Personel

Interview

What is an Interview?
Interview is one of the most powerful tool to assess ones
suitability for a particular job.
Interview is a dialogue not a monologue.
Interview is actually assignment done by both the parties at the
same time during the course of interaction.
Any Interview has two dimensions:Technical
Behavioral

Behavioral can be further divided into following dimensions:

Self Worth
Family Relationship
Work and personnel life balance
Social acceptability (Social Worth)
Clarity of thoughts
General awareness, basic core personality pattern etc.,

Types of Interview
Structured Interview:A
Structured interview is very rigid in its
structure and contents. It is based on a thorough
job analysis, which directs the flow of the
interview. The interviewer selects the questions to
be asked and plans the interview in advance, to
comprehensively cover all areas related to the job
and the candidate. The main advantage of a
structured interview is that there is no scope for
subjectivity. The same questions are asked to all
the candidates, which help in better evaluation.

Types of Interview
Un-structured Interview:-

Where the interviewer does not determine the format or subject to

be discussed. It leaves the interviewee with major control of the
conversation.
Exit Interview:The formal conversation that takes place between an employee and
an HR or other manager to determine the reason(s) the employee is
leaving.
Walk-In Interview:Means you don't have to arrange an appointment for an interview,
just knock at the door and be interviewed then and there.

Types of Interview
Telephonic Interview:-

An interview conducted over the telephone

Group Interview:-

An interview in which an employer holds a discussion with several

candidates at one time.
A meeting in which several people interview a potential employee.
Panel Interview:-

An interview conducted by a group of people, not just by a single

interviewer

Types of Interview
Competency Based Interview:A competency is defined as a skill, trait, quality, or characteristic that contributes to a
persons ability to effectively perform the duties and responsibilities of a job.
Competencies are the gauges for job success. Identifying job-specific competencies
enables you to assess how effective a person has been in the past and, therefore, how
effectively she is likely to perform in your organization. While every job requires
different competencies, there are four primary categories:
Tangible or measurable Skills
Knowledge
Behavior
Interpersonal skills

Video Screening Interviews:-

This is a low cost, high return method of interview. Its useful to save time and space
for interviewers and interviewees outside the easy access range of getting to
interviews.

Types of Interview
The Human Resources (HR) Interview:Conducted by HR specialists are both broad based and job-specific. They
are broad-based in that the HR interviewer covers a great deal of general
territory, including goals and interests, and job-specific because the
interviewer delves into the applicants education and experiences as they
relate specifically to the available job opening.
The Departmental Interview:Which are conducted by department heads or managers, focus on whether
the person can do the job; that is, they emphasize job-specifics.

Types of Interview
Peer Interview:Involve the colleagues of a potential employee. Most peer interviews are in
the form of panels, although some are one-on-one. An HR representative
should be present.
Stress Interview:Emotionally charged interview setting where the interviewee is put under
psychological stress to evaluate how he or she performs under pressure.

Types of Interview
TheInterviewProcess:
Interviewing is a long process which is made up of a series of activities,
some of which are conducted simultaneously. Some of the major activities
are
Preparation
Setting
ConductofInterview
ClosinganInterview
Evaluation

SuccessfulInterviewTips
An Employer looks for intelligence (intellectual and emotional),
communication skills, leadership qualities, ethics, competence,
energy, imagination etc., from the candidate.
Why Do Candidates Fail In An Interview
* Poor grooming
* Discourteous and ungraceful body language
* Poor manners
* Poor diction
* Vague responses
* Unappealing resume
* Monetary benefits-centric approach
* Lack of punctuality
* Poor waiting hall behaviour

SuccessfulInterviewTips
Some Behavioural "Unfavourable" Aspects
*
*
*
*
*
*
*
*
*
.

Lack of personal or career goals

Lack of enthusiasm and confidence
Not owning up responsibility for mistakes
Self-justification, aggressiveness
Lack ofemotional maturity
Negative and cynical attitude
Over-reacting to questions
Lacking sense of humour
Complaining about various things and previous employers

SuccessfulInterviewTips
Preparing for an interview - Look for
* Company's main products and services and likely new products
and services
* Its key markets, its position in market and between major
competitors
* Its financial position / profit / turnover
* Its history, reputation and achievements
* Arrange all the papers required in a folder : Resume / CV, call
letters, degree
certificates, mark lists, NSS, NCC, sports / games certificates,
experience
certificates, references.
The Previous Day

SuccessfulInterviewTips
The Interview Day
* Reach the venue at least 45 minutes ahead of the interview
* Get familiar with the amblience
* Don't carry too much baggage
* Report to the authority concerned
Waiting Hall Behaviour
* Maintain Decorum
* Mingle with others politely
* Avoid smoking, chewing, flirting, gossiping, defamatory
comments
* Greet others present
* Switch off the mobile
* Relax and visualise

SuccessfulInterviewTips
While Entering The Interview Hall
* Enter confidently, not arrogantly
* Shut the door gently
* Smile and greet the interviewers
* Shake hands only if they offer their hand
During The Eye Interview
* Maintain eye contact
* Be attentive, listen carefully, and lean forward
* Don't lean on the table, and don't slouch
* Don't toss your files across
* Hand over your file-right side facing them
* Don't laugh or giggle but smile gently
* Be polite. use the words "Please" and "thank you"
* Don't argue but can orally acknowledge

SuccessfulInterviewTips
End Of The Interview
* When informed, collect your belongings
* Thank everyone
* For a few steps from your seat, don't show your back
* Don't rush. But move out with dignity
* Shut the door gently when you leave
Follow Up
* Send the thanking letter to the company the same day
* Specify in the letter the point that was discussed
* Thank the Placement Agency, if any
* Thank your network source, if any

