Last updated September 14th, 2013 at 11:03 pm
The epilogue of any career is the interview with which the whole story begins. One interview or a series of interviews mark the beginning of a whole new chapter in one’s life where most of the candidates step from their studying or learning days to an altogether professional life. The experience of interviewing ranges from being terrible to horrible to funny to simple to many more, depending on many players, chief being the interviewer and the interviewee. Among the various types such as formations, screening, audition, group, mealtime, tag time, stresses etc., few others included are:
This is the complete opposite of Structured Interview. This is non-directed. As they are non- planned they are unstable and more flexible. Candidates are helped getting relaxed, encouraged to express themselves freely and are motivated. In this type the interviewer has the possibility of judging the candidate’s potential, personality, strengths and weaknesses. However, this type of interview is successful only when the interviewer is efficient, a better judge of character and competence or else the whole process would be a waste of time and effort on all sides.
As the name implies, small groups of candidates are interviewed together, not unlike group discussions. A topic is given to the group which they are to discuss on the supervision and careful watch of the supervisor. The interviewer or the supervisor looks for the most influential, outspoken, and expressive and all the other features looked into or needed by the recruiters. This process saves the valuable time of the interviewer and helps monitor group behavior of each candidate.
This is employed to find out why an employee leaves an organization or an association. At times the employee is also asked to withdraw his resignation by providing additional incentives or benefits. It creates a good image of the company in the minds of the employees leaving, thus, creating a favorable work environment, employee loyalty and reduction in labor turnover.
It is semi- structured thereby the applicant provides his detailed information including his background, skills, specialties and such others. This structure asks the interviewer to have a good understanding of human behavior.
As is significant from its name, its purpose is to find how a candidate behaves in a stressful situation. This process carefully monitors an aspirant’s reaction to stressful tasks such as rapid questioning, criticism of answers given, repetitive interruption and others.
This is a one to one interview involving verbal and visual interaction for any required particular purpose.
These are oral interviews arranged anywhere anytime. Different questions are asked in a friendly setup to gain the required information from the candidate.
The specific rigid procedure is followed in a formal atmosphere pre-planned questions are asked. This is also known as planned interview.
A panel of three or five or more members is appointed to ask questions to the candidates about different aspects who each give marks accordingly. The final decision is taken collectively by rating the candidate. This is the panel Interview and is referred because of its effectiveness of selection and judgement communally.