The document discusses different types of interviews used in hiring. It defines an interview as a meeting to obtain information through questioning. Formal interviews are one-on-one meetings to assess fit for a position. Informal interviews are casual conversations also aimed at assessment. Stress interviews try to frustrate applicants to evaluate how they handle stress. Situational interviews use hypothetical scenarios to assess analytical skills. Panel interviews involve a group questioning an applicant. Group interviews evaluate multiple candidates simultaneously. Depth interviews use small samples and in-depth personal questioning to understand opinions and motivations.
Other types of job interviews:
1. Behavioral Interviews: Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. Example: Behavioral Interview and STAR (Situation, Task, Action, Result) interview
2. Case Interviews: Case interviews are used most often in management consulting and investment banking interviews and require interviewees to demonstrate their analytical ability and problem-solving skills.
3. Competency Based Interviews: Competency based interviews require interviewees to give specific examples of times in which they demonstrated particular skills or attitudes. Here's information on how they work, how to prepare, as well as sample questions.
4. Phone Interviews: While interviewer actively job searching, it's important to be prepared for a phone interview on a moment's notice. Here's how to prepare for a telephone interview.
5. Second Interviews: Interviewee passed the first interview with flying colors and interviewee just got a call to schedule a second interview. Here are suggestions on how to use interviewer second job interview to help secure an offer.
6. Structured Interview: A structured interview is a standardized method of comparing job candidates. A structured interview format is typically used when an employer wants to assess and compare candidates impartially. If the position requires specific skills and experience, the employer will draft interview questions focusing exactly on the abilities the company is seeking.
7. Unstructured Job Interview: An unstructured interview is a job interview in which questions may be changed based on the interviewee's responses. While the interviewer may have a few set questions prepared in advance, the direction of the interview is rather casual, and questions flow is based on the direction of the conversation. Unstructured interviews are often seen as less intimidating than formal interviews. However, because each interviewee is asked different questions, this method is not always reliable.
8. Tele Conference Interview: Tips and suggestions for successfully interviewing via video.
9. Stress Interview: It is conducted to evaluate the behavior of the candidate under stressful conditions. How does a can¬didate react to stress? Whether they remain quiet and calm or becomes stressed, can be judged by creating different stressful conditions around, and the case with which they get out of it indicates their stress-handling capacity in future.
10. Panel Interview: A selection committee appointed for interviewing candidates is called a panel. It generally consists of three or more members who collectively perform the task of selection. The final decision is taken with the consent of all panel members.
This Presentation will help the Job Seekers with the Complete Interview Process, It gives a detail Idea about the Process and help in building the Confidence.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
After you managed to get through your resume check, you successfully passed all of the aptitude tests (if any), you got an invitation for an interview. Congrats!
If you managed to get that far, you are halfway there. Now, it is important to make sure you are making the right first impression.
How to do this? Here's how.
Other types of job interviews:
1. Behavioral Interviews: Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. Example: Behavioral Interview and STAR (Situation, Task, Action, Result) interview
2. Case Interviews: Case interviews are used most often in management consulting and investment banking interviews and require interviewees to demonstrate their analytical ability and problem-solving skills.
3. Competency Based Interviews: Competency based interviews require interviewees to give specific examples of times in which they demonstrated particular skills or attitudes. Here's information on how they work, how to prepare, as well as sample questions.
4. Phone Interviews: While interviewer actively job searching, it's important to be prepared for a phone interview on a moment's notice. Here's how to prepare for a telephone interview.
5. Second Interviews: Interviewee passed the first interview with flying colors and interviewee just got a call to schedule a second interview. Here are suggestions on how to use interviewer second job interview to help secure an offer.
6. Structured Interview: A structured interview is a standardized method of comparing job candidates. A structured interview format is typically used when an employer wants to assess and compare candidates impartially. If the position requires specific skills and experience, the employer will draft interview questions focusing exactly on the abilities the company is seeking.
7. Unstructured Job Interview: An unstructured interview is a job interview in which questions may be changed based on the interviewee's responses. While the interviewer may have a few set questions prepared in advance, the direction of the interview is rather casual, and questions flow is based on the direction of the conversation. Unstructured interviews are often seen as less intimidating than formal interviews. However, because each interviewee is asked different questions, this method is not always reliable.
8. Tele Conference Interview: Tips and suggestions for successfully interviewing via video.
9. Stress Interview: It is conducted to evaluate the behavior of the candidate under stressful conditions. How does a can¬didate react to stress? Whether they remain quiet and calm or becomes stressed, can be judged by creating different stressful conditions around, and the case with which they get out of it indicates their stress-handling capacity in future.
10. Panel Interview: A selection committee appointed for interviewing candidates is called a panel. It generally consists of three or more members who collectively perform the task of selection. The final decision is taken with the consent of all panel members.
