Types of Interviews
All job interviews have the same objective, but employers reach that objective in a variety of ways. You might enter the room expecting to tell stories about your professional successes and instead find yourself selling the interviewer a bridge or editing code at a computer. One strategy for performing your best during an interview is to know the rules of the particular game you are playing when you walk through the door.
Screening | Informational | Directive | Meandering
Stress | Behavioral | Audition | Group
Tag-Team | Mealtime | Follow-up
The Screening Interview
Companies use screening tools to ensure that candidates meet minimum qualification requirements. Computer programs are among the tools used to weed out unqualified candidates. (This is why you need a digital resume that is screening-friendly. See our resume center for help.) Sometimes human professionals are the gatekeepers. Screening interviewers often have honed skills to determine whether there is anything that might disqualify you for the position. Remember-they do not need to know whether you are the best fit for the position, only whether you are not a match. For this reason, screeners tend to dig for dirt. Screeners will hone in on gaps in your employment history or pieces of information that look inconsistent. They also will want to know from the outset whether you will be too expensive for the company.Some tips for maintaining confidence during screening interviews:
• Highlight your accomplishments and qualifications.
• Get into the straightforward groove. Personality is not as important to the screener as verifying your qualifications. Answer questions directly and succinctly. Save your winning personality for the person making hiring decisions!
• Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics by replying, "I would be willing to consider your best offer."
• If the interview is conducted by phone, it is helpful to have note cards with your vital information sitting next to the phone. That way, whether the interviewer catches you sleeping or vacuuming the floor, you will be able to switch gears quickly.
The Informational Interview
On the opposite end of the stress spectrum from screening interviews is the informational interview. A meeting that you initiate, the informational interview is underutilized by job-seekers who might otherwise consider themselves savvy to the merits of networking. Job seekers ostensibly secure informational meetings in order to seek the advice of someone in their current or desired field as well as to gain further references to people who can lend insight. Employers that like to stay apprised of available talent even when they do not have current job openings, are often open to informational interviews, especially if they like to share their knowledge, feel flattered by your interest, or esteem the mutual friend that connected you to them. During an informational interview, the jobseeker and employer exchange information and get to know one another better without reference to a specific job opening.
This takes off some of the performance pressure, but be intentional nonetheless:
• Come prepared with thoughtful questions about the field and the company.
• Gain references to other people and make sure that the interviewer would be comfortable if you contact other people and use his or her name.
• Give the interviewer your card, contact information and resume.
• Write a thank you note to the interviewer.
The Directive Style
In this style of interview, the interviewer has a clear agenda that he or she follows unflinchingly. Sometimes companies use this rigid format to ensure parity between interviews; when interviewers ask each candidate the same series of questions, they can more readily compare the results. Directive interviewers rely upon their own questions and methods to tease from you what they wish to know. You might feel like you are being steam-rolled, or you might find the conversation develops naturally. Their style does not necessarily mean that they have dominance issues, although you should keep an eye open for these if the interviewer would be your supervisor.
Either way, remember:
• Flex with the interviewer, following his or her lead.
• Do not relinquish complete control of the interview. If the interviewer does not ask you for information that you think is important to proving your superiority as a candidate, politely interject it.
The Meandering Style
This interview type, usually used by inexperienced interviewers, relies on you to lead the discussion. It might begin with a statement like "tell me about yourself," which you can use to your advantage. The interviewer might ask you another broad, open-ended question before falling into silence. This interview style allows you tactfully to guide the discussion in a way that best serves you.
The following strategies, which are helpful for any interview, are particularly important when interviewers use a non-directive approach:
• Come to the interview prepared with highlights and anecdotes of your skills, qualities and experiences. Do not rely on the interviewer to spark your memory-jot down some notes that you can reference throughout the interview.
• Remain alert to the interviewer. Even if you feel like you can take the driver's seat and go in any direction you wish, remain respectful of the interviewer's role. If he or she becomes more directive during the interview, adjust.
• Ask well-placed questions. Although the open format allows you significantly to shape the interview, running with your own agenda and dominating the conversation means that you run the risk of missing important information about the company and its needs.
The Stress Interview
Astounding as this is, the Greek hazing system has made its way into professional interviews. Either employers view the stress interview as a legitimate way of determining candidates' aptness for a position or someone has latent maniacal tendencies. You might be held in the waiting room for an hour before the interviewer greets you. You might face long silences or cold stares. The interviewer might openly challenge your believes or judgment. You might be called upon to perform an impossible task on the fly-like convincing the interviewer to exchange shoes with you. Insults and miscommunication are common. All this is designed to see whether you have the mettle to withstand the company culture, the clients or other potential stress.
Besides wearing a strong anti-perspirant, you will do well to:
• Remember that this is a game. It is not personal. View it as the surreal interaction that it is.
• Prepare and memorize your main message before walking through the door. If you are flustered, you will better maintain clarity of mind if you do not have to wing your responses.
• Even if the interviewer is rude, remain calm and tactful.
• Go into the interview relaxed and rested. If you go into it feeling stressed, you will have a more difficult time keeping a cool perspective.
The Behavioral Interview
Many companies increasingly rely on behavior interviews since they use your previous behavior to indicate your future performance. In these interviews, employers use standardized methods to mine information relevant to your competency in a particular area or position. Depending upon the responsibilities of the job and the working environment, you might be asked to describe a time that required problem-solving skills, adaptability, leadership, conflict resolution, multi-tasking, initiative or stress management. You will be asked how you dealt with the situations.
Your responses require not only reflection, but also organization. To maximize your responses in the behavioral format:
• Anticipate the transferable skills and personal qualities that are required for the job.
• Review your resume. Any of the qualities and skills you have included in your resume are fair game for an interviewer to press.
• Reflect on your own professional, volunteer, educational and personal experience to develop brief stories that highlight these skills and qualities in you. You should have a story for each of the competencies on your resume as well as those you anticipate the job requires.
• Prepare stories by identifying the context, logically highlighting your actions in the situation, and identifying the results of your actions. Keep your responses concise and present them in less than two minutes.
The Audition
For some positions, such as computer programmers or trainers, companies want to see you in action before they make their decision. For this reason, they might take you through a simulation or brief exercise in order to evaluate your skills. An audition can be enormously useful to you as well, since it allows you to demonstrate your abilities in interactive ways that are likely familiar to you. The simulations and exercises should also give you a simplified sense of what the job would be like. If you sense that other candidates have an edge on you in terms of experience or other qualifications, requesting an audition can help level the playing field.
To maximize on auditions, remember to:
• Clearly understand the instructions and expectations for the exercise. Communication is half the battle in real life, and you should demonstrate to the prospective employer that you make the effort to do things right the first time by minimizing confusion.
• Treat the situation as if you are a professional with responsibility for the task laid before you. Take ownership of your work.
• Brush up on your skills before an interview if you think they might be tested.
The Group Interview
Interviewing simultaneously with other candidates can be disconcerting, but it provides the company with a sense of your leadership potential and style. The group interview helps the company get a glimpse of how you interact with peers-are you timid or bossy, are you attentive or do you seek attention, do others turn to you instinctively, or do you compete for authority? The interviewer also wants to view what your tools of persuasion are: do you use argumentation and careful reasoning to gain support or do you divide and conquer? The interviewer might call on you to discuss an issue with the other candidates, solve a problem collectively, or discuss your peculiar qualifications in front of the other candidates.
This environment might seem overwhelming or hard to control, but there are a few tips that will help you navigate the group interview successfully:
• Observe to determine the dynamics the interviewer establishes and try to discern the rules of the game. If you are unsure of what is expected from you, ask for clarification from the interviewer.
