interviews into structured, semi-structured, and unstructured formats, as well as personal types like selection and assessment interviews. Additionally, it outlines the responsibilities of both interviewees and interviewers, emphasizing the importance of proper attire, preparation, and question types during the interview process.

2. SUBJECT : COMMUNICATION &
PRESENTATION SKILLS (BSI -141)
LECTURER MAM SADIA KHATTAK
PRESENTION
TOPIC : INTERVIEW
BY : HUZAIFA TARIQ
CLASS NO 182
REGISTRATION NO : 20PWCIV5469
DEPARTMENT OF CIVIL ENGINEERING
UET PESHAWAR
3RD SEMESTER

3. CONTENTS
Interview
• Definition
• Types Of Inter View
• Purpose Of Interview
• Preparation For Interview
• Responsibilities Of Interviewee
• Responsibilities Of Interviewer

4. INTERVIEW
➢ Definition :
According to Gary Dessler , “Interview is a selection procedure designed
to predict future job performance based on applicants’ oral responses to oral inquiries.”
An interview is a face-to-face conversation between the interviewer and
the interviewee, where the interviewer seeks replies from the interviewee for choosing a
potential human resources.

5. TYPES OF INTERVIEW
There are different types of interview some of them are defined below.
➢ Structural View :
• StructuredInterview
• Semi-structured Interview
• UnstructuredInterview
➢ Personal view :
• Selection Interview
• Assessment Interview
• Promotion Interview
• CounselingInterview
• Exit Interview
• Stress Interview

6. STRUCTURALVIEW
Here interview may follow any of these patterns:
1. Structured Interview:
Here all candidatesanswer the same questions
presented to them in an established procedure. Under the structuredcondition,
‘interviewers look at all applicant qualifications in the same general way; the
same questions are asked to each applicant.

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2.Semi Structured Interview:
Here the
interview follows the established format,
but may ask questions about other areas of
interest too. All candidates may not be
asked additional questions in the same
areas and those questions may be
unorganized.

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3. Unstructured Interview:
Interviews that
follow no established set of questions are
known as unstructured interviews. Such an
interview provides insights that cannot be
gained in a structured interview.

9. PERSONAL VIEW
It appears in the following ways:
1. Selection Interview:
The most important and widely used interview type is a
selection interview. Such an interview is conducted to find out the potential
and suitable candidates for the available posts.

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2. Assessment Interview:
Here the performance of an
employee is interviewed to justify his quality, efficiency commitment, and
dedication as required by the job. Employee ambition, motivation, and
morale can be sorted out by assessment interviews.

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3. Promotion Interview:
A promotion interview is conducted to measure
the current performance of an employee and his ability to perform in the
higher-post. The interview also makes the interviewee aware of the new
responsibility to carry on.

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4. Counseling interview:
This is an interview where the troubling
employee acts as an interviewee and the management attends as an
interviewer.
If the performance of an employee is
unsatisfactory or if he/she is facing
any problem to work is clearly
discussed in such an interview.
Therefore, such an interview tries to
find problems and provides a
suggestion to overcome the problems.

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5. Exit Interview:
When an employee is leaving any organization either
voluntarily or through dismissal, an interview takes place to:
• Find out a reason to leave or
• Notify reasons for dismissal
• The respective opinion of the leaving employee will be useful to modify
employee policy.

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6. Stress Interview:
This interview is designed to place the
interviewee in a stressful situation and therefore to observe the respective
reaction of the interviewee. Such an interview is taken for jobs that are
highly stressful.

15. PURPOSE OF INTERVIEW
➢ The main purpose of interview is to select an appropritiate
candidate for the respective available post.
➢ Interview aims is to check out the insight of the candidate.
➢ To check out the respective knowledge and ability of the
candidate.
➢ It Verifies the information obtained through application form
and tests.
➢ It make a judgment and check suitability.

16. PREPARATION FOR INTERVIEW
➢ Some of the most effective tips for the preparationof an interview.
• Pick your outfit.
• Practice greeting your interviewer.
• Studyyour resume and know everything about it.
• Practice your answers to the most common interview questions.
• Research the company and the job position you are applyingfor.
• Find out the type of interview you will be going on.

17. RESPONSIBILITIES OF INTERVIEWEE
➢INTERVIEWEE :
The interviewee (respondent)is the person selected to answer the
questionnaire with whom the interviewer interacts.
➢Some of the responsibilities of the interviewee are.
• Dress properly for the interview.
• Arrive just early before the scheduled time.
• Ask the permission to enter the interview room and greet the interviewer with
smile.
• Stay calm and answer the interview questions properly and carefully.

18. RESPONSIBLITIES OF INTERVIEWER
➢INTERVIEWER:
Interviewer is the person who ask questions
from the interviewee.
➢ Some of the responsibilities of the interviewer are.
• Ask the candidate how he/she would solve a realistic job problem.
• Ask what the person is looking for this job and why those factors are
important
• During the interview look for candidate who have the achiever pattern.
• If you go by the first impression you may end up hiring people who make
great first impression but are not competent. So avoid such behavioer.
• Don’t ask outdated questions.