INTERVIEWS

Presented by, Sivaraman. P.S.

INTERVIEWS
An interview is a conversation between two or more people (interviewer & interviewee) where questions are asked by the interviewer to obtain information from the interviewee.

Types of Interview
Interviews of Assessment.
It is the most common type; as of a Job Interview, where in the interviewer wants to assess the potential of his/her employees in the job.

Interviews for Information.

It is that kind of interview being conducted to gather information about a subject. It may be a scholars research, Journalists Research or Police Investigation.

Other Types
Structured Interview. Stress Interview.

Behavioural Interview. Panel Job Interview. Meal Time Interview. Telephone Interview. Exit Interview

Structured Interview
The employer identifies the competencies (skills, abilities and experience) required for the role. They design the questions to test whether the candidate has these competencies.

Behavioural Interview
Behavioural interviews are trying to find out how you would act in certain situations. The interviewer wants to be able to predict how you would behave in the role, if they recruited you. So they ask hypothetical questions, about a time in your past, or asking you to imagine yourself in a future situation.

4 Styles of Situational Leaders

Meal Time Interview

A mealtime interview is a standard component of

a sequential interview in a position that requires

marketing, networking, sales, business dinners, and travel. The goal of the dinner or mealtime interview is to determine how you perform in a social setting. Are you relaxed and charming or awkward and evasive?

Contd
Companies want to observe not only how you handle a fork, but also how you treat your host, any other guests, and the serving staff.

SWOT Analysis of Meal Time

Interview

Strengths: -

Weakness: -

1. This is your chance to discuss 1. Lack of knowledge of other areas of knowledge manners and table etiquette. (sports, arts, community, 2. You might not be sure what travel...) to talk about, or how to start 2. If youre skilled at casual a conversation. conversation it is easier to 3. Drinking alcohol. win over the interviewer.

Opportunities: 1. To guide the interviewer through all your strengths, while minimizing your weaknesses. Likely to learn more about the organization and its corporate culture.

Threats: 1. Difficult to prepare for the interview as its structure may vary greatly. Many items such as dress, manners and etiquette, and effective conversation to consider.

2.

2.

Telephone Interview
Prepare a list matching your accomplishments to the company's stated requirements.

To get the feel of being interviewed over the phone, compile a list of probable questions and ask a friend use them in a simulated phone interview. Select a quiet place where you will not be disturbed during the phone call.
It is a good idea to stand during a telephone interview as this makes you sound more confident and helps project a positive and professional image.

Contd
If you don't understand a question, ask for clarification. Provide well-developed, balanced, and analytical

answers. Avoid monosyllabic 'yes' and 'no' replies.

Under no circumstances should you criticize your previous employers or colleagues. At the end of phone call, disconnect the phone only after your employer disconnects.

Panel Job Interview

Sometimes employers want candidates to be seen

by a number of managers or peer-workers. A

panel interview simply means a candidate meets multiple interviewers at once. They may play the "Good cop / Bad cop" routine, where one of them is aggressive and another sympathetic, to see how you perform under stress.

Stress Interview
To measure the stress bearing capacity of the interviewee in the working environment. To know the adaptability of interviewee towards the changing job needs.

How would you clarify an unclear assignment? "If you had a project due and a co-worker wanted to talk about something else, what would you do?" "In what kind of a work environment are you most comfortable: structured, unstructured, etc.? Have you any experience working to meet deadlines? Have you ever worked in a place where it seemed to be just one crisis after another?

Exit Interview
It is typically a meeting between at least one representative from a company's HR department and a departing employee. HR departments conduct exit interviews (also called exit surveys) to gather data for improving working conditions and retaining employees. However, a hidden purpose is to help employers avoid costly litigation down the road, caused by "disgruntled" employees.

Preparations for Interview

Planning for the Interviews

Prepare yourself, interviews are two-way meetings. It is an opportunity for the interviewer to find out about you as a suitable candidate for the position. But they are also an opportunity for you to find out about the organisation that will provide you with the challenge and job satisfaction you are looking for.

Contd.
Prepare some questions to ask at the interview. At the first interview it would be wise to restrict your questions to the details of the job and the organisation.

Main Tips
Find out everything you can about the company and

what it makes or does. Look for current news - show

you are up to date. Why does this job exist? What problems will it solve? What are the Key Result Areas? Dress as if you are already doing the job.

what skills/qualities/experience do you have to

match?

Contd
Be your own worst interview nightmare. What is the most difficult question you might have to face? Practice the answer.

Practice again.
Be upbeat. Employers latch on to negative messages, so don't give them any! Prepare for rejection. On balance you will be rejected more times than accepted. Even if you don't get the job, you can learn a huge amount about your perceived market value.
Remember : there's

a job out there for you somewhere.

Ideal Professional Attire for Men

Ideal Professional Attire for Women

Conducting the Interview - SOARA Technique

The SOARA (Situation, Objective, Action, Results,
Aftermath) is a Job interview technique used by

interviewers to gather all the relevant information about a

specific capability that the job requires.

 Situation: The interviewer wants you to present a

recent challenge and situation you found yourself. Objective: What did you have to achieve? The interviewer will be looking to see what you were trying to achieve from the situation. Action: What did you do? The interviewer will be looking for information on what you did, why you did it and what were the alternatives. Results: What was the outcome of your actions? What did you achieve through your actions and did you meet your objectives. Aftermath: What did you learn from this experience and have you used this learning since?

Conducting the Interview

Pre-Interview.

During the Interview.

At the end of Interview.

Pre-Interview

For Employer
Ensure that the room layout is appropriate Ensure that adequate refreshments are provided Ensure all members of the panel are present Identify key selection criteria Discuss questions and order of questions with the panel members

For Candidates
Prepare well about the company, its products and services, values, philosophiesetc. Go through the major issues and key related areas of interview discussions.

Prepare all the testimonials required to be shown

at the time of interviews. Get well with the route map and access to the company or interview venue.
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During Interview

Introduce panel or the panel introduce themselves Order of questions as agreed

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At the End of Interview

Ask the candidate if he/she has any questions Confirm their current salary and notice period is as stated on their application form, if not gather the updated details Contact details, i.e. mobile phone number for informing candidates of the outcome Inform the candidates that they will be contacted with the decision as soon as after the interview Confirm that normally HR will contact with the decision

Closing the Interview

Leave your interviewer with the right picture of you. Ask if there is anything else you can provide. (References, background information, or samples?) Ask about the next step in the process. (Important for you to know for follow up. Ask for the decision date, if possible.) Find out how to contact them. (If you dont hear back, you will need to know who to contact and whether they will accept calls to check the status.)

Dos & Don'ts