• Treat others with respect while exerting influence over others.
• Avoid overt power conflicts, which will make you look uncooperative and immature.
• Keep an eye on the interviewer throughout the process so that you do not miss important cues.
The Tag-Team Interview
Expecting to meet with Ms. Glenn, you might find yourself in a room with four other people: Ms. Glenn, two of her staff, and the Sales Director. Companies often want to gain the insights of various people when interviewing candidates. This method of interviewing is often attractive for companies that rely heavily on team cooperation. Not only does the company want to know whether your skills balance that of the company, but also whether you can get along with the other workers. In some companies, multiple people will interview you simultaneously. In other companies, you will proceed through a series of one-on-one interviews.
Some helpful tips for maximizing on this interview format:
• Treat each person as an important individual. Gain each person's business card at the beginning of the meeting, if possible, and refer to each person by name. If there are several people in the room at once, you might wish to scribble down their names on a sheet of paper according to where each is sitting. Make eye contact with each person and speak directly to the person asking each question.
• Use the opportunity to gain as much information about the company as you can. Just as each interviewer has a different function in the company, they each have a unique perspective. When asking questions, be sensitive not to place anyone in a position that invites him to compromise confidentiality or loyalty.
• Bring at least double the anecdotes and sound-bites to the interview as you would for a traditional one-on-one interview. Be ready to illustrate your main message in a variety of ways to a variety of people.
• Prepare psychologically to expend more energy and be more alert than you would in a one-on-one interview. Stay focused and adjustable.
The Mealtime Interview
For many, interviewing over a meal sounds like a professional and digestive catastrophe in the making. If you have difficulty chewing gum while walking, this could be a challenge. With some preparation and psychological readjustment, you can enjoy the process. Meals often have a cementing social effect-breaking bread together tends to facilitate deals, marriages, friendships, and religious communion. Mealtime interviews rely on this logic, and expand it.
Particularly when your job requires interpersonal acuity, companies want to know what you are like in a social setting. Are you relaxed and charming or awkward and evasive? Companies want to observe not only how you handle a fork, but also how you treat your host, any other guests, and the serving staff.
Some basic social tips help ease the complexity of mixing food with business:
• Take cues from your interviewer, remembering that you are the guest. Do not sit down until your host does. Order something slightly less extravagant than your interviewer. If he badly wants you to try a particular dish, oblige him. If he recommends an appetizer to you, he likely intends to order one himself. Do not begin eating until he does. If he orders coffee and dessert, do not leave him eating alone.
• If your interviewer wants to talk business, do so. If she and the other guests discuss their upcoming travel plans or their families, do not launch into business.
• Try to set aside dietary restrictions and preferences. Remember, the interviewer is your host. It is rude to be finicky unless you absolutely must. If you must, be as tactful as you can. Avoid phrases like: "I do not eat mammals," or "Shrimp makes my eyes swell and water."
• Choose manageable food items, if possible. Avoid barbeque ribs and spaghetti.
• Find a discrete way to check your teeth after eating. Excuse yourself from the table for a moment.
• Practice eating and discussing something important simultaneously.
• Thank your interviewer for the meal.
The Follow-up Interview
Companies bring candidates back for second and sometimes third or fourth interviews for a number of reasons. Sometimes they just want to confirm that you are the amazing worker they first thought you to be. Sometimes they are having difficulty deciding between a short-list of candidates. Other times, the interviewer's supervisor or other decision makers in the company want to gain a sense of you before signing a hiring decision.
The second interview could go in a variety of directions, and you must prepare for each of them. When meeting with the same person again, you do not need to be as assertive in your communication of your skills. You can focus on cementing rapport, understanding where the company is going and how your skills mesh with the company vision and culture. Still, the interviewer should view you as the answer to their needs. You might find yourself negotiating a compensation package. Alternatively, you might find that you are starting from the beginning with a new person.
Some tips for managing second interviews:
• Be confident. Accentuate what you have to offer and your interest in the position.
• Probe tactfully to discover more information about the internal company dynamics and culture.
• Walk through the front door with a plan for negotiating a salary.
• Be prepared for anything: to relax with an employer or to address the company's qualms about you
Conclusion:
Some of those interviews are commonly in practical now a days in lot of MNCs and corporate… its only a effective way to finding a efficient and suitable person for the job accurately.
Types of Interviews
Introduction:
There are many types of interviews a person can face for selection. The type of interview selected is based on recruiters’ choice and requirements. For example, BPOs prefer telephonic interview as screening test.
The various types of interviews are as follows:
Screening Interview
Screening Interview is usually taken by organizations to see whether the candidate is suitable for further enquiry or not. It always focuses on rejection rather than selection. The interview aims at finding anything that can justify the candidate’s rejection.
The screening interview can be telephonic or face-to-face or a candidate can be judged on the basis of his/her resume.
Telephonic Interview
Organizations go for telephonic interviews as a screening test for those who live far from the job site. The time of the interview is usually intimated well in advance to the candidate. The candidate must be prepared for the interview.
He/she should take measures to avoid all the distractions that may happen during the conversation.
He/she should listen to the questions very carefully.
One should be aware of one’s voice modulations.
The candidate must keep a pen, paper and a copy of his/her resume during the interview, as questions related to resume could be asked and at times important things, like addresses and names, are required to be noted down.
The candidate must note the things asked by the organizations and the facts told by him/her to the organizations.
Traditional Face-to-Face Interview
The traditional one-on-one conversation with the interviewer can be taken as a screen test or it can pertain to some competitive skill testing after the candidate has been short-listed. The candidates must prepare themselves well before this interview.
• The candidate must maintain eye contact; he/she should not look distracted.
• The candidate must do some research about the organization and remember all the necessary facts. He/she must be aware of the current financial position of the company, product lines and competitors of the company.
• The candidate should never forget to take the resume with him/her.
Panel Interview
This type of interview consists of the candidate facing a panel of interviewers. Usually three to ten members constitute the interview panel. The interview focuses on group management and presentation skills of the candidates. Government organizations practice this kind of interview for their recruitments.
• The candidate should maintain eye contact with all the members of committee as he/she is answering them.
• He/she must consider the committee as one.
• The candidate must pay a note of thanks to all the members individually after the interview.
Behavioral Interview
The behavioral interview considers the candidates’ past performance as the indicator for their future performance. The candidates are asked to describe their previous job profile and mention some instances where they played a major role in job-work.
• The candidate must be able to describe and prove his/her competencies.
• He/she should remember each and every aspect of his past job behaviours; the candidate must be able to relate any organizational competency with his/her own competencies.
Stress Interview
The stress interview focuses on marketing competencies of a candidate. The main idea is to check one’s patience level to ensure that one can tackle a stressful situation. One might have to wait for quite a long time before the interview or face silence during the interview.
• The candidate must recognize the event and take it as an important activity; he/she must not be frustrated.
• The candidate must control his/her temper during the event.
• He/she must be prepared to show his/her problem-solving competency.
Group Interview
Also known as group discussion, the group interview focuses on the leadership skills of the candidates. Informal groups are formed. Each group is asked to discuss a given subject. The interviewer focuses on how a candidate interacts with others in the group and how he/she puts his/her views in the presence of others and how well he/she influence others.
• The candidate must try to influence others’ point of view without passing judgments on them.
• The candidate should respect others, and be cooperative; he/she should not exert pressure on any one.
• The candidate should try to initiate the discussion, if not, he/she must try to conclude the dialogue.
• The candidate must take part actively in the conversation.
Mealtime Interview
Many organisations conduct interviews at lunch or dinner tables to know about the candidates’ social behaviour. This type of interview is preferred when the candidate is being evaluated for his/her interpersonal skills.
