Different Methods of Interview | Interview Methods

Methods of Interview

In selecting a candidate for an organisation, the employment interview is the most important screening device of the selection process. It helps the employer in locating the best suited individuals for the benefit of the organisation.

Various techniques of interviews are used in identifying these individual differences. But you should always remember that the principles about giving answers to questions are mostly the same in any kind of interview.

(a) One-to-one Interview

It is also called the individual interview. As the name implies, it consists simply of one interviewer talking with one applicant. It is the easiest interview to arrange and conduct. It is widely used in industry and commerce, often when the vacant posts are only limited in number and/or is of a low rank and does not require much skill.

The main advantage here is that it is less frightening to the candidate and he can answer in a relaxed and confident manner. The disadvantage is that it heavily depends on the personality, ability and taste of one individual interviewer.

When the candidate learns that he is to face such an interview, he should try to learn about the nature of that particular person the interviewer and the type of questions asked from the previous candidates.

(b) Panel Interview

It is also referred to as board interview. The panel or selection board may consist of one chairman and two to four additional members. Each member is often a specialist on a particular subject. Panel interviews are held when the number of vacancies is large.

They help in examining a candidate from different angles. This technique is particularly prevalent in Public Sector Bodies, Public Service Commission, Staff Selection Commission, and so on. With a number of people carrying out the interview, there is less chance of the applicant being treated unfairly as a result of an individual interviewer’s likes and dislikes.

Methods of Interview

In a panel interview you must remain confident and calm. You must direct your gaze at each of the interviewers as you give your answer. Here the best thing would be to imagine that you are talking to a group of friends and that you want all of them to hear what you are going to say.

Remember that the chairman, the man usually seated in the middle and who opens up the interview, might not be the person with most influence on the matter of selection. Hence it is not wise to pay all your attention to him. Also, you must ignore signals between the panel members as it may break your concentration and flow of thoughts.

(c) Sequential Interview

It means a series of interviews one after the other in quick succession, though there may be brief breaks or between each interview or some interviews. Here pauses each successive interviewer is either a specialist in a particular type of expertise or a superior one in the official hierarchy as compared to the preceding interviewer.

Each interviewer may put some of the same questions as asked by his predecessor and some new ones. A candidate should be relaxed and cheerful in each interview right up to the last one. He should try to maintain a general uniformity in his behaviour. He should take care not to contradict himself in answering the same questions put by different interviewers.

(d) Group Interview

It is used when dealing with applicants for jobs which require considerable organisational and leadership skills. The successful candidates are given a very expensive training. The reason for such a prolonged exercise is the fear of wasting money on training unsuitable applicants. You must try your best to understand your potential employers’ motive.

This understanding will help you in finding what they are looking for. The assessment centres use a combination of written tests, interviews, group activities and performance tests. Try to formulate reasoned opinions’ on some of the important issues on current affairs. In group interviews and group discussions, the ability to reason with your own point of view and persuade others to your opinion is very significant.

Methods of Interview

Never try to show off in order to capture the attention of the assessors. You must try your best to show that you can work as part of a team. The best way for you to make a better impression is to gain centre stage by your own merits, not by trying to show that everyone else is dull.

You must not keep a low profile either. By making no impression, you make a bad impression. You must be prepared to accept responsibility as a group leader or chairman. If you are not chosen as chairman, make your own point briefly and clearly. Make it a point to never indulge in aggressive or extreme behaviour. You must remember that you are selling yourself. So present yourself in a confident fashion, but without boasting.

(e) Walk-in Interview

Walk-in interview is an interview where a candidate is straightaway invited through an advertisement in a newspaper to appear directly for an interview before an official or a board of the company concerned, at a particular place, on a particular day and at a particular time. Nowadays walk-in interviews are in vogue and are increasingly being adopted by companies.

In a walk-in interview all the aspects like assessment, announcement of result, appointment, etc are often very quick. As the time lag between the date of advertisement and the date of interview is very short, candidates with artificially inculcated merits and qualities get eliminated and real meritorious candidates emerge successful.

The disadvantage with this type of interview is that many meritorious candidates do not come across the advertisement while some others may not be able to attend the interview in time or get permission from their present employers for it.

When a candidate reads an advertisement for a walk-in interview, he should judge his suitability and eligibility for the job. Then he should find out the worth of the company/organisation and its future prospects. He should present himself at the time of interview with all testimonials, bio-data/curriculum vitae, photograph, etc.

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