The document discusses the concept of interviews, defining them as formal meetings for information gathering through questioning. It outlines various types of interviews, their purposes, and essential skills required for candidates, including communication and problem-solving skills. Additionally, it provides guidance on preparation dos and don'ts, highlighting the importance of attitude and effective communication in the interview process.

1. DR. C. BEULAH JAYARANI
M.Sc., M.A, M.Ed, M.Phil (Edn), M.Phil (ZOO), NET, Ph.D (Edn)
ASST. PROFESSOR,
LOYOLA COLLEGE OF EDUCATION, CHENNAI - 34

2. WHAT IS AN INTERVIEW?
French word
‘entre voir’
that means
to glimpse
or
to see each
other
Obtaining
information
by
questioning a
person or
persons.
Interviewer
Interviewee
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3. OxfORd AdVANcEd LEARNER’S dIcTIONARy…
 A formal meeting at which somebody is asked
questions to see if they are suitable for a
particular job or course of study of a
college/university……,
 Private meeting between people where questions
are asked and answered.
 To ask somebody about their life, opinions
especially on radio or television or for the
newspaper or magazine.
To give an interview is to agree to answer
questions.
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4. PURPOSE Of AN INTERVIEW
To find the best
candidate to fill
a vacancy
Right attitude
Fits into the requirement culture
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5. REQUIREd SKILLS….
• 1. COMMUNICATIVE SKILL
• 2. LEADERSHIP SKILL
• 3. ORGANISING SKILL
• 4. PROBLEM SOLVING SKILL
• 5. TEAM WORK
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6. INTERVIEW cLASSIfIcATION
INTERVIEW
CLASSIFICATION
STRUCTURE PURPOSE CONTENT ADMINISTERING
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7. STRUCTURE
DIRECT INTERVIEW
UNSTRUCTURED OR
INDIRECT INTERVIEW
OR OPEN-ENDED
INTERVIEW
SEMI-
STRUCTURED
INTERVIEW
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8. PURPOSE
STRESS
INTERVIEW
APPRAISAL/
ASSESSMENT
INTERVIEW
EXIT INTERVIEW
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9. CONTENT
SITUATIONAL
INTERVIEW
JOB RELATED
INTERVIEW
BEHAVIOURAL
INTERVIEW
PSYCHOLOGICAL
INTERVIEWS
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10. ADMINISTERING
INTERVIEW
ONE TO ONE
INTERVIEW
SEQUENTIAL/SERIAL
INTERVIEW
GROUP INTERVIEW/
GROUP DISCUSSION
PANEL INTERVIEW/
COMMITTEE
INTERVIEW
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11. 1. INfORmATIONAL INTERVIEW
To seek
information
about
particular
employer /
sector / job.
To know about
employers
content
knowledge
It is also an
excellent way
of networking
and adding to
contacts.
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12. 2. ScREENINg OR TELEPHONE INTERVIEW
To be a more
cost effective
way to
screen
candidates.
Slots
range
from 10
to 30
minutes
.
Firstly,
prepare
for it as if
it is an
open book
exam.
Secondly, make
sure you have your
CV, the job
description, list of
references and
prepared answers
noted in front of
you.
A large part of
communication is visual
and as they can’t see
your body language, it
critical to have
positive and sharp
answers delivered with
enthusiasm.
Finally,
don’t
forget to
ask what
the next
step will
be.
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13. If you are invited for a telephone
interview, the employer has seen
something they like in your application.
To confirm your interest in and
availability for the job
To make sure you are reasonably
intelligent and well-spoken
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14. 3. INdIVIdUAL INTERVIEW
• Often referred to as a “personal interview” /
Common type / face to face
• Interview time range from 30 to 90 minutes.
• Shorter interviews will mean delivering concise
answers that are to the point.
• Longer interviews allow more time to go into
detail and support the answers with examples.
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15. 4. SmALL gROUP OR
cOmmITTEE INTERVIEW
• Meeting a panel of decision makers at once
• This can be frightening and intimidating if you
are not well prepared in advance.
• However, more than one interviewer means
efficiency and an opportunity for different
opinions of the same answer.
• Try to build a rapport with each member of
the panel and be sure to make eye contact
with everyone not just the person asking the
question.