• The candidate should not forget that it is an interview and must not be casual.
• The candidate should not drink alcohol during the meeting.
• The candidate must obey the interviewer.
• The candidate must wait for the interviewer to start talking about business; he/she must not interrupt if the interviewer is discussing his own matters.
• The candidate must order only those food items that can be easily eaten.
• The candidate must clean up his/her teeth after the meal.
Video Interview
The video interview is undertaken by the organizations while recruiting global capabilities or when the candidate is applying overseas. It is the same as video conferencing.
• The candidate must focus on camera, not the display screen.
• He/she should consider this as a face-to-face interview and must give attention to his/her physical appearance.
TYPES OF JOB INTERVIEWS
Job interviews
are all about making the best matches. Both the company and the job-seeker want to determine if there is a correct fit between them.
Job-seekers going on job interviews can basically expect one of two styles of interviewing. While the styles differ, there are some basic activities job-seekers need to do both before and after the interview in order to succeed.
This page is organized in the following manner: First, the common aspects of interviewing will be discussed. Second, the two types of interviews will be discussed briefly.
Common Aspects of Interviewing:
• Preparing and Researching: Job-seekers must spend time before the interview conducting research on the type of job, company, and industry they are interviewing. Your knowledge of these factors is critical to your success. You can find some great sources of information by visiting the Guide to Researching Companies.
• Anticipating Questions (and Preparing Answers): While the types of questions differ depending on the interviewing style, job-seekers must plan and be prepared for the typical types of questions. You should not memorize answers, but script specific responses so that you will be able to remember more details when asked the question in the interview. You should also have several questions ready to ask the interviewer. Here are some Traditional Interview Questions. The Guide to Interviewing Resources provides links to other sites that list common interview questions
and other preparation suggestions.
• Follow-Up: It is amazing how many job-seekers skip this crucial step. You must immediately write a thank you note to each person who interviewed you. Not only is this letter part of professional etiquette, but it is often time to reinforce a concept or skill that you have and that the employer desires in the person they will be hiring. See an example of a good thank you letter.
Types of Interviewing:
The two styles of interviewing used by companies today are the traditional job interview and the behavioral interview.
The traditional job interview
Uses broad-based questions such as, "why do you want to work for this company," and "tell me about your strengths and weaknesses." Interviewing success of failure are more often based on the ability of the job-seeker to communicate than on the truthfulness or content of their answers. Employers are looking for the answer to three questions: does the job-seeker have the skills and abilities to perform the job; does the job-seeker possess the enthusiasm and work ethic that the employer expects; and will the job-seeker be a team player and fit into the organization. You can find 50 Traditional Employment Interview Questions here.
The behavioral job interview
Is based on the theory that past performance is the best indicator of future behavior, and uses questions that probe specific past behaviors, such as: "tell me about a time where you confronted an unexpected problem," "tell me about an experience when you failed to achieve a goal," and "give me a specific example of a time when you managed several projects at once." Job-seekers need to prepare for these interviews by recalling scenarios that fit the various types of behavioral interviewing questions. Expect interviewers to have several follow-up questions and probe for details that explore all aspects of a given situation or experience. Recent college grads with little work experience should focus on class projects and group situations that might lend themselves to these types of questions. Hobbies and volunteer work also might provide examples you could use. Job-seekers should frame their answers based on a four-part outline: (1) describe the situation, (2) discuss the actions you took, (3) relate the outcomes, and (4) specify what you learned from it. Read more in these related sections:
o Behavioral Interviewing Strategies
o Sample Behaviorial Interview Questions
o STAR Interviewing Technique for Behavioral Interviews
The Mealtime Interview
For many, interviewing over a meal sounds like a professional and digestive catastrophe in the making. If you have difficulty chewing gum while walking, this could be a challenge. With some preparation and psychological readjustment, you can enjoy the process. Meals often have a cementing social effect-breaking bread together tends to facilitate deals, marriages, friendships, and religious communion. Mealtime interviews rely on this logic, and expand it.
Particularly when your job requires interpersonal acuity, companies want to know what you are like in a social setting. Are you relaxed and charming or awkward and evasive? Companies want to observe not only how you handle a fork, but also how you treat your host, any other guests, and the serving staff.
Some basic social tips help ease the complexity of mixing food with business:
• Take cues from your interviewer, remembering that you are the guest. Do not sit down until your host does. Order something slightly less extravagant than your interviewer. If he badly wants you to try a particular dish, oblige him. If he recommends an appetizer to you, he likely intends to order one himself. Do not begin eating until he does. If he orders coffee and dessert, do not leave him eating alone.
• If your interviewer wants to talk business, do so. If she and the other guests discuss their upcoming travel plans or their families, do not launch into business.
• Try to set aside dietary restrictions and preferences. Remember, the interviewer is your host. It is rude to be finicky unless you absolutely must. If you must, be as tactful as you can. Avoid phrases like: "I do not eat mammals," or "Shrimp makes my eyes swell and water."
• Choose manageable food items, if possible. Avoid barbeque ribs and spaghetti.
• Find a discrete way to check your teeth after eating. Excuse yourself from the table for a moment.
• Practice eating and discussing something important simultaneously.
• Thank your interviewer for the meal.
The Follow-up Interview
Companies bring candidates back for second and sometimes third or fourth interviews for a number of reasons. Sometimes they just want to confirm that you are the amazing worker they first thought you to be. Sometimes they are having difficulty deciding between a short-list of candidates. Other times, the interviewer's supervisor or other decision makers in the company want to gain a sense of you before signing a hiring decision.
The second interview could go in a variety of directions, and you must prepare for each of them. When meeting with the same person again, you do not need to be as assertive in your communication of your skills. You can focus on cementing rapport, understanding where the company is going and how your skills mesh with the company vision and culture. Still, the interviewer should view you as the answer to their needs. You might find yourself negotiating a compensation package. Alternatively, you might find that you are starting from the beginning with a new person.
Some tips for managing second interviews:
• Be confident. Accentuate what you have to offer and your interest in the position.
• Probe tactfully to discover more information about the internal company dynamics and culture.
• Walk through the front door with a plan for negotiating a salary.
• Be prepared for anything: to relax with an employer or to address the company's qualms about you
Of course, besides these two common types of interviews, there are other types of job interviews. For example, read about:
• Mastering the Case Interview
• Phone Interviewing Do's and Don'ts
• Situational Interviews and Stress Interviews
Don't forget to check out our Interviewing Do's and Don'ts -- or for even more tips and suggestions about interviewing, go to our Job Interviewing Tutorial.
Finally, test your knowledge by taking our Job Interviewing Quiz.
TYPES OF JOB INTERVIEWS
I found something interesting while surfing on net about interviews so i decided to post it as my assignments;
Types of interviews are following:
1. The Screening Interview
2. Informational Interview
3. Directive style
4. Meandering Style
5. Stress Interview
6. Behavioural Interview
7. Audition
8. Group interview
9. Tag Team Interview
10. Follow Up
1.The Screening Interview
Screening interviewers often have honed skills to determine whether there is anything that might disqualify you for the position. Remember-they do not need to know whether you are the best fit for the position, only whether you are not a match. For this reason, screeners tend to dig for dirt.
Screeners will hone in on gaps in your employment history. They also will want to know from the outset whether you will be too expensive for the company.
Some tips for maintaining confidence during screening interviews:
• Highlight your accomplishments and qualifications.
• Get into the straightforward groove. Personality is not as important to the screener as verifying your qualifications. Answer questions directly and succinctly. Save your winning personality for the person making hiring decisions!
• Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics by replying, "I would be willing to consider your best offer."
