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INTERVIEWS

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Introduction, Basic Features and Types of Interviews.

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    LESSON NOS INTERVIEWS
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    An interview is a psychological and sociological instrument. It is an interaction between 2 / more persons for a specific purpose in which the interviewer asks the interviewee specific questions in order to his suitability for recruitment, assess admission/promotion/for an opinion. ' It is regarded as the most important method of data collection. You knowingly /unknowingly pass through interview situations very frequently in your life. While facing formal interviews say for admission / for a job, you are under much more stress, since so much hinges(depends) upon your successful performance. Such interviews need a lot of preparation.
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    Objectives:- To select a person for a specific task To monitor performance To collect information To exchange information To counsel
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    Types of interviews:- ' Depending on their objective and nature, interviews can be categorized into the following types. 1) Job interviews:-The candidate wants to learn about the position and the organization; the employer wants to learn about the applicant's abilities & experience. Both hope to make a good impression & to establish In the initial round they are usually formal rapport. and structured. But later, the interviews may be relatively spontaneous as the interviewer explores the candidate's responses.
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    2) Information interviews:- The interviewer seeks facts that bear on a decision / contribute to basic understanding. Information flows mainly in one direction, one questions--other answers e.g. Doctor -patient, boss-subordinate. 3) Persuasive Interviews:- One person tells another about a new idea, product/service and explains should act on his/her why the other recommendations. Persuasive interviews are often associated with selling, but are certainly not limited to it. It requires skill in drawing out and listening to others as well as the ability to impart information.
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    4) Exit Interview:- The interviewer tries to understand why the interviewee is leaving the organization / transferring to another department / division. A departing employee can often provide insight into whether the business is being handled efficiently / whether things can be improved. The interviewer asks all the question while the interviewee provides answers. 5) Evaluation Interviews:- A supervisor periodically gives an employee feedback on his/her performance. They discuss towards predetermined progress standards/goals and evaluate areas that require improvement. They may also discuss goals for the coming year as well as the employee's longer term aspirations / general concerns.
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    6) Counseling interviews:- A supervisor talks with an employee about personal problems that are interfering with work performance. The interviewer is concerned with the welfare of both the employee & the organization. The goal is to establish the facts, convey the company's concern & steer the persona towards a source of help. Only trained professionals should offer advice on problems such as marital tension, substance abuse and financial trouble.
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    7) Conflict — resolution interviews:- Two competing people /groups of people with opposing points of view explore their problems and attitudes. The goal is to bring the two parties closer together, cause adjustment in perceptions and attitudes, and create a more productive climate. 8)Discip/inary interviews:- A supervisor tries to correct the behavior of an employee who has ignored the organization's rules and regulations. The tries to get the to see reason for the rules and to agree to comply.
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    9) Termination interviews:- A supervisor informs an employee of the reason for the termination of the latter's job. The interviewer tries to avoid involving the company in legal action and tries to maintain as positive a relationship as possible with the interviewee. To accomplish these goals, the interviewer gives reasons that are specific, accurate and verifiable,
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    Job Interview Job interviews can be either face-to face or telephonic. Your prospective employer might be looking for the following qualities in you when you appear for an interview:
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    clothes, facial Disposition: Appearance, expressions, gestures, manners, the way you present yourself, the impression you leave on the employer-all these things are components of your personality. Ensure that you present yourself in a manner that leaves a lasting impression.
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    ' Career objective: The interview panel will be trying to gauge what you want to pursue in your life. You may also be asked where you want to see your self after 10 years. The panel will try to evaluate your current occupations, stated objectives, consistency, and reasons for change. Be clear about your career objective and clearly convey the same to the employer by linking the priorities in your life with your background and aptitude.
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    General Knowledge: A good general awareness is the primary requisite of a candidate aspiring for a job today. The employer tries to assess your curiosity about what's happening all around you, your analytical ability, your mental level, and your potentials for coherent perception of multiple happening. The panel may ask questions ranging from the coup in a country to the announcement of an award to a film. It is necessary to feel confident and develop a positive frame of mind.
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    ' Communication Communicating effectively is vital for both personal and organizational growth. The employer will try to assess how effective you are in communicating your ideas to him, both verbally and non-verbally, and how intensely you can listen and comprehend.
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    Mental Agility:- The ability to quickly grasp the ques. & reply appropriately is a sign of mental alertness. This quality implies quick thinking, presence of mind and quick response. The interviewer may judge your mental ability by asking an odd ques. or by making a tricky remark. He could also assess you by the observations you make. when he presents you with a practical problem. You can improve this quality by developing the art of concentration. Playing carrom /chess, solving puzzles, reading witty and humorous plays & conversing with intelligent people will help in developing this quality.
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    Consistency: A good candidate has a positive, definite, and well- developed approach to life. He will stick to his opinion and make judicious decisions. He will not be moved by emotions and external impressions. Questions may be in disguised form. Never contradict your self.
