TYPES OF INTERVIEW

TYPES OF INTERVIEWS IN THE SELECTION PROCESS/ TYPES OF INTERVIEWS IN HRM

The selection of suitable employees is the first and foremost function of human resource management. Selection of suitable persons for the organisation is a long process, which involves many steps. Employment tests and employment interviews are the two main devices of the selection process. With the help of these devices. ability, efficiency, nature and suitability of the candidate for a particular job are tested. Different techniques of tests and interviews are adopted for testing these qualities.

Important techniques of the interview may be summarised as follows :

1. Patterned interview or guided interview,

2. Unpatterned interview or unguided interview,

3. Stress interview,

4. Group interview,

5. Board interview,

6. Exit interview.

1. Patterned Interview or Guided Interview:

In this type of interview, a list of questions to be asked by the interviewer from interviewees is prepared in advance. Such a list of questions is prepared on the basis of job analysis and job description. Ideal answers to these questions are also determined in advance. The interviewer asks these questions from the interviewees. The object of such a type of interview is to find the facts and not to award the judgement. Such type of interview is used in measuring the facts such as personality, motivation and interest.

2. Unpatterned Interview or Unguided Interview:

When the list of probable questions and answers is not prepared in advance and no particular system of questions is followed by the interviewers, it is called an unpatterned or unguided interview. In such types of interviews, the interviewers are free to ask any question, they like. The interviewers select the questions to be asked themselves and the nature of these questions depends upon the nature of demands of the post for which the interview is being held.

3. Stress Interview:

In such a type of interview, continuous stress is imposed by the interviewer upon the interviewee. The interviewer asks the interviewee to take a quick decision and to give a quick reply. Such a type of interview is used for the posts for which mental awareness and equilibrium are very necessary.

In the words of Professor Harell, "The stress interview is one in which pressure is purposely put on the applicant, may have some value for jobs where emotional balance is a key requirement. It involves putting the candidate under relatively severe emotional strain in order to test his response. Often it is characterised by the rapid firing of questions by several seemingly unfriendly interviewers"

4. Group Interview:

When a group of candidates is interviewed at one time, it is called a group interview. In such type of interview, a problem is given to a group of candidates and they have to discuss this problem. No leader is nominated by the interviewer. The interviewer sits in a position from where he can watch all the candidates but candidates cannot see him. Then the interviewees discuss the problem. The interviewer observes if any candidate assumes leadership and how is his leadership accepted by other members of the group. Such type of interview is suitable for the posts for which the quality of leadership is required, such as the post of supervisor etc.

5. Board Interview:

This method of interview is just the opposite of a group interview. Here the interviewee is alone and the interviewers are in a group. All of them ask different questions from the interviewee one by one. Generally, every member of the group is a specialist of a particular field and every one of them evaluates the ability of the interviewee from his point of view. This technique is very common in India.

6. Exit Interview:

This type of interview is conducted at the time when an employee is leaving the organisation. The main object of such an interview is to know the feelings and impressions of the outgoing employee regarding his job and the organisation. The such interview helps in assessing the success and the drawbacks of the plans, policies and programmes of the organisation. This type of interview provides an opportunity to improve these policies, plans and programmes in future.

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TYPES OF INTERVIEW