• If the interview is conducted by phone, it is helpful to have note cards with your vital information sitting next to the phone. That way, whether the interviewer catches you sleeping or vacuuming the floor, you will be able to switch gears quickly.
2.The Informational Interview
During an informational interview, the jobseeker and employer exchange information and get to know one another better without reference to a specific job opening.
This takes off some of the performance pressure, but be intentional nonetheless:
• Come prepared with thoughtful questions about the field and the company.
• Gain references to other people and make sure that the interviewer would be comfortable if you contact other people and use his or her name.
• Give the interviewer your card, contact information and resume.
• Write a thank you note to the interviewer.
3.The Directive Style
In this style of interview, the interviewer has a clear agenda that he or she follows unflinchingly.
Sometimes companies use this rigid format to ensure parity between interviews; when interviewers ask each candidate the same series of questions, they can more readily compare the results.
Directive interviewers rely upon their own questions and methods to tease from you what they wish to know. You might feel like you are being steam-rolled, or you might find the conversation develops naturally. Their style does not necessarily mean that they have dominance issues.
Either way, remember:
• Flex with the interviewer, following his or her lead.
• Do not relinquish complete control of the interview. If the interviewer does not ask you for information that you think is important to proving your superiority as a candidate, politely interject it.
4.The Meandering Style
This interview type, usually used by inexperienced interviewers, relies on you to lead the discussion. It might begin with a statement like "tell me about yourself," which you can use to your advantage.
The interviewer might ask you another broad, open-ended question before falling into silence.
The following strategies, which are helpful for any interview, are particularly important when interviewers use a non-directive approach:
• Come to the interview prepared with highlights and anecdotes of your skills, qualities and experiences. Do not rely on the interviewer to spark your memory-jot down some notes that you can reference throughout the interview.
• Ask well-placed questions. Although the open format allows you significantly to shape the interview, running with your own agenda and dominating the conversation means that you run the risk of missing important information about the company and its needs.
5.The Stress Interview
Either employers view the stress interview as a legitimate way of determining candidates' aptness for a position or someone has latent maniacal tendencies.
You might be held in the waiting room for an hour before the interviewer greets you. You might face long silences or cold stares. All this is designed to see whether you have the mettle to withstand the company culture, the clients or other potential stress.
Besides wearing a strong anti-perspirant, you will do well to:
• Remember that this is a game. It is not personal. View it as the surreal interaction that it is.
• Even if the interviewer is rude, remain calm and tactful.
• Go into the interview relaxed and rested. If you go into it feeling stressed, you will have a more difficult time keeping a cool perspective.
I N T E R V I E W - T Y P E S
Technical Interview
Facing the technical interview of a company is an uphill task. It all depends on the mood of the interviewer and to an extent on your appearance. If he is in a bad mood, the interview can be really tough. Otherwise you might have a slight consideration. Be prepared for any questions from every section of your skill set. If the interviewer goes to a part of your skill, which you are not comfortable with, try to divert his attention to some other part in which you are an expert. Try to explain things in a simple way and be precise in your answers. If you don't know answers admit it. DO NOT try to make up and answer. That might lessen your chances of getting through.
Panel Interview/Board Interview
Candidates are interviewed by two or more individuals. This process is commonly used by governments and large organizations. It is important to maintain eye contact with the person asking the question and give an answer with an example to support it. Always acknowledge the other interviewers' presence by making eye contact while answering rotating questions. Direct your attention at the beginning and end of your response to the person who asked you that question. The questions asked in the interview are often set out in advance. The board may already have decided which answers they will accept/prefer for the questions. Ignore note-taking by board members. Obtain employers' names prior to the interview and use them during the conversation.
One-On-One Interviews
Candidates are interviewed by one person. These interviews tend to be more informal, however, it always depends on the employer's style. The interviewer will often have a series of prepared questions, but may have some flexibility in their choices. It is important to maintain eye contact with the person interviewing you.
Impromptu Interviews
This interview commonly occurs when employers are approached directly and tends to be very informal and unstructured. Applicants should be prepared at all times for on-the-spot interviews, especially in situations such as a job fair or a cold call. It is an ideal time for employers to ask the candidate some basic questions to determine whether he/she may be interested in formally interviewing the candidate.
Second Interviews or Follow-Up Interviews
Employers invite those applicants they are seriously considering as an employee following a screening or initial interview. These interviews are generally conducted by middle or senior management, together or separately. Applicants can expect more in-depth questions, and the employer will be expecting a greater level of preparation on the part of the candidate. Applicants should continue to research the employer following the first interview, and be prepared to use any information gained through the previous interview to their advantage.
Dinner/LunchOn Interviews
The interviews may be structured, informal, or socially situated, such as in a restaurant. Don't be the only one at the table to order an alcoholic drink, and if you have an alcoholic drink, stop at one. Decide what to eat quickly, some interviewers will ask you to order first (don't appear indecisive). Avoid potentially messy foods, such as spaghetti. Be prepared for the conversation to abruptly change from 'friendly chat' to direct interview questions, however, don't underestimate the value of casual discussion, some employers place a great value on it.
Telephone Interviews
Have a copy of your resume and any points you want to remember to say nearby. If you are on your home telephone, make sure that all roommates or family members are aware of the interview (avoids loud stereos, etc.). Speak a bit slower than usual. It is crucial that you convey your enthusiasm verbally, since the interviewer cannot see your face. If there are pauses, don't worry, the interviewer is likely just making some notes.
Group Interviews
Employers bringing several candidates together in a group to solve a problem, are testing your ability to work in a team environment. They want to know how you present information to other people, offer suggestions, and relate to other ideas and work to solve a problem. In short, they are testing your interpersonal skills. It is difficult to prepare for this type of interview except to remember what is being testing and to use the skills you have to be the best team player and/or leader you can be. Some employers will take you to meet the staff who would be your co-workers if hired. This is a very casual type of interview, but leaving a positive and friendly impression is no less critical.
HR Interviews
This interview is to check your apptitude about their company. To know how confident are you when it comes to knowing about yourself, your future plans. A very casual interview to disuss your salary and your background (family/educational). Prepare for any casual question about you, your family, your health, etc.
Technical Interview
This kind of interview focuses on problem solving and creativity. The questions aim at your problem-solving skills and likely show your ability and creativity. Sometimes these interviews will be on a computer module with multiple-choice questions.
CONTROVERSIES
In many countries, employment equity laws forbid discrimination based on a number of classes, such as race, gender, age, and marital status. Asking questions about these protected areas in a job interview is generally considered discriminatory, and constitutes an illegal hiring practice. However, many employers ask questions that touch on these areas.
There is extended data which puts in question the value of job interviews as a tool for selecting employees. Where the aim of a job interview is ostensibly to choose a candidate who will perform well in the job role, other methods of selection provide greater predictive power and often lower costs. Furthermore, given the unstructured approach of most interviews they often have almost no useful predictive power of employee success.
Facing the technical interview of a company is an uphill task. It all depends on the mood of the interviewer and to an extent on your appearance. If he is in a bad mood, the interview can be really tough. Otherwise you might have a slight consideration. Be prepared for any questions from every section of your skill set. If the interviewer goes to a part of your skill, which you are not comfortable with, try to divert his attention to some other part in which you are an expert. Try to explain things in a simple way and be precise in your answers. If you don't know an answer admit it. DO NOT try to make up and answer. That might lessen your chances of getting through.