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16. 5. THE SEcONd OR ON-SITE
INTERVIEW
After successful completion of the first occasion
- to know more interviewer
It can be longer, some lasting half / full-day.
Meeting with - manager, office staff and the
head of department.
 Most importantly, be ‘on the ball’ and show
enthusiasm!
Try to find out as much as possible about the
agenda for the day This is usually the last stage
before an offer of employment is made.
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17. 6. BEHAVIORAL-BASEd INTERVIEW
Known as
“Critical
Behavioral
Interviewing”
the theory is that
past
performance
in a similar
situation is the
best predictor of
future
performance.
This method of
interview probes
much deeper
than the usual
interviewing
techniques.
Have specific
examples ready that
highlight your
attributes in core
areas such as
teamwork,
problem-solving,
communication,
creativity,
flexibility and
organizational
skills.
However, be
structured in your
answers and
explain your
examples in terms
of the situation,
the task, the action
you took, and the
outcome achieved.
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18. 7. TASK ORIENTEd OR
TESTINg INTERVIEW
It’s structured in a way
that allows to
demonstrate your creative
and analytical abilities in
problem solving through
varied tasks or exercises.
It may include a short
test to evaluate your
technical
knowledge and
skills.
Other tasks can be
delivering a presentation
to a group to determine
your communication
skills.
Relaxing is key!
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19. 8. STRESS INTERVIEW
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20. ¨ Being asked more than one question at a time;
¨ Being asked further questions without being allowed
adequate time to respond;
¨ He asks questions rapidly, criticizes his/her answers,
interrupts him/her frequently, makes derogatory remarks etc.
¨ Having his/her feelings provoked.
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21. WHAT dOES AN INTERVIEWER LOOK
fOR ?
 Who you are as a person?
Your knowledge
Your skills
 Your attitude
Your ability to interact with
people
Your capacity to take work
pressure
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22. ANSWER THE FOLLOWING QUESTIONS……
1. can you tell me a little about your self?
2. what do you know about this institution?
3. why do you want job in our institution?
4. why should we hire you?
5. what are your strength?
6. what are your weaknesses?
7. what is your greatest achievements?
8. what do you like to do outside of hour?
9. what do you think we could do differently?
10. where do you see yourself in five years?
ANSWER THE fOLLOWINg QUESTIONS……
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23. I want to have learned and grown within my
work, to have increased my responsibilities
and skills. I enjoy a challenge and would like
to know that I am constantly meeting new
challenges. My goal is to be the best at
whatever level I am working at within
the institution.
WHERE dO yOU SEE yOURSELf
IN 5 yEARS TImE?
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24. cURRENT cHALLENgINg PROcESSES …….
Face to face
Panel
interview
Group
interview
Telephonic
interview
Behavioural
Interviews
Case
Interviews
Competency
Based
Interviews
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25. • Face-to-face interviews and
include paperwork.
• Educational background,
• Previous work experiences
• Questions relating to
personal characteristics &
• Goals
JOB INTERVIEWS
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26. dOS
• Prepare yourself well
• Show interest
• Carry extra copies of your resume
• Wear a cheerful smile
• Be gracious, assertive and strong
• Be honest and truthful when you
reply
• Look into the eyes of the
interviewer while talking to
him/her
dON’TS
• Do not establish overconfidence
• Do not answer before the
question has been completed
• Do not talk continuously
• Do not be rude or get into an
argument with the interviewers
• Do not swindle with your tie or
pen
• Do not extend your hand first for
a handshake
• Do not be unclear about your
expectations from the job
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27. • Deep and free response
• Flexible & adaptable
• Glimpse into respondent’s
tone, gestures
• Ability to probe, follow-up,
clarify misunderstandings
about questions
• costly in time and personnel
• impractical with large numbers
of respondents
• requires skill
• may be difficult to summarize
responses
• Possible biases: interviewer,
respondent, situation
AdVANTAgES dISAdVANTAgES
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28. cONcLUSION
The candidate has to
physically and emotionally
be prepared apart from
being knowledgeable in the
domain area.
Many of the recruiters
believe in recruit for
attitude, train for skills.
Apart from a pleasing
personality, training and
effective communication
play a vital role in
succeeding at interviews.
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