SuccessfulInterviewTips
In Case Of Stress Interviews
* Don't be upset
* Let them not see that you are upset
* Accept their point of view
* Smile
* Don't argue but be specific in responses with justification
Job Search Tips
* Don't put all your eggs in one basket
* Try many methods of job search
* Start early for interviews
* Learn how others have been successful in their job search
* Learn how to think beyond your specialisation areas.
* Plunge into action

KeyattributesthatrecruitersreallylookforfromandPGDMduringinterview:Communication and Interpersonal Skills

Enthusiasm
Ability to work well within a team
Personal ethics and integrity
Ability to change along with the Organisations
Analytical and problem-solving skills
Fitment with the corporate culture
Potential to be a leader
Job Stability
Likelihood of Recruiting potential stars
Willingness of students to relocate to the required job location
Content Knowledge of the core curriculum
Commitment to corporate social responsibility
Past work experience.

DosandDontsofInterviewing
DO

DONT

Doexpressyourselfclearlywithastrongvoice
andgooddictionandgrammar.

Don'tbeoverbearing,overaggressiveor
conceited.

Dopaycloseattentiontoyourpersonal
appearance;dresstoyouradvantage.

Don'tshowalackofinterestorenthusiasm.

Domakeconcretegoalsinplanningforyour
career.
Doofferafirmhandshake.
Dolooktheinterviewerintheeye(butdon'tstare
himorherdown).
Dofilloutapplicationsneatlyandcompletely.

Don'temphasizemoneyasyourmaininterestin
thejob.
Don'texpecttoomuchtoosoon-beopentothe
ideaofstartingatthebottomandworkingyourway
up.
Don'tmakeexcusesforunfavorablefactorson
yourrecord.

DosandDontsofInterviewing
DO

DONT

Dohaveasmuchknowledgeabouttheindustry,
employer,andpositionaspossible.

Don'tcondemnpastemployersorinstitutionsof
education;keepcommentspositive.

Dotakecriticismgracefully.

Don'tdisplayamarkeddislikeforschoolwork.

Doequipyourselfwithastrongknowledgeofthe
company.

Don'tbeindecisive.
Don'tdisplayintoleranceorprejudice.

Dohavepreparedquestionsabouttheemployer
andposition.

Don'tinterviewunlessyouareinterestedinthe
job...don'tjust"shoparound."

Dodisplayasenseofhumor.
Don'tbelatetotheinterview.
Dodisplayself-confidence.
Don'tstatespecificgeographicrestrictions.
Dobringapenandsmallnotebookwithyouto
theinterview.

Don'tcontradictyourselfinresponses.

Doremembertheinterviewer'snameanduseit

Don'ttakenotesduringtheinterview-jotdown

DosandDontsofInterviewing
DO

DONT

Dotaketimetothinkbeforeansweringdifficultor Don'tforget:YOUcontrolthecontentofthe
unexpectedquestions.
interview.
Dotakeanextracopyofyourresumeandalistof Don'tglorifyyourpastexperiences-gettinginto
referenceswithyoutotheinterview.
ajobforwhichyouareunderqualifiedisnot
recommended.
Dofollow-upwithathank-younoterestatingyour
Don'tassumethatallemployerswillbedelighted
interestintheposition.
tohearofyourplansforgraduateschool.
Docontacttheemployerbyphoneifthe
Don'tsmoke,chewgum,etc.evenifofferedorif
interviewerdoesnotcontactyouoneweekafter
thetimefromwhichheorsheindicatedyouwould theinterviewerdoesso.
benotified.

FAQs
Why are you looking to leave your present job?
Why do you want the job which we have advertised?
What makes you feel that you will be suitable for this post?
Why You want a job on less salary as compared to present one?
What types of people you do not like?
What is your aim in Life?
Do you believe in unionism?
If you are rejected today, what will be your reaction?
After doing your degree, why have not you gone for MBA?
Difference between Efficiency and Effectiveness?
Leadership Competency: Leadership Interview Questions
Communication Competency: Communication Skills Interview
Customer Service Competency: Customer Service Skills
Sales competencies: Sales Skills Interview Questions
Interpersonal Competency: Interpersonal Skills Interview

FAQs
Organizational Competency: Organizational Skills Interview
Decision Making Competency: Decision Making Interview
Strategic Thinking Competency: Strategic Thinking Interview
Creative Problem Solving Skills Interview Questions
Management Skills Interview Questions

FAQs
Additional Types of Questions
Open ended questions
Hypothetical questions
Probing Questions
Close ended questions

FAQs
Additional Types of Questions
Open ended questions

Unstructured question in which (unlike in amultiplechoicequestion)

possibleanswersare not suggested, and the respondentanswers it in his or
herownwords. Such questions usually begin with a how, what, when,
where, and why (such as "Whatfactorsyoutakeintoaccountwhen buying a
vehicle?" or "In youropinion, what is the reasonable pricefor this item?")
andprovidequalitative
instead
ofquantitativeinformation.Open
endedquestions areaskedgenerally duringexploratory researchand where
statisticalvalidityis not aprimeobjective. See alsoclosed question.

FAQs
Additional Types of Questions
Hypothetical questions

Imaginary situation basedoncertain proven or assumed facts, and

formulated toarrive ata generalizedanswer applicable in most such
situations.
Probing Questions

Probing questionsmeans dig deeper to find out more about the other
person.
Close ended questions

Aclosed-ended questionis a form ofquestionwhich can normally

beansweredusing a simple "yes" or "no", a specific simple piece
ofinformation, or a selection frommultiple choices.

!THANK YOU!