ASSIGNMENT ON HUMAN RESOURCE MANAGEMENT
Topic
“TYPES OF INTERVIEWS”
ON
16 dec 2009
SUBMITTED BY
terror 650:SugarwareZ-100::SugarwareZ-100:
All job interviews have the same objective, but employers reach that objective in a variety of ways. You might enter the room expecting to tell stories about your professional successes and instead find yourself selling the interviewer a bridge or editing code at a computer. One strategy for performing your best during an interview is to know the rules of the particular game you are playing when you walk through the door.
Screening | Informational | Directive | Meandering
Stress | Behavioral | Audition | Group
Tag-Team | Mealtime | Follow-up
The Screening Interview
Companies use screening tools to ensure that candidates meet minimum qualification requirements. Computer programs are among the tools used to weed out unqualified candidates. (This is why you need a digital resume that is screening-friendly. See our resume center for help.) Sometimes human professionals are the gatekeepers. Screening interviewers often have honed skills to determine whether there is anything that might disqualify you for the position. Remember-they do not need to know whether you are the best fit for the position, only whether you are not a match. For this reason, screeners tend to dig for dirt. Screeners will hone in on gaps in your employment history or pieces of information that look inconsistent. They also will want to know from the outset whether you will be too expensive for the company.Some tips for maintaining confidence during screening interviews:
• Highlight your accomplishments and qualifications.
• Get into the straightforward groove. Personality is not as important to the screener as verifying your qualifications. Answer questions directly and succinctly. Save your winning personality for the person making hiring decisions!
• Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics by replying, "I would be willing to consider your best offer."
• If the interview is conducted by phone, it is helpful to have note cards with your vital information sitting next to the phone. That way, whether the interviewer catches you sleeping or vacuuming the floor, you will be able to switch gears quickly.
The Informational Interview
On the opposite end of the stress spectrum from screening interviews is the informational interview. A meeting that you initiate, the informational interview is underutilized by job-seekers who might otherwise consider themselves savvy to the merits of networking. Job seekers ostensibly secure informational meetings in order to seek the advice of someone in their current or desired field as well as to gain further references to people who can lend insight. Employers that like to stay apprised of available talent even when they do not have current job openings, are often open to informational interviews, especially if they like to share their knowledge, feel flattered by your interest, or esteem the mutual friend that connected you to them. During an informational interview, the jobseeker and employer exchange information and get to know one another better without reference to a specific job opening.
This takes off some of the performance pressure, but be intentional nonetheless:
• Come prepared with thoughtful questions about the field and the company.
• Gain references to other people and make sure that the interviewer would be comfortable if you contact other people and use his or her name.
• Give the interviewer your card, contact information and resume.
• Write a thank you note to the interviewer.
The Directive Style
In this style of interview, the interviewer has a clear agenda that he or she follows unflinchingly. Sometimes companies use this rigid format to ensure parity between interviews; when interviewers ask each candidate the same series of questions, they can more readily compare the results. Directive interviewers rely upon their own questions and methods to tease from you what they wish to know. You might feel like you are being steam-rolled, or you might find the conversation develops naturally. Their style does not necessarily mean that they have dominance issues, although you should keep an eye open for these if the interviewer would be your supervisor.
Either way, remember:
• Flex with the interviewer, following his or her lead.
• Do not relinquish complete control of the interview. If the interviewer does not ask you for information that you think is important to proving your superiority as a candidate, politely interject it.
The Meandering Style
This interview type, usually used by inexperienced interviewers, relies on you to lead the discussion. It might begin with a statement like "tell me about yourself," which you can use to your advantage. The interviewer might ask you another broad, open-ended question before falling into silence. This interview style allows you tactfully to guide the discussion in a way that best serves you.
The following strategies, which are helpful for any interview, are particularly important when interviewers use a non-directive approach:
• Come to the interview prepared with highlights and anecdotes of your skills, qualities and experiences. Do not rely on the interviewer to spark your memory-jot down some notes that you can reference throughout the interview.
• Remain alert to the interviewer. Even if you feel like you can take the driver's seat and go in any direction you wish, remain respectful of the interviewer's role. If he or she becomes more directive during the interview, adjust.
• Ask well-placed questions. Although the open format allows you significantly to shape the interview, running with your own agenda and dominating the conversation means that you run the risk of missing important information about the company and its needs.
The Stress Interview
Astounding as this is, the Greek hazing system has made its way into professional interviews. Either employers view the stress interview as a legitimate way of determining candidates' aptness for a position or someone has latent maniacal tendencies. You might be held in the waiting room for an hour before the interviewer greets you. You might face long silences or cold stares. The interviewer might openly challenge your believes or judgment. You might be called upon to perform an impossible task on the fly-like convincing the interviewer to exchange shoes with you. Insults and miscommunication are common. All this is designed to see whether you have the mettle to withstand the company culture, the clients or other potential stress.
Besides wearing a strong anti-perspirant, you will do well to:
• Remember that this is a game. It is not personal. View it as the surreal interaction that it is.
• Prepare and memorize your main message before walking through the door. If you are flustered, you will better maintain clarity of mind if you do not have to wing your responses.
• Even if the interviewer is rude, remain calm and tactful.
• Go into the interview relaxed and rested. If you go into it feeling stressed, you will have a more difficult time keeping a cool perspective.
The Behavioral Interview
Many companies increasingly rely on behavior interviews since they use your previous behavior to indicate your future performance. In these interviews, employers use standardized methods to mine information relevant to your competency in a particular area or position. Depending upon the responsibilities of the job and the working environment, you might be asked to describe a time that required problem-solving skills, adaptability, leadership, conflict resolution, multi-tasking, initiative or stress management. You will be asked how you dealt with the situations.
Your responses require not only reflection, but also organization. To maximize your responses in the behavioral format:
• Anticipate the transferable skills and personal qualities that are required for the job.
• Review your resume. Any of the qualities and skills you have included in your resume are fair game for an interviewer to press.
• Reflect on your own professional, volunteer, educational and personal experience to develop brief stories that highlight these skills and qualities in you. You should have a story for each of the competencies on your resume as well as those you anticipate the job requires.
• Prepare stories by identifying the context, logically highlighting your actions in the situation, and identifying the results of your actions. Keep your responses concise and present them in less than two minutes.
The Audition
For some positions, such as computer programmers or trainers, companies want to see you in action before they make their decision. For this reason, they might take you through a simulation or brief exercise in order to evaluate your skills. An audition can be enormously useful to you as well, since it allows you to demonstrate your abilities in interactive ways that are likely familiar to you. The simulations and exercises should also give you a simplified sense of what the job would be like. If you sense that other candidates have an edge on you in terms of experience or other qualifications, requesting an audition can help level the playing field.
To maximize on auditions, remember to:
• Clearly understand the instructions and expectations for the exercise. Communication is half the battle in real life, and you should demonstrate to the prospective employer that you make the effort to do things right the first time by minimizing confusion.
• Treat the situation as if you are a professional with responsibility for the task laid before you. Take ownership of your work.
• Brush up on your skills before an interview if you think they might be tested.
The Group Interview
Interviewing simultaneously with other candidates can be disconcerting, but it provides the company with a sense of your leadership potential and style. The group interview helps the company get a glimpse of how you interact with peers-are you timid or bossy, are you attentive or do you seek attention, do others turn to you instinctively, or do you compete for authority? The interviewer also wants to view what your tools of persuasion are: do you use argumentation and careful reasoning to gain support or do you divide and conquer? The interviewer might call on you to discuss an issue with the other candidates, solve a problem collectively, or discuss your peculiar qualifications in front of the other candidates.
This environment might seem overwhelming or hard to control, but there are a few tips that will help you navigate the group interview successfully:
• Observe to determine the dynamics the interviewer establishes and try to discern the rules of the game. If you are unsure of what is expected from you, ask for clarification from the interviewer.
