Interview Types

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Chapter 2 : Interview Types

Types of Interview arrow_upward

  • Common types of job interviews include:
    • Telephone Interviews
    • Panel Interviews
    • One-On-One Interviews
    • Initial Screening
    • Follow-up
    • Second
    • Third Interviews
    • Group Interviews
    • Stress Interview
    • Exit Interview (When someone leaves a company voluntarily)

    Telephone Interviews arrow_upward

  • A phone interview is a useful method of pre-selecting or screening a number of potential candidates for a job by describing job roles and responsibility.
    • It helps narrow the candidate pool and selects out those who shall be invited to a personal interview.
  • A phone interview may be conducted to screen the applicant for information’s such as availability, salary expectations and other preliminary information.

  • Panel Interviews arrow_upward

  • You will meet with several individuals at one time, typically sitting around a conference table.
  • Candidates are requested to answer questions of several interviewers.
    • Interviewers take turns asking you prepared questions.
    • Other candidates will be asked the same questions.
    • Answers will be compared to find most suitable candidate.
  • The candidates can be asked to resolve a certain problematic situation raised by the panel.
    • The interviewers seek to know how well a candidate can utilize his or her knowledge and skills in real-life situation.

    One-On-One Interview arrow_upward

  • The most common interview is the one to one interview.
  • The One to One Job Interview is a conversation and both parties will end the conversation with an opinion.
    • The interviewer: Is the candidate right for the job?
    • The interviewee: Is the organization right for him or her?
  • The interviewer will ask questions of a technical nature and of a general nature.
    • General questions will analyze your problem solving abilities.
    • Technical questions analyze your specific problem solving abilities.
  • Fit for the job questions
    • How you fit in the team?
    • Will team members like you?
    • Will you like team members?

    Stress Interview arrow_upward

  • Use of “rude” questions
  • “You are a fool why should we hire you”?
  • The interviewer seeks to make the applicant uncomfortable with rude questions.
  • Designed to find if applicants can handle stress.
  • Typical questions
    • "With your lack of relevant experience, what makes you think you can do this job?"
    • "You seem too much timid to handle these responsibilities"
  • The stress could be presented in a situation or disguised in the interviewer's behavior, such as:
    • An unsmiling greeting
    • Protracted silence after hearing your answer to a particular question
    • A confrontational or argumentative attitude

    Stress approaches may include:

  • Rapid-fire questioning.
  • Criticism of your interview or past work performance.
  • Silence in the beginning or following an answer to a question asked of the applicant.
  • Unclear instructions.
  • Being confronted by the interviewer.

  • Important Points arrow_upward

    • Stay calm
    • Listen
    • Think
    • Respond
    • OK to ask for clarification
  • How one handles unexpected questions is observed and assessed by the interviewer.
  • Interviewees should not take the stress tactics personally.

  • Exit Interview arrow_upward

  • Exit interviews are interviews conducted with departing employees, just before they leave.
  • The primary aim of the exit interview from the employer's perspective is to learn reasons for the person's departure.
  • Exit interviews are also an opportunity for the organization to enable transfer of knowledge and experience from the departing employee to a successor or replacement.
  • Good exit interviews should also yield useful information about the employer organization, to assess and improve all aspects of:
    • The working environment
    • Culture
    • Processes and systems

    Advantages of Exit Interview arrow_upward

  • Exit interviews are nevertheless a unique chance to survey and analyze the opinions of departing employees.
  • While leaving an organization, departing employees are liberated, and as such provide a richer source of objective feedback than the employed staff.

  • Thank You from Kimavi arrow_upward

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