1. Business