• Treat others with respect while exerting influence over others.
• Avoid overt power conflicts, which will make you look uncooperative and immature.
• Keep an eye on the interviewer throughout the process so that you do not miss important cues.
The Tag-Team Interview
Expecting to meet with Ms. Glenn, you might find yourself in a room with four other people: Ms. Glenn, two of her staff, and the Sales Director. Companies often want to gain the insights of various people when interviewing candidates. This method of interviewing is often attractive for companies that rely heavily on team cooperation. Not only does the company want to know whether your skills balance that of the company, but also whether you can get along with the other workers. In some companies, multiple people will interview you simultaneously. In other companies, you will proceed through a series of one-on-one interviews.
Some helpful tips for maximizing on this interview format:
• Treat each person as an important individual. Gain each person's business card at the beginning of the meeting, if possible, and refer to each person by name. If there are several people in the room at once, you might wish to scribble down their names on a sheet of paper according to where each is sitting. Make eye contact with each person and speak directly to the person asking each question.
• Use the opportunity to gain as much information about the company as you can. Just as each interviewer has a different function in the company, they each have a unique perspective. When asking questions, be sensitive not to place anyone in a position that invites him to compromise confidentiality or loyalty.
• Bring at least double the anecdotes and sound-bites to the interview as you would for a traditional one-on-one interview. Be ready to illustrate your main message in a variety of ways to a variety of people.
• Prepare psychologically to expend more energy and be more alert than you would in a one-on-one interview. Stay focused and adjustable.
The Mealtime Interview
For many, interviewing over a meal sounds like a professional and digestive catastrophe in the making. If you have difficulty chewing gum while walking, this could be a challenge. With some preparation and psychological readjustment, you can enjoy the process. Meals often have a cementing social effect-breaking bread together tends to facilitate deals, marriages, friendships, and religious communion. Mealtime interviews rely on this logic, and expand it.
Particularly when your job requires interpersonal acuity, companies want to know what you are like in a social setting. Are you relaxed and charming or awkward and evasive? Companies want to observe not only how you handle a fork, but also how you treat your host, any other guests, and the serving staff.
Some basic social tips help ease the complexity of mixing food with business:
• Take cues from your interviewer, remembering that you are the guest. Do not sit down until your host does. Order something slightly less extravagant than your interviewer. If he badly wants you to try a particular dish, oblige him. If he recommends an appetizer to you, he likely intends to order one himself. Do not begin eating until he does. If he orders coffee and dessert, do not leave him eating alone.
• If your interviewer wants to talk business, do so. If she and the other guests discuss their upcoming travel plans or their families, do not launch into business.
• Try to set aside dietary restrictions and preferences. Remember, the interviewer is your host. It is rude to be finicky unless you absolutely must. If you must, be as tactful as you can. Avoid phrases like: "I do not eat mammals," or "Shrimp makes my eyes swell and water."
• Choose manageable food items, if possible. Avoid barbeque ribs and spaghetti.
• Find a discrete way to check your teeth after eating. Excuse yourself from the table for a moment.
• Practice eating and discussing something important simultaneously.
• Thank your interviewer for the meal.
The Follow-up Interview
Companies bring candidates back for second and sometimes third or fourth interviews for a number of reasons. Sometimes they just want to confirm that you are the amazing worker they first thought you to be. Sometimes they are having difficulty deciding between a short-list of candidates. Other times, the interviewer's supervisor or other decision makers in the company want to gain a sense of you before signing a hiring decision.
The second interview could go in a variety of directions, and you must prepare for each of them. When meeting with the same person again, you do not need to be as assertive in your communication of your skills. You can focus on cementing rapport, understanding where the company is going and how your skills mesh with the company vision and culture. Still, the interviewer should view you as the answer to their needs. You might find yourself negotiating a compensation package. Alternatively, you might find that you are starting from the beginning with a new person.
Some tips for managing second interviews:
• Be confident. Accentuate what you have to offer and your interest in the position.
• Probe tactfully to discover more information about the internal company dynamics and culture.
• Walk through the front door with a plan for negotiating a salary.
• Be prepared for anything: to relax with an employer or to address the company's qualms about you
Conclusion:
Some of those interviews are commonly in practical now a days in lot of MNCs and corporate… its only a effective way to finding a efficient and suitable person for the job accurately.
Types of Interviews
Introduction:
There are many types of interviews a person can face for selection. The type of interview selected is based on recruiters’ choice and requirements. For example, BPOs prefer telephonic interview as screening test.
The various types of interviews are as follows:
Screening Interview
Screening Interview is usually taken by organizations to see whether the candidate is suitable for further enquiry or not. It always focuses on rejection rather than selection. The interview aims at finding anything that can justify the candidate’s rejection.
The screening interview can be telephonic or face-to-face or a candidate can be judged on the basis of his/her resume.
Telephonic Interview
Organizations go for telephonic interviews as a screening test for those who live far from the job site. The time of the interview is usually intimated well in advance to the candidate. The candidate must be prepared for the interview.
He/she should take measures to avoid all the distractions that may happen during the conversation.
He/she should listen to the questions very carefully.
One should be aware of one’s voice modulations.
The candidate must keep a pen, paper and a copy of his/her resume during the interview, as questions related to resume could be asked and at times important things, like addresses and names, are required to be noted down.
The candidate must note the things asked by the organizations and the facts told by him/her to the organizations.
Traditional Face-to-Face Interview
The traditional one-on-one conversation with the interviewer can be taken as a screen test or it can pertain to some competitive skill testing after the candidate has been short-listed. The candidates must prepare themselves well before this interview.
• The candidate must maintain eye contact; he/she should not look distracted.
• The candidate must do some research about the organization and remember all the necessary facts. He/she must be aware of the current financial position of the company, product lines and competitors of the company.
• The candidate should never forget to take the resume with him/her.
Panel Interview
This type of interview consists of the candidate facing a panel of interviewers. Usually three to ten members constitute the interview panel. The interview focuses on group management and presentation skills of the candidates. Government organizations practice this kind of interview for their recruitments.
• The candidate should maintain eye contact with all the members of committee as he/she is answering them.
• He/she must consider the committee as one.
• The candidate must pay a note of thanks to all the members individually after the interview.
Behavioral Interview
The behavioral interview considers the candidates’ past performance as the indicator for their future performance. The candidates are asked to describe their previous job profile and mention some instances where they played a major role in job-work.
• The candidate must be able to describe and prove his/her competencies.
• He/she should remember each and every aspect of his past job behaviours; the candidate must be able to relate any organizational competency with his/her own competencies.
Stress Interview
The stress interview focuses on marketing competencies of a candidate. The main idea is to check one’s patience level to ensure that one can tackle a stressful situation. One might have to wait for quite a long time before the interview or face silence during the interview.
• The candidate must recognize the event and take it as an important activity; he/she must not be frustrated.
• The candidate must control his/her temper during the event.
• He/she must be prepared to show his/her problem-solving competency.
Group Interview
Also known as group discussion, the group interview focuses on the leadership skills of the candidates. Informal groups are formed. Each group is asked to discuss a given subject. The interviewer focuses on how a candidate interacts with others in the group and how he/she puts his/her views in the presence of others and how well he/she influence others.
• The candidate must try to influence others’ point of view without passing judgments on them.
• The candidate should respect others, and be cooperative; he/she should not exert pressure on any one.
• The candidate should try to initiate the discussion, if not, he/she must try to conclude the dialogue.
• The candidate must take part actively in the conversation.
Mealtime Interview
Many organisations conduct interviews at lunch or dinner tables to know about the candidates’ social behaviour. This type of interview is preferred when the candidate is being evaluated for his/her interpersonal skills.
