The word “Interview” implies View Between or Sight Between. It’s a structured conversation where two persons meet with the intention of getting a view of each other. The purpose of an interview is to find out the views, ideas,attitudes of the interviewee. The employer through an interview aims to know whether the job being offered by the company can be suitable enough to the applicant.
Before knowing how to conduct a credible interview, Let’s find out the Types of Interview:
Structural View: It appears in the following ways:
Structured Interview: Under the structured condition, interviewers look at all applicant qualifications in the same general way;the same questions are asked to each applicant.
Semi Structured Interview: Here the interview follows an established format but may ask questions about other areas too. All candidates may not be asked additional questions in the same areas and those questions may be unorganized.
Unstructured Interview: Interviews that follow no traditional set of questions are known as unstructured interviews. Such an interview provides insights that can not be gained in a structured interview.
Personal View: It also appears in the following ways:
Selection Interview: It is the most important and popularly used interview. This interview is to find out the potential and suitable candidates for the post.
Analysis Interview: In this interview system an employee is interviewed to justify his dedication, quality, efficiency as required for the job.
Promotion Interview: Promotion interview is conducted to measure the ability and performance of an employee for the higher post. This interview also makes the employee aware regarding the new responsibility of the higher post.
Counseling Interview: If the performance of an employee is unsatisfactory or if he is facing any problem at work are clearly discussed here through interview. This type of interview is to find out the problem and provide suggestions to overcome the situation.
Exit Interview: When an employee is leaving an organization voluntarily or through dismissal an interview takes place to notify the reason of dismissal or find out the reason to leave.
Stress Interview: This interview is designed to place the interviewee in a stress situation to observe their reaction. This interview is for stressful jobs.
The interviewer should create a comradely environment where interviewees feel free to show their real ability for the selected post.
The following guideline will be helpful to conduct a credible interview:
Welcoming the Interviewee: The interviewer should welcome the interviewee with a warm heart while visiting the interview room. Most of the time candidates feel nervous, the interviewer should give a warm smile and talk to him in a friendly tone. If they start interviewing before overcoming interviewees’ nervousness then they can’t expect the best outcome from interviewee.
Contents of The Interview: After making the candidate nervous free, the interviewer should start talking to him on the subject he wants to talk or know about.
The Things particularly an interviewer wants to know are:
- Technical Qualifications of interviewee
- Aspects of personality
- Willingness to Travel
- Emotional Balance & Social Effectiveness
- Physical and Mental Energy
- Previous Work Experience
- Duties & Salary
- Reason for Changing Job (if have done any job)
- Any Other Relevant Questions.
Parting: This is the last stage of Interview. It is the concluding part and as important as welcoming. Interviewee should be thanked for being part of the Interview session or interviewer may politely tell the candidate that if he or she is selected it will be informed by a certain date.
The conclusion between interviewer and interviewee can have both positive or negative consequences. But they have to make sure that it has a positive ending with maximum effort. That’s when we can say , it’s a credible interview.
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Writer,
Ayesha Siddika Hamim
Intern, Content Writing Department,
YSSE