TYPES OF INTERVIEWS

There are many types of interviews a person can face for selection. The type of interview selected is based on recruiters’ choice and requirements. For example, BPOs prefer telephonic interview as screening test.

The various types of interviews are as follows:

  • Screening Interview
    Screening Interview is usually taken by organizations to see whether the candidate is suitable for further enquiry or not. It always focuses on rejection rather than selection. The interview aims at finding anything that can justify the candidate’s rejection.
    The screening interview can be telephonic or face-to-face or a candidate can be judged on the basis of his/her resume.
  • Telephonic Interview
    Organizations go for telephonic interviews as a screening test for those who live far from the job site. The time of the interview is usually intimated well in advance to the candidate. The candidate must be prepared for the interview.
  • He/she should take measures to avoid all the distractions that may happen during the conversation.
  • He/she should listen to the questions very carefully.
  • One should be aware of one’s voice modulations.
  • The candidate must keep a pen, paper and a copy of his/her resume during the interview, as questions related to resume could be asked and at times important things, like addresses and names, are required to be noted down.
  • The candidate must note the things asked by the organizations and the facts told by him/her to the organizations.

  • Traditional Face-to-Face Interview
    The traditional one-on-one conversation with the interviewer can be taken as a screen test or it can pertain to some competitive skill testing after the candidate has been short-listed. The candidates must prepare themselves well before this interview.
    • The candidate must maintain eye contact; he/she should not look distracted.
    • The candidate must do some research about the organization and remember all the necessary facts. He/she must be aware of the current financial position of the company, product lines and competitors of the company.
    • The candidate should never forget to take the resume with him/her.

  • Panel Interview
    This type of interview consists of the candidate facing a panel of interviewers. Usually three to ten members constitute the interview panel. The interview focuses on group management and presentation skills of the candidates. Government organizations practice this kind of interview for their recruitments.
    • The candidate should maintain eye contact with all the members of committee as he/she is answering them.
    • He/she must consider the committee as one.
    • The candidate must pay a note of thanks to all the members individually after the interview.

  • Behavioral Interview
    The behavioral interview considers the candidates’ past performance as the indicator for their future performance. The candidates are asked to describe their previous job profile and mention some instances where they played a major role in job-work.
    • The candidate must be able to describe and prove his/her competencies.
    • He/she should remember each and every aspect of his past job behaviours; the candidate must be able to relate any organizational competency with his/her own competencies.

  • Stress Interview
    The stress interview focuses on marketing competencies of a candidate. The main idea is to check one’s patience level to ensure that one can tackle a stressful situation. One might have to wait for quite a long time before the interview or face silence during the interview.
    • The candidate must recognize the event and take it as an important activity; he/she must not be frustrated.
    • The candidate must control his/her temper during the event.
    • He/she must be prepared to show his/her problem-solving competency.

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  • Group Interview
    Also known as group discussion, the group interview focuses on the leadership skills of the candidates. Informal groups are formed. Each group is asked to discuss a given subject. The interviewer focuses on how a candidate interacts with others in the group and how he/she puts his/her views in the presence of others and how well he/she influence others.
    • The candidate must try to influence others’ point of view without passing judgments on them.
    • The candidate should respect others, and be cooperative; he/she should not exert pressure on any one.
    • The candidate should try to initiate the discussion, if not, he/she must try to conclude the dialogue.
    • The candidate must take part actively in the conversation.

  • Mealtime Interview
    Many organisations conduct interviews at lunch or dinner tables to know about the candidates’ social behaviour. This type of interview is preferred when the candidate is being evaluated for his/her interpersonal skills.
    • The candidate should not forget that it is an interview and must not be casual.
    • The candidate should not drink alcohol during the meeting.
    • The candidate must obey the interviewer.
    • The candidate must wait for the interviewer to start talking about business; he/she must not interrupt if the interviewer is discussing his own matters.
    • The candidate must order only those food items that can be easily eaten.
    • The candidate must clean up his/her teeth after the meal.

  • Video Interview
    The video interview is undertaken by the organizations while recruiting global capabilities or when the candidate is applying overseas. It is the same as video conferencing.
    • The candidate must focus on camera, not the display screen.
    • He/she should consider this as a face-to-face interview and must give attention to his/her physical appearance.


Related Links
  • Online Job Interview
  • Telephonic Interview Preparation
  • Group Discussion Rules for Interview
  • How to answer basic interview questions
  • Best ways to Prepare for Campus Interview
  • Role of behavioural questions in an interview

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