• The candidate should not forget that it is an interview and must not be casual.
• The candidate should not drink alcohol during the meeting.
• The candidate must obey the interviewer.
• The candidate must wait for the interviewer to start talking about business; he/she must not interrupt if the interviewer is discussing his own matters.
• The candidate must order only those food items that can be easily eaten.
• The candidate must clean up his/her teeth after the meal.
Video Interview
The video interview is undertaken by the organizations while recruiting global capabilities or when the candidate is applying overseas. It is the same as video conferencing.
• The candidate must focus on camera, not the display screen.
• He/she should consider this as a face-to-face interview and must give attention to his/her physical appearance.
TYPES OF JOB INTERVIEWS
Job interviews
are all about making the best matches. Both the company and the job-seeker want to determine if there is a correct fit between them.
Job-seekers going on job interviews can basically expect one of two styles of interviewing. While the styles differ, there are some basic activities job-seekers need to do both before and after the interview in order to succeed.
This page is organized in the following manner: First, the common aspects of interviewing will be discussed. Second, the two types of interviews will be discussed briefly.
Common Aspects of Interviewing:
• Preparing and Researching: Job-seekers must spend time before the interview conducting research on the type of job, company, and industry they are interviewing. Your knowledge of these factors is critical to your success. You can find some great sources of information by visiting the Guide to Researching Companies.
• Anticipating Questions (and Preparing Answers): While the types of questions differ depending on the interviewing style, job-seekers must plan and be prepared for the typical types of questions. You should not memorize answers, but script specific responses so that you will be able to remember more details when asked the question in the interview. You should also have several questions ready to ask the interviewer. Here are some Traditional Interview Questions. The Guide to Interviewing Resources provides links to other sites that list common interview questions
and other preparation suggestions.
• Follow-Up: It is amazing how many job-seekers skip this crucial step. You must immediately write a thank you note to each person who interviewed you. Not only is this letter part of professional etiquette, but it is often time to reinforce a concept or skill that you have and that the employer desires in the person they will be hiring. See an example of a good thank you letter.
Types of Interviewing:
The two styles of interviewing used by companies today are the traditional job interview and the behavioral interview.
The traditional job interview
Uses broad-based questions such as, "why do you want to work for this company," and "tell me about your strengths and weaknesses." Interviewing success of failure are more often based on the ability of the job-seeker to communicate than on the truthfulness or content of their answers. Employers are looking for the answer to three questions: does the job-seeker have the skills and abilities to perform the job; does the job-seeker possess the enthusiasm and work ethic that the employer expects; and will the job-seeker be a team player and fit into the organization. You can find 50 Traditional Employment Interview Questions here.
The behavioral job interview
Is based on the theory that past performance is the best indicator of future behavior, and uses questions that probe specific past behaviors, such as: "tell me about a time where you confronted an unexpected problem," "tell me about an experience when you failed to achieve a goal," and "give me a specific example of a time when you managed several projects at once." Job-seekers need to prepare for these interviews by recalling scenarios that fit the various types of behavioral interviewing questions. Expect interviewers to have several follow-up questions and probe for details that explore all aspects of a given situation or experience. Recent college grads with little work experience should focus on class projects and group situations that might lend themselves to these types of questions. Hobbies and volunteer work also might provide examples you could use. Job-seekers should frame their answers based on a four-part outline: (1) describe the situation, (2) discuss the actions you took, (3) relate the outcomes, and (4) specify what you learned from it. Read more in these related sections:
o Behavioral Interviewing Strategies
o Sample Behaviorial Interview Questions
o STAR Interviewing Technique for Behavioral Interviews
The Mealtime Interview
For many, interviewing over a meal sounds like a professional and digestive catastrophe in the making. If you have difficulty chewing gum while walking, this could be a challenge. With some preparation and psychological readjustment, you can enjoy the process. Meals often have a cementing social effect-breaking bread together tends to facilitate deals, marriages, friendships, and religious communion. Mealtime interviews rely on this logic, and expand it.
Particularly when your job requires interpersonal acuity, companies want to know what you are like in a social setting. Are you relaxed and charming or awkward and evasive? Companies want to observe not only how you handle a fork, but also how you treat your host, any other guests, and the serving staff.
Some basic social tips help ease the complexity of mixing food with business:
• Take cues from your interviewer, remembering that you are the guest. Do not sit down until your host does. Order something slightly less extravagant than your interviewer. If he badly wants you to try a particular dish, oblige him. If he recommends an appetizer to you, he likely intends to order one himself. Do not begin eating until he does. If he orders coffee and dessert, do not leave him eating alone.
• If your interviewer wants to talk business, do so. If she and the other guests discuss their upcoming travel plans or their families, do not launch into business.
• Try to set aside dietary restrictions and preferences. Remember, the interviewer is your host. It is rude to be finicky unless you absolutely must. If you must, be as tactful as you can. Avoid phrases like: "I do not eat mammals," or "Shrimp makes my eyes swell and water."
• Choose manageable food items, if possible. Avoid barbeque ribs and spaghetti.
• Find a discrete way to check your teeth after eating. Excuse yourself from the table for a moment.
• Practice eating and discussing something important simultaneously.
• Thank your interviewer for the meal.
The Follow-up Interview
Companies bring candidates back for second and sometimes third or fourth interviews for a number of reasons. Sometimes they just want to confirm that you are the amazing worker they first thought you to be. Sometimes they are having difficulty deciding between a short-list of candidates. Other times, the interviewer's supervisor or other decision makers in the company want to gain a sense of you before signing a hiring decision.
The second interview could go in a variety of directions, and you must prepare for each of them. When meeting with the same person again, you do not need to be as assertive in your communication of your skills. You can focus on cementing rapport, understanding where the company is going and how your skills mesh with the company vision and culture. Still, the interviewer should view you as the answer to their needs. You might find yourself negotiating a compensation package. Alternatively, you might find that you are starting from the beginning with a new person.
Some tips for managing second interviews:
• Be confident. Accentuate what you have to offer and your interest in the position.
• Probe tactfully to discover more information about the internal company dynamics and culture.
• Walk through the front door with a plan for negotiating a salary.
• Be prepared for anything: to relax with an employer or to address the company's qualms about you
Of course, besides these two common types of interviews, there are other types of job interviews. For example, read about:
• Mastering the Case Interview
• Phone Interviewing Do's and Don'ts
• Situational Interviews and Stress Interviews
Don't forget to check out our Interviewing Do's and Don'ts -- or for even more tips and suggestions about interviewing, go to our Job Interviewing Tutorial.
Finally, test your knowledge by taking our Job Interviewing Quiz.
TYPES OF JOB INTERVIEWS
I found something interesting while surfing on net about interviews so i decided to post it as my assignments;
Types of interviews are following:
1. The Screening Interview
2. Informational Interview
3. Directive style
4. Meandering Style
5. Stress Interview
6. Behavioural Interview
7. Audition
8. Group interview
9. Tag Team Interview
10. Follow Up
1.The Screening Interview
Screening interviewers often have honed skills to determine whether there is anything that might disqualify you for the position. Remember-they do not need to know whether you are the best fit for the position, only whether you are not a match. For this reason, screeners tend to dig for dirt.
Screeners will hone in on gaps in your employment history. They also will want to know from the outset whether you will be too expensive for the company.
Some tips for maintaining confidence during screening interviews:
• Highlight your accomplishments and qualifications.
• Get into the straightforward groove. Personality is not as important to the screener as verifying your qualifications. Answer questions directly and succinctly. Save your winning personality for the person making hiring decisions!
• Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics by replying, "I would be willing to consider your best offer."