This Presentation will help the Job Seekers with the Complete Interview Process, It gives a detail Idea about the Process and help in building the Confidence.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
After you managed to get through your resume check, you successfully passed all of the aptitude tests (if any), you got an invitation for an interview. Congrats!
If you managed to get that far, you are halfway there. Now, it is important to make sure you are making the right first impression.
How to do this? Here's how.
1. DIFFERENCE BETWEEN RESUME AND CV
Maddali Laxmi Swetha, MBA (HR)
- http://maddaliswetha.blogspot.com
2. Resume Introduction:
A resume is a French word which means “summary” i.e. summary of a person’s work life.
3. What is resume?
Resume is the most common document that required from job applicants or the student who face Interview.
4. Resume Definition:
1. According to Wikipedia - A resume is a document used and created by a person to present their background, skills, and accomplishments.
2. It can be used for variety of reasons, but most often they are used to secure new employment.
5. What is CV?
1. Curriculum Vitae (CV) defines as it is a long application document and may be contains 5 or 6 pages long.
2. It covers in-depth all information including Academic Background, Research Experience, Awards, Honors, Publications, Teaching, Volunteering Experience and Other Specific Accomplishments.
6. Types of resumes:
Chronological Resume: It is the most commonly used resume format among job seekers. This can be called as a reverse-chronological resume.
Functional Resume: It is a resume format where skills and achievements are the focal points.
Combination Resume: It looks like the skills-based functional resume format; a combination resume focuses on the applicant’s skills and abilities.
7. Difference between Curriculum Vitae (CV) and Resume:
Exact Meaning:
A document containing information related to individual's past qualification, experience, skills, competencies and achievements is known as a CV or Curriculum Vitae and a Resume is a document having details of an individual's education, work experience, competencies and previous job achievements.
8. Difference between Curriculum Vitae (CV) and Resume:
Type of Document: Curriculum Vitae are a Comprehensive. A Resume is concise.
9. Difference between Curriculum Vitae (CV) and Resume:
Length of the pages: Curriculum Vitae - 2 to 20 or more pages. A resume contain only 1 to 2 pages.
10. Difference between Curriculum Vitae (CV) and Resume:
Modification: Curriculum Vitae has no modification needed, it is same for all jobs. And a resume, it can be modified according to job description of a company.
11. Difference between Curriculum Vitae (CV) and Resume:
Education: It is mentioned at the top of the (Curriculum Vitae) CV. And a resume it is mentioned after experience.
12. Paper presentation made by Maddali Laxmi Swetha.
Maddali Swetha Blog -http://maddaliswetha.blogspot.com/
https://in.linkedin.com/in/maddali-swetha-a0a424a6
https://twitter.com/maddali_swetha
E-Mail ID: maddali_swetha@yahoo.com
13. THANK YOU
Most people learn to interview by watching others or constant practicing. Learning the basic concepts and practicing is. Before scheduling interviews, you should make sure you are prepared.
This slides will help fresher in facing their first interview. It will help them in understanding questions. It will help them in improving their self before they reach the interview place.
Facing job interview is an art. Remember. selections are not done on the basis of examination marks. Through job interviews, employers want to find out that you are the fittest candidate for the job.
1. DIFFERENCE BETWEEN RESUME AND CV
Maddali Laxmi Swetha, MBA (HR)
- http://maddaliswetha.blogspot.com
2. Resume Introduction:
A resume is a French word which means “summary” i.e. summary of a person’s work life.
3. What is resume?
Resume is the most common document that required from job applicants or the student who face Interview.
4. Resume Definition:
1. According to Wikipedia - A resume is a document used and created by a person to present their background, skills, and accomplishments.
2. It can be used for variety of reasons, but most often they are used to secure new employment.
5. What is CV?
1. Curriculum Vitae (CV) defines as it is a long application document and may be contains 5 or 6 pages long.
2. It covers in-depth all information including Academic Background, Research Experience, Awards, Honors, Publications, Teaching, Volunteering Experience and Other Specific Accomplishments.
6. Types of resumes:
Chronological Resume: It is the most commonly used resume format among job seekers. This can be called as a reverse-chronological resume.
Functional Resume: It is a resume format where skills and achievements are the focal points.
Combination Resume: It looks like the skills-based functional resume format; a combination resume focuses on the applicant’s skills and abilities.
7. Difference between Curriculum Vitae (CV) and Resume:
Exact Meaning:
A document containing information related to individual's past qualification, experience, skills, competencies and achievements is known as a CV or Curriculum Vitae and a Resume is a document having details of an individual's education, work experience, competencies and previous job achievements.
8. Difference between Curriculum Vitae (CV) and Resume:
Type of Document: Curriculum Vitae are a Comprehensive. A Resume is concise.
