Interview�

• Interview word comes from Latin and French words meaning to

“see within”.

• It is a private meeting between people where questions are asked and answered.
• The person who asks the questions in an interview is called an interviewer.
• The person who answers the questions in an interview is called an interviewee.
• It is a face to face interaction between interviewer and interviewee.
• It is widely used as a selection method.

​

​

Objectives�

• Helps obtain additional information from the applicant otherwise not available.
• Gives the candidate necessary facts and information about jobs and the organization.
• Verifies the information obtained from the candidate through application forms and tests.
• Helps establishes mutual understanding between the company and the candidate.

Types of interviews

• Informational interview
• Telephonic interview
• Individual interview
• Behavioral-Based Interview
• Stress Interview
• Testing Interview

​

Interview Do’s

• Dress well and appropriately for the interview in formal attire that is well ironed.
• Make sure your hands are spotlessly clean and nails trimmed.
• Hair must be in place and styled conservatively.
• Maintain eye contact with the interviewer.
• Let the interviewer set the pace of the interview.
• Be alert.

​

Interview Don’ts

• Don’t be late for an interview.
• Don’t sit down until you are asked to.
• Don’t have anything in your mouth like gums or candies.
• Don’t lean or put your elbows on the interviewers desk.
• Sit straight and upright on the chair.
• Don’t have long finger nails.
• Don’t fiddle with anything while you are being interviewed.
• Don’t try to be over-friendly with the interviewer.
• Don’t use slang language.
• Don’t interrupt the interviewer.

​

Limitations of Interviews

• Interview is a time-consuming and expensive mode of selection.
• The biases of interviewers may effect the objectivity of the interviewer.
• Interview can help judge the personality of a candidate but not his ability for the job.
• Interviewers may not have a clearly defined technique. This may result in lack of validity in evaluation of the candidate.

​