This document discusses interviews as a selection tool and research method. It describes different types of interviews including structured, unstructured, behavioral, and panel interviews. It outlines the steps in conducting an interview including preparation, setting, conducting the interview, and evaluation. Best practices are presented for interviewers such as establishing rapport, asking questions, and avoiding biases. Recommendations are provided for interviewees on dress, behavior, answering questions, and closing the interview. Common interviewer and interviewee mistakes are also reviewed. In summary, the document serves as a guide for effective interviewing.

1. Prepared By
sudhirkr

2.  Widely used selection tool
 Procedure to obtain information through
oral inquiries
 As a method for qualitative research
 Standard part of journalism and media
reporting

3.  To judge an applicant`s qualifications and
characteristics
 To give essential facts about the job and the
company
 To establish a rapport
 To solve problems as when counseling
 To get a real feel of the candidate

4.  Patterned/Highly organized/Standardised
interviews
 Non-directive/Free/Unstructured/Quite
unorganized interviews
 Depth/Action interviews
 Situational/Problem-Type/leaderless group
discussion interviews
 Panel/Board interviews

5.  Behavioral interview
 Job-related interview
 Unstructured sequential interview
 Structured sequential interview
 Mass interview
 Exit interview
 Stress interviews

6. 1. Preparation of the Interview
2. The Physical Setting
3. Conduct of the Interview
4. Close of the Interview
5. Final evaluation of the Candidate

7.  Determination of specific objectives
 Determination of the Method to be Used
 Acquainting Oneself about the Applicant
 Determining the Number of Interviewers

8.  The place of Interview
 Proper arrangements for reception and
seating
 The climate of the interview
 The time set for interviewers
 The usual practice to interview candidates

9.  Establishing rapport
 Getting complete and accurate information
 Recording of impressions

10.  It is as important as beginning
 Close of the interview may be indicated

11.  Evaluation of suitability.
 Measure the candidate fairly and accurately.

13. Errors in
Interview
The Halo
Effect
Leniency
Projection
Stereotyping

16.  Know about the company and its business.
 Dress well, wear clean, neat and ironed clothes.
 Be patient in time, wait patiently for your turn.
 Put your phone to silent mode.
 Enter room after seeking permission.
 Relax, smile and address the interviewers in the interview hall.
 Let your body language show enthusiasm.
 Take a seat after being told.
 Carry a paper and a pencil.
 Try to answer in simple and short sentences but be clear in your
expressions.
Continued..

17.  Think about the content and not on language.
 If answer is not known, say politely-I don’t know.
 When offered to ask questions you should ask.
 End the interview gracefully, tell them thanks for interviewing
you.

18.  Get puzzled or nervous.
 Try to memorize any answer.
 Argue with interviewers.
 Be late.
 Talk too much, loudly or unnecessarily.
 Be too familiar.
 Appear desperate.
 Sit until you are asked to do so.
 Pull or crack the chair.
 Bend or lean your hands on the chair/table.
 Cross or shake your legs.
 Chat—Directly or by phone.
 Style your hair or adjust clothes inside the hall.
 Put your hands in the pocket.
Continued…

19.  Put your things on the interviewer`s table.
 Play with pen, paper-weight etc.

20.  Explain the purpose of the interview.
 Create rapport
 Ask questions exactly as written.
 Listen/Determine relevant information.
 Record answers in correct place.
 Probe to increase accuracy/clarity and completeness.
 Avoid unnecessary reinforcement : “Oh, that’s very good!”.
 Never suggest an answer (otherwise called prompting).
 Show interest, use words such as: “uhm-mm”, “I see”, “Yes”, tell the
client that he has been heard.
 Pause. (silence tells him that you are waiting to hear more)
Continued…

21.  Repeat the reply. To stimulate client to say more, or recognize the
inaccuracy.
 Be very familiar with the survey questions and their flow to project
a confident, self-assured manner.
 Be sincere.
 Be objective.
 Be courteous.
 Repeat the question. (to help the client if he did not understand
the question)
 Keep within the scope of the interview.
 Establish the option to ask follow up questions.
 Wrap up the interview and thank the interviewee for their time.

22.  Rush the respondent.
 Patronize respondents.
 Dominate the interview.
 Prompt the respondent for specific answer.
 Interview someone you know.
 Falsify interview.
 Improvise.
 Clasp hand together.
 Play with shirt buttons, collars, the file in your hand etc.
 Forget the name of the interviewee.
 Show off/rude.
 Criticize.
 Interrupt.
Continued…

23.  Talk down to the interview.
 Be impatient.
 Use coarse language.

24.  Way to see an applicant in action.
 Best way to get at the “will do” feature of a
performance.
 It gives a chance to personally size up the candidate.

25. Way to see an applicant in action.
Best way to get at the “will do” feature of
a performance.
It gives a chance to personally size up the
candidate.