This document provides guidance on how to conduct interviews for an organization. It discusses preparing for an interview, including defining job requirements and shortlisting candidates. There are different types of interviews such as telephone, video call, and in-person. The standard interview structure consists of an introduction, behavioral questions, technical questions, and wrap-up. Interviews are typically rated against competencies and a selection committee determines the best candidate. Follow-up interviews may involve a panel and allow candidates to learn more about the organization.

1. HOW TO INTERVIEW
PEOPLE FOR YOUR
ORGANIZTION
By:
Muhammad Dawood Bashir
ME-22
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2. Layout
Interview & Types
1
Preparation for Interview
Interview Structure
2
3
Rating System
4
5 Summary & Conclusion
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3. Interview
• The word interview means ‘to see each other’.
• Interview is a formal meeting of two or more participants for
purpose in which interviewee provides answers to
interviewer’s questions.
• There are different purposes for conducting an interview.
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4. Types of Interviews
1. Telephone Interview: which is conducted
over telephone to get some basic
information.
2. Video Interview: which is conducted via a
video call whenever direct face-to-face
interview is not feasible.
3. Face-to-Face Interview: provides more
efficient and quick assessment than
telephone and video call interviews.
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5. Types of Interviews (Continued)
4. Panel Face-to-Face Interview: consists of panel of (two or
more) interviewers. These do not involve any personal
biasness and result in detailed assessment of the
interviewee.
5. Group Interview: has more than one interviewee. Usually, the
whole group is asked a same question.
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6. Preparation for Interview
• The first step is careful preparation before the interview as it is
a crucial part of hiring process for a job.
• The steps for preparation of the interview is as follows:
1. Know What You’re After:
• The organization should first define Job Description (JD).
• The next thing to be defined is the qualification and
personality of the candidate.
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7. Preparation for Interview (Continued)
2. Advertisement:
• Advertisement is the best option to attract the
right candidate for the job.
• A job advertisement includes JD, the minimum
qualifications required, the application process.
3. Shortlisting:
• Shortlisting is required when the organization
get a lot of applications for a single post.
• It is checked whether applicant meets the
predefined criteria.
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8. Preparation for Interview (Continued)
4. Planning – Team and Nature of Interview
• Team, nature and number of rounds or stages of the
interview should be decided.
• The availability of the candidate should also be kept in mind.
5. Personal Preparation
• Interviewers should spend time in research (reading CV) in
order to evaluate candidates properly.
• It is necessary for the interviewers to get their questions
ready before the interview.
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9. Interview Structure
Almost all interviews follow same structure and have four parts
which are:
1. Introduction
• Firstly, it is important to put candidates at ease, present
yourself and ask the candidate to introduce himself/herself.
2. Behavioral Questions
• The interviewer will assess the candidates’ personality,
attitude and skills by asking various situations of life.
• In order to ask such questions, STAR (Situation, Task, Action
and Result) technique is used.
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10. Interview Structure (Continued)
Example of Behavioral Questions:
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11. Interview Structure (Continued)
3. Technical Questions
• The organization can never hire a candidate as in ‘Heat
Exchangers’ who doesn’t even the basics of ‘Heat Transfer’.
• Technical questions are usually prepared in advance.
4. Wrap-Up
• The interviewer may ask the candidate about salary.
• The interviewees are given some time to ask any question
about the job or the organization.
• The interviewer tells the candidate the next steps of the hiring
process.
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12. Rating System
• All the candidates are rated against the competencies
required for the job.
• A marking frame has three parts: (i) Marking guidelines (ii) A
list of behaviors for each competency (iii) A rating scale.
• Generally, a rating scale has five or seven ratings.
• The final selection is done by a selection committee who
mutually decides the best candidate for the job.
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13. Follow-up Interviews
• There are usually one or two interviewers in the first interview
and a panel of interviewers in the follow-up interviews.
• The reason is to select the best candidate for the position by
conducting more than one screening interviews.
• A follow-up interview is also an opportunity for candidates to
do further research on the organization and decide whether
they want to work for it or not.
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14. A Case Study-Yahoo Hiring Process
• The first interview is conducted on mobile screen by a senior
employee of Yahoo.
• A candidate interview is usually interviewed by 6 – 7 people on
the same team for 45 minutes each.
• In the first 5 minutes, there is general conversation. Next 20
minutes consists of coding question. Last 20 minutes involve
questions about system design.
• The candidate often gets a decision that day, if he has done
well but this doesn’t happen sometimes.
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15. Summary and Conclusion
• Interview is a formal meeting of two participants.
• There are different types of interviews: telephone interview,
video interview, face-to-face interview and panel interview.
• The preparation before the interview is very important.
• Almost all interviews follow same structure and have four
parts viz. introduction, behavioral questions, technical
questions and wrap-up.
• The final selection is done by a selection committee using a
rating system
• Usually the number of total interviews is two or three.
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16. An Overview of Hiring Process
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17. THANKS!
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18. ANY
QUESTIONS?
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