9. Difference between Curriculum Vitae (CV) and Resume:
Length of the pages: Curriculum Vitae - 2 to 20 or more pages. A resume contain only 1 to 2 pages.
10. Difference between Curriculum Vitae (CV) and Resume:
Modification: Curriculum Vitae has no modification needed, it is same for all jobs. And a resume, it can be modified according to job description of a company.
11. Difference between Curriculum Vitae (CV) and Resume:
Education: It is mentioned at the top of the (Curriculum Vitae) CV. And a resume it is mentioned after experience.
12. Paper presentation made by Maddali Laxmi Swetha.
Maddali Swetha Blog -http://maddaliswetha.blogspot.com/
https://in.linkedin.com/in/maddali-swetha-a0a424a6
https://twitter.com/maddali_swetha
E-Mail ID: maddali_swetha@yahoo.com
13. THANK YOU
Most people learn to interview by watching others or constant practicing. Learning the basic concepts and practicing is. Before scheduling interviews, you should make sure you are prepared.
This slides will help fresher in facing their first interview. It will help them in understanding questions. It will help them in improving their self before they reach the interview place.
Facing job interview is an art. Remember. selections are not done on the basis of examination marks. Through job interviews, employers want to find out that you are the fittest candidate for the job.
Interview skills describes in depth. Interview proves important because it connects both the employers as well as job seekers. It assists employers in selecting a right person for a right job. It also helps job seekers to present their job skills and acquire a desired position on merit.
There are various types of interviews ranging from the one conducted by a journalist for a
newspaper reporting to that by a psychiatrist with a patient. The purpose defines the type of
interview. However, broadly there are two types of interview: (i) employment interview and
(ii) data collection interview. These are the types of interview in which you will have to
participate in your life. The term ‘employment interview’ refers to the interview of a
candidate for a job in a particular. Promotion interview and annual interview conducted in
respect of the employees who are already in service. The former is arranged when a proposal
for promotion of an employee is under consideration. The latter is a routine annual feature; its
purpose is to assess, through personal interaction, contribution and progress made by an
employee during the year under review. But in India, these types of interviews are not
common. We shall therefore discuss only the employment interview in some detail. It is clear
that several fundamental points in this discussion are relevant for not only promotion and
annual interviews but also for data collection interview. Obviously the discussion of any
employment interview is from the viewpoint of the interviewee, whereas that of data
collection interview is from viewpoint of the interviewer. Nonetheless, in both cases the other
participants would find sufficient valuable information.
1. One-to-One Interview
2. Phone Interview
3. Video Interview
4. Behavioural Interview
5. Lunch Interview
6. Group Interview
7. Panel Interview
An interview is essentially a structured conversation where one participant asks questions, and the other provides answers. In common parlance, the word "interview" refers to a one-on-one conversation between an interviewer and an interviewee. The interviewer asks questions to which the interviewee responds, usually providing information. That information may be used or provided to other audiences immediately or later. This feature is common to many types of interviews – a job interview or interview with a witness to an event may have no other audience present at the time, but the answers will be later provided to others in the employment or investigative process. An interview may also transfer information in both directions.
2. MEANING OF
INTERVIEWThe term interview has been derived from the French word
‘entre’ ‘voir’ that means ‘to glimpse or to see each other’. By
definition it means a meeting for obtaining information by
questioning a person or persons.
Different scholars have defined ‘interview’ differently.
A. According to Scott and others, “an interview is a
purposeful exchange of ideas, the answering of
questions and communication between two or more
persons”.
B. Bingham and others define an interview as a
‘conversation with a purpose”.
3. OBJECTIVES OF
INTERVIEW
VERIFIES THE
FORMATION
OBTAINED THROUGH
THE VARIOUS
SOURCES
OBTAIN ADDITIONAL
INFORMATION
PROVIDE
APPLICANTS WITH
NECESSARY FACT
AND INFPORMATION
ABOUT THE JOB
ESTABLISH MUTUAL
UNDERSTANDING
BUILD COMPANIES
IMAGE IN THE EYE’S
OF THE APPLICANT
4. INTERVIEWS
ADVANTAGES DISADVANTAGES
⚫ OPEN RESPONSES
⚫ FLEXIBLE
⚫ GIVES AN OVERVIEW OF
THE APPLICANT
⚫ CHECK’S THE LEDERSHIP
SKILLS OF THE APPLICANT
⚫ DETERMINES IF THE
APPLICANT CAN BE OF
USE TO THE COMPANY
⚫ COSTLY AND A TIME
CONSUMING PROCESS
⚫ DIFFICULT WITH LARGE
POPULATION
⚫ REQUIRES HUGE MAN
POWER WITH SKILLS
⚫ DIFFICULT AT THE TIME
OF SUMMARISING THE
RESPONSES
⚫ CAN BE BIAS
6. FORMAL INTERVIEW
A formal interview is a one-on-one meeting between a
prospective job candidate and employer, after which the
prospective employer decides whether or not the candidate
is right for the position. Formal interviews can be
conducted in any trade or business.
