Q.3 Explain Interview Styles and Format of Interviews.
ANS:
1. Directional: This interview style is extremely structured. The interviewer asks specific, direct questions in a pre – set order. One reason for using this format may be the need to maintain consistency across candidates throughout the interview and to make the selection process easier and fairer. This style may also be used for recruitment at lower levels by large organisations that receive too many applications in response to their recruitment drive.
2. Non-Directional: This style is used mainly for higher level recruitment and is more like a conversation than a question-answer session. The interviewer uses open- ended questions to draw out responses from the candidate.
3. Behavioral: This style is used by the interviewer to judge the performance of the candidate in the same/similar role in the previous company. In this style, candidates are expected to answer questions with specific examples of how they have tackled problems, handled various situations, etc.
4. Presentation : This is again used at higher levels where candidates are expected to make a presentation before a panel. One must remember, however, that none of these styles will be used in isolation. An interview will consist of a combination of these styles.
Format of Interviews:
1. Pre-Interview Tests : This format is used when an unusually large number of candidates has applied for a few posts. It is generally in the form of a written test which tests both general and specific technical skills. This is common in IT jobs, government jobs, etc. In case of jobs requiring strenuous physical activity and alertness of mind e.g. armed forces, security personnel, bodyguards, etc. there may be physical and mental tests as well. Group Discussions may also be treated as part of the pre-interview test. Other methods could include case study, role-play, etc.
2. Individual : This is an interview where a single interviewer meets the candidate. Generally, the HR department is involved in this task where, from the stack of applications, potential candidates are screened for the main interview. In this stage, the focus is not on the technical know-how of the candidate but more on commitment and adaptability. The questions will be based on the candidate‘s previous jobs, reasons for leaving, salary, CTC, perks and allowances, salary expectations, etc. Later, the candidate may meet the prospective boss, head of the department, etc for similar one-on-one interviews where subject knowledge, technical skills will be tested.
3. Panel Interviews : Here, two or more people form a panel to interview the candidate at the same time. Generally, the panel consists of the head of the department, one member of the HR department, and a third person. There may be an internal/external expert on the panel, if required. The structure of the interview will be the same, the only difference being that the questions will be asked by all the panelists, with each of them performing a different role on the panel.
