Interview Techniques

The most commonly used tools for the selection process is the personal interview. An interview is a conversation with a purpose between two persons or groups of persons. They are done not only for the purpose of recruitment or selection for a post, but also to gather information from someone important.
Even through it is a two-way traffic, it is mostly seen that the employed is the one who asks questions and the interviewee is supposed to reply. Different purposes of a personal interview are – to rate a candidate for his physical appearance, education achievement and qualification, level of intelligence, background, interests and aptitude, There are different types of interviews, like: 1. Informal Interview: This is the type of interview that is conducted in an informal setting. The interview can be held at the residence of the managing director for the post of a legal consultant. Similarly, many senior level job assignments are finalized during dinner at some hotel or restaurant. 2. Formal interview: This is the interview that is conducted most commonly for recruitment of personnel. In such interviews the candidate is called for an interview at a particular location and time. The candidate is required to answer questions asked, based on the outcome of which he is rated for selection. 3. Patterned Interview: To maintain a uniform approach there are few interviews where a set pattern of questions are asked. In such patterned interview the choice of person conducting the interview is restricted and the selection criteria are also limited within a set frame. 4. Depth Interview: In such a interview, questions are based upon a specific area of the interviewee’s interest. In a depth interview the person has to answer in detail. The academic competence and knowledge is tested thoroughly in such type of interviews. 5. Stress Interview: For the selection of supervisor and executive positions, it is of equal importance to judge the suitability of individual competence based on stress endurance along with knowledge and intelligence. Therefore a candidate is required to appear for the stress interview. In such and interview a person is required to respond to a tress situation and the assessment is done on the basis of the response. 6. Group Interview: When we are required to perform a task in a group the selection is done in a group interview and the candidate along with a group is asked to solve a particular problem. The performance and behavior is, however, assessed and rated individually. 7. Panel Interview: For a senior level position selection, a panel of experts selects the candidate. Personality and behavior traits are very important for performing well in interviews. Interviews, at times, become a hurdle between success and failure for persons just out of college. You have to present your competence for a particular job within a short period of fifteen to forty five minutes. The candidate is assessed for his behaviour, mannerism, attitude, IQ, stress enduring, capability, general awareness, knowledge of the subjects studied and mental frame of mind to take up the position for which he/she has applied. For a young student it is important that he prepares well for crossing this hurdle. He must be ready for the competitive written examinations as well as for the face to face interview Listed below are a few interview do nots and usual reasons for failure in interviews that every candidate should keep in mind: • The candidate should not lack self-confidence or appear shaky. • The hello-effect of the candidate should be impressive to the interviewing board. • Poor communication skills are an absolute put-off. • Body language must not reflect negativity. • The candidate must not lack the relevant subject knowledge. • There is a difference between self confidence and over confidence. Even if the expectation level of the candidate is high, he should not exhibit arrogance. • The candidate’s background and family history are important. • The candidate must have reasonable amount of Knowledge about the company and the industry in which he has applied for employment. • The candidate must not be improperly dressed or lack a sense of hygiene. • If the interview board is harsh, the candidate must not lose his or her cool during the interview. • The candidate must give a focused reply. • Also, at time, the number of candidates is very large and board members are unable give sufficient time to each candidate for answering. Thus, answers should be as precise as possible. 10 Simple rules of Interview Rule I-Behave as you are: A person facing an interview is generally nervous and does not behave as his or her normal self. He tries to follow the set guidelines that he has been told and in the process becomes very stiff and unnatural. Do not act, be yourself. Rule II-Reach the interview site well before time: The early arrival at the interview venue will give you time to understand the office culture, the local etiquette and the expectation of the office and a chance to adapt to the particular environment. Reaching in advance also gives you the time to make yourself comfortable and more presentable by giving you time to freshen up. The settling time will help you to handle difficult situation properly. Rule III -Try to know the company: The interview board expects you to know what the company is doing and what the industry norms the company is in are. Prepare from all sources such as the internet, company brouchers and other sources, if any. Try to find out the company’s area of operation and expansion /diversification plans for which they are recruiting people. Rule IV-Be focused: The purpose of your appearing for the interview is that you are looking for a job. The questions asked by the board will at times derail your prepared answers and will take you to a different direction. Try to be focused about your strength areas and the requirements of the company concerned. Try to be as short and straight as possible while dealing with a controversial issue. Rule V-Behave as if you are already in the job: When a person applies for the job of a front desk manager, the interview board will like to see him in that pretext and would judge him keeping that person in the mould of a manager. If he starts feeling and behaving like a manager, half the work is done. Rule VI-Be genuine and honest: Never lie to the board members. It is very easy for them to judge the truth or falsity of any statement or claim. Besides, everyone would like to reward your honesty. Rule VII-Never answer question about which you are not sure: If you are honest in staying that you do not know the answer, people will appreciate it more than if you guess something absurd. Rule VIII-Wish all members before and after the interview: It has been noticed that many candidates do not feel it necessary to wish the members and many others skip it due to nervousness. It does not give a good first impression of the candidate if he does not wish the board members. Rule IX-Mind your body language: It is extremely important to mind your body language in the interview as you meticulously plan the words you utter. Rule X-Anticipate the probable questions: |[pic][pic][pic] | |

When we are to appear for an interview we do have a clue as to what questions the board will ask. Say, a person has an education gap of two years mentioned in his CV. The board would like to know what the candidate was doing during that period. Similarly, a housewife applying for a teacher’s post will in all probability be asked about her routine for the day. Well-prepared answers for irritating questions will help you fare better in the interview.