#KEY FACTORS OF FORMAL INTERVIEW:
⮚ITS ONE ON ONE INTERVIEW
⮚DIRECT INTERACTION OF APPLICANT AND INTERVIEWER
⮚GIVES A GOOD OUTLOOK OF THE APPLICANTS NATURE
AND HIS SERIOUSNESS TOWARDS THE ORGANIZATION
⮚ALSO HELPS IN FINDING OUT THE SKILL LEVEL OF THE
APPLICANT
7. INFORMAL INTERVIEWS
An informal interview is an interview that takes place in a casual setting, such
as over coffee or lunch. Although an informal interview is not structured like
a traditional, and more formal, job interview, the interviewer's aim is the
same, to assess whether the candidate would fit in the organization.
Sometimes, informal interviews are also used to assess a candidate's interest
in possibly joining an organization or to sell the organization as a good place
to work.
# KEY FACTORS OF A INFORMAL INTERVIEW:
A. ITS MORE LIKE CONVERSATION THAN AN INTERVIEW
B. ONE ON ONE INTERACTION OF THE APPLICANT AND THE
INTERVIEWER
C. NO PLANNED FORMAT IS FOLLOWED
D. NO SELECTED SET OF QUESTIONS ARE USED TO JUDGE THE
APPLICANT
E. ITS USED TO FIND OUT THE REAL NATURE OF THE APPLICANT
AND HOW HE OR SHE BEHAVES IN A CASUAL ENVIRONMENT
8. STRESS INTERVIEW
This type of interview is rare in the present job scenario.
It was a very common interview method when selecting
for sales position.
⮚Under this type of interview the interviewer keeps on
asking the question one after another without giving
sufficient time to respond.
⮚Employer tries to put the applicant on the defensive
position by adopting a hostile behavior.
⮚Employer interrupts the applicants make derogatory
remarks for his or her answers all this to frustrate him put
the applicant at a weak spot.
⮚This is done to know how well the applicant can handle
stressful and binding situations.
9. SITUATIONAL INTERVIEW
In situational interviewing job-seekers are asked to respond to a
specific situation they may face on the job. These types of
questions are designed to draw out more of your analytical and
problem-solving skills as well as how you handle problems with
short notice and minimal preparation.
⮚In situational interview the interviewer uses certain
hypothetical situations to understand the analytical skills of the
applicants.
⮚Also it is used by the interviewer to know how the applicant
would act in a short period of time to take the situation in his or
her hand.
⮚Situational interviews help the employers in knowing a
glimpse of the thinking of the applicant and that would he or
she be an asset or a liability to the organisation.
11. ⮚ A panel interview is a job interview in which an applicant
answers questions from a group of people who then make
the hiring decision. Hiring managers use panel interviews to
gain perspective from other people in the organization and
occasionally those outside the organization.
⮚ Panel interviews reduce the risk of making a bad hire. The
panel’s goal is to make the best hiring decision possible
given the information available about the position and the
finalists.
⮚ Since each panel member brings a different set of
experiences, thoughts, beliefs, and biases to the interview
process, the members' strengths tend to compensate for
each others' weaknesses. In the most effective panels,
members work well with one another while being unafraid
to respectfully challenge each other’s judgments and
assertions about the potential hire.
13. A group interview is a screening process where you
interview multiple candidates at the same time. The
point of a group interview is to see how candidates
choose to stand out from each other, how well candidates
function in a group of people they do not know and if
candidates show the teamwork attributes that you need.
A group interview should not be confused with a panel
interview, which is when multiple interviewers screen a
single employment candidate.
⮚ MULTIPLE CANDIDATES ARE INTERVIEWED AT
THE SAME TIME.
⮚ IT IS DONE WHEN A LARGE NUMBER OF
EMPLOYEES ARE TO BE RECRUITED FOR A SAME
TYPE OF JOB
⮚ THE APPLICANTS ARE TESTED THROUGH
VARIOUS ACTIVITIES AND MULTIPLE
QUESTIONS TO TEST THEM ALL AT ONCE.
14. DEPTH INTERVIEW
They generally use small samples and also conduct direct
one to one personal interviews. A detailed background is
provided by the respondents and elaborate data
concerning the respondents opinions, values, motivation,
expression, feeling etc are obtained. Even their non-verbal
expressions are observed. They take long time, therefore
lengthy observations are involved.
These are conducted to customize individual responses.
The questions will depend on what kind of answers are
given. Even interview climate influences the respondents.
The success of interviews depends on the rapport of the
interviewers established with the respondents.