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    ' Self confident: This is the most essential requirement of a good candidate. Self confidence means trust in your self. This generates and self respect, By possessing will power, socializing, identifying shortcomings, fighting fear and your nervousness, having a positive approach, and acting as a leader, you can boost your Self confidence.
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    Genera/ preparation for an Interview:- Develop a positive attitude. The key to success is not your qualification/grades/experience/ extracurricular activities. The key element in one word is your ATTITUDE. To rise above others develop a highly positive attitude.
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    1) Go through a mock interview:- ' It is an opportunity to practice your interviewing technique & answers live. Get constructive feedback from someone who can guide you towards improving your style & presenting during the real interview. For maximum effectiveness, review your answers and then go through a second mock interview so that you gain confidence for the real interview.
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    2) Gather adequate inside information:- The very best thing is to interview someone who is already on the inside. The company's website, annual report, newspaper articles etc. will provide what you need about the company's unique strength, mission, primary issues of focus within, profitability, quality control & improvement, global, market ,important people, interview process etc.
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    3) Dress Appropriately:- ' Select conservative, good quality clothes. They should be neat, clean and ironed. Make sure your shoes are conservative, clean & polished. Arrange all your documents systematically in a briefcase/neat folder and carry it with you. 4) Be prepared to ask questions:- ' Interviewers expect you to come in with a working knowledge of the company as well as with a list of questions. Make up some questions ahead of time to ask during the interview. They can be based on the job that you are applying for/your prospects in that job.
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    5) Memorize your resume:- ' For every item on your resume try to have a paragraph's worth of information in addition to what is already said, even better try to think of ways to illustrate your particular strengths/weaknesses. Hold a copy of your resume in your hand to jog your memory. But do not forget to continue making eye contact with your interviewer.
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    6) Be Punctual:- ' Always arrive at least 10-15 minutes early. This gives you the time to do a quick mental review before the actual interview. Have a glass of water to avoid the 'cotton mouth' syndrome. Check in with the secretary/administrator. Ask how long the interview is scheduled for, so you have an idea of how much time you will have.
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    7) Relax:- ' Get a good night's sleep, eat well and take a relaxing walk before hand. Remember- its just one job. If you do not get it, it is not the end of the world-it just means that fate may have even a better opportunity for you waiting around the corner.
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    SHORT NOTES:- 1) Mental Agility:- The ability to quickly grasp the question & reply appropriately is a sign of mental alertness. This quality implies quick thinking, presence of mind and quick response. The interviewer may judge your mental ability by asking an odd question or by making a tricky remark. He could also assess you by the observations you make when he presents you with a practical problem.
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    You can improve this quality by developing the art of concentration. Playing carom /chess, solving puzzles, reading witty and humorous plays & conversing with intelligent people will help in developing this quality.
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    2) Interpersonal skills:- ' Pay attention, be attentive & interested. Listen carefully. Don't interrupt the questioners. Stay calm. Even if you had a bad experience at a previous position or were fired, keep your emotions to yourself and do not show your anger. Make eye contact with the interviewer for a few seconds at a time. Smile and nod when the interviewer is talking but do not overdo it.
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    ' Do not laugh unless the interviewer does it first. Be polite & keep an even tone. Don' t be too loud or too quite. Do not slouch. Do relax and lean forward a little towards the interviewer, to appear interested. Don't lean back you will look too causal & relaxed.
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    3) Unsuitable personality:- The interviewer may not take the speaker's physical appearance, voice, pronunciation, accent and these may cause the receiver to discard what the person is saying. Appearance, clothes, facial expression, gestures the way you present yourself the impression you leave on the employer- all these things are components of your personality.
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    ' You must ensure to present yourself in a manner that leaves a lasting impression. It is necessary to have a dynamic personality. Dress suitably for the interview. Do not use rough language. Do not behave wildly. Be polite. Answer in an appropriate tone with proper pauses. Be smiling but don't overdo it.
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    Types of questions:- Types of questions may be open ended/close ended. They are Of five types: ' Experience questions:- They are based on your background features e.g. How long were you at ' Credential questions:- They aim at subjectively evaluating features of your background e.g. What did you learn in your network programming class ? What were your responsibilities in that position?
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    Opinion questions:- They aim at analyzing subjectively how would you respond in a series of scenarios. E.g. What would you do in this situation? What are your strengths & weaknesses? ' Dumb questions:- They are asked to find out if you are capable of an original thought. E.g. What kind of animal would you like to be?
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    Behavioral questions:- They are asked to anticipate future responses based upon your past behavior. They have gained greater acceptance today because past performance is the most reliable indication of future results. E.g. What steps did you follow to accomplish that task?
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    Difficult questions:- They are asked because the interviewers have to establish the weaknesses as well as strengths of each candidate. E.g. Look at your CV from the interviewer's perspective. List out the gaps, weaknesses and any problems you can If you were the interviewer, What would you ask? Work out your answer to each question.
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    THANK YOU QUOTE OF THE DAY 277 _ Sa •ng is more t an good manners. It is good ALFRED PAINTER WWW.VERYBESTQUOTES.COM

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