• If the interview is conducted by phone, it is helpful to have note cards with your vital information sitting next to the phone. That way, whether the interviewer catches you sleeping or vacuuming the floor, you will be able to switch gears quickly.
2.The Informational Interview
During an informational interview, the jobseeker and employer exchange information and get to know one another better without reference to a specific job opening.
This takes off some of the performance pressure, but be intentional nonetheless:
• Come prepared with thoughtful questions about the field and the company.
• Gain references to other people and make sure that the interviewer would be comfortable if you contact other people and use his or her name.
• Give the interviewer your card, contact information and resume.
• Write a thank you note to the interviewer.
3.The Directive Style
In this style of interview, the interviewer has a clear agenda that he or she follows unflinchingly.
Sometimes companies use this rigid format to ensure parity between interviews; when interviewers ask each candidate the same series of questions, they can more readily compare the results.
Directive interviewers rely upon their own questions and methods to tease from you what they wish to know. You might feel like you are being steam-rolled, or you might find the conversation develops naturally. Their style does not necessarily mean that they have dominance issues.
Either way, remember:
• Flex with the interviewer, following his or her lead.
• Do not relinquish complete control of the interview. If the interviewer does not ask you for information that you think is important to proving your superiority as a candidate, politely interject it.
4.The Meandering Style
This interview type, usually used by inexperienced interviewers, relies on you to lead the discussion. It might begin with a statement like "tell me about yourself," which you can use to your advantage.
The interviewer might ask you another broad, open-ended question before falling into silence.
The following strategies, which are helpful for any interview, are particularly important when interviewers use a non-directive approach:
• Come to the interview prepared with highlights and anecdotes of your skills, qualities and experiences. Do not rely on the interviewer to spark your memory-jot down some notes that you can reference throughout the interview.
• Ask well-placed questions. Although the open format allows you significantly to shape the interview, running with your own agenda and dominating the conversation means that you run the risk of missing important information about the company and its needs.
5.The Stress Interview
Either employers view the stress interview as a legitimate way of determining candidates' aptness for a position or someone has latent maniacal tendencies.
You might be held in the waiting room for an hour before the interviewer greets you. You might face long silences or cold stares. All this is designed to see whether you have the mettle to withstand the company culture, the clients or other potential stress.
Besides wearing a strong anti-perspirant, you will do well to:
• Remember that this is a game. It is not personal. View it as the surreal interaction that it is.
• Even if the interviewer is rude, remain calm and tactful.
• Go into the interview relaxed and rested. If you go into it feeling stressed, you will have a more difficult time keeping a cool perspective.
I N T E R V I E W - T Y P E S
Technical Interview
Facing the technical interview of a company is an uphill task. It all depends on the mood of the interviewer and to an extent on your appearance. If he is in a bad mood, the interview can be really tough. Otherwise you might have a slight consideration. Be prepared for any questions from every section of your skill set. If the interviewer goes to a part of your skill, which you are not comfortable with, try to divert his attention to some other part in which you are an expert. Try to explain things in a simple way and be precise in your answers. If you don't know answers admit it. DO NOT try to make up and answer. That might lessen your chances of getting through.
Panel Interview/Board Interview
Candidates are interviewed by two or more individuals. This process is commonly used by governments and large organizations. It is important to maintain eye contact with the person asking the question and give an answer with an example to support it. Always acknowledge the other interviewers' presence by making eye contact while answering rotating questions. Direct your attention at the beginning and end of your response to the person who asked you that question. The questions asked in the interview are often set out in advance. The board may already have decided which answers they will accept/prefer for the questions. Ignore note-taking by board members. Obtain employers' names prior to the interview and use them during the conversation.
One-On-One Interviews
Candidates are interviewed by one person. These interviews tend to be more informal, however, it always depends on the employer's style. The interviewer will often have a series of prepared questions, but may have some flexibility in their choices. It is important to maintain eye contact with the person interviewing you.
Impromptu Interviews
This interview commonly occurs when employers are approached directly and tends to be very informal and unstructured. Applicants should be prepared at all times for on-the-spot interviews, especially in situations such as a job fair or a cold call. It is an ideal time for employers to ask the candidate some basic questions to determine whether he/she may be interested in formally interviewing the candidate.
Second Interviews or Follow-Up Interviews
Employers invite those applicants they are seriously considering as an employee following a screening or initial interview. These interviews are generally conducted by middle or senior management, together or separately. Applicants can expect more in-depth questions, and the employer will be expecting a greater level of preparation on the part of the candidate. Applicants should continue to research the employer following the first interview, and be prepared to use any information gained through the previous interview to their advantage.
Dinner/LunchOn Interviews
The interviews may be structured, informal, or socially situated, such as in a restaurant. Don't be the only one at the table to order an alcoholic drink, and if you have an alcoholic drink, stop at one. Decide what to eat quickly, some interviewers will ask you to order first (don't appear indecisive). Avoid potentially messy foods, such as spaghetti. Be prepared for the conversation to abruptly change from 'friendly chat' to direct interview questions, however, don't underestimate the value of casual discussion, some employers place a great value on it.
Telephone Interviews
Have a copy of your resume and any points you want to remember to say nearby. If you are on your home telephone, make sure that all roommates or family members are aware of the interview (avoids loud stereos, etc.). Speak a bit slower than usual. It is crucial that you convey your enthusiasm verbally, since the interviewer cannot see your face. If there are pauses, don't worry, the interviewer is likely just making some notes.
Group Interviews
Employers bringing several candidates together in a group to solve a problem, are testing your ability to work in a team environment. They want to know how you present information to other people, offer suggestions, and relate to other ideas and work to solve a problem. In short, they are testing your interpersonal skills. It is difficult to prepare for this type of interview except to remember what is being testing and to use the skills you have to be the best team player and/or leader you can be. Some employers will take you to meet the staff who would be your co-workers if hired. This is a very casual type of interview, but leaving a positive and friendly impression is no less critical.
HR Interviews
This interview is to check your apptitude about their company. To know how confident are you when it comes to knowing about yourself, your future plans. A very casual interview to disuss your salary and your background (family/educational). Prepare for any casual question about you, your family, your health, etc.
Technical Interview
This kind of interview focuses on problem solving and creativity. The questions aim at your problem-solving skills and likely show your ability and creativity. Sometimes these interviews will be on a computer module with multiple-choice questions.
CONTROVERSIES
In many countries, employment equity laws forbid discrimination based on a number of classes, such as race, gender, age, and marital status. Asking questions about these protected areas in a job interview is generally considered discriminatory, and constitutes an illegal hiring practice. However, many employers ask questions that touch on these areas.
There is extended data which puts in question the value of job interviews as a tool for selecting employees. Where the aim of a job interview is ostensibly to choose a candidate who will perform well in the job role, other methods of selection provide greater predictive power and often lower costs. Furthermore, given the unstructured approach of most interviews they often have almost no useful predictive power of employee success.
Facing the technical interview of a company is an uphill task. It all depends on the mood of the interviewer and to an extent on your appearance. If he is in a bad mood, the interview can be really tough. Otherwise you might have a slight consideration. Be prepared for any questions from every section of your skill set. If the interviewer goes to a part of your skill, which you are not comfortable with, try to divert his attention to some other part in which you are an expert. Try to explain things in a simple way and be precise in your answers. If you don't know an answer admit it. DO NOT try to make up and answer. That might lessen your chances of getting through.
ASSIGNMENT ON HUMAN RESOURCE MANAGEMENT
Topic
“TYPES OF INTERVIEWS”
ON
16 dec 2009
SUBMITTED BY
terror 650:SugarwareZ-100::SugarwareZ-100: