Q.2 Example of interview and Types of Interviews.
ANS:
Introduction:
An interview is a formal conversation in which both concerned parties attempt to find out if the other party offers something valuable to them. All organisations, irrespective of size or industry, need and use interviews to select the right candidate for the right job. Joe McDermott defines an
interview as: ―a complex interaction between two parties both of whom are offering something while simultaneously seeking to have a need met. An interview is a two-way process of communication where both the concerned
parties have a need; – the interviewers seek information from the candidate to determine whether s/he is the right candidate for the job, while the candidate tries to decide whether the job and the organisation are right for him/her.
The purpose of an interview may vary depending on the need and the situation. Interviews are held not only for selection of candidates but also for promotion, redressal of grievances, assessment of performance, etc.
I. Types of Interviews:
A) Selection Interview: This type of interview is also known as Job Interview, Employment Interview, Service Interview etc. The main objective is to select the right candidate for the right position. Apart from the application letter, curriculum vitae and other documents that a prospective candidate sends the employers, it is essential that a face-toface meeting take place between the employers and the candidate to check the suitability of the candidate for the position for which s/he is being recruited. This also gives the employer an opportunity to assess the entire personality of the candidate and choose one from among the many applicants for the job.
Most recruiters look for three important requirements in a candidate:
Aptitude and Ability
Commitment
Adaptability
Aptitude and Ability indicate the capacity to do the job. Through the interview, the interviewer tries to find out if the qualities and qualifications mentioned in the CV/Resume are borne out through the replies of the candidate.
Commitment is loyalty and dedication towards the company. The interviewer is interested in knowing if the candidate has a long-term interest in the company i.e. will the candidate stick on to the job or quit in a few months. The interviewer is obviously not interested in repeating the recruitment process in the near future.
Adaptability is the ease with which the candidate will fit into the company: interpersonal relationships, the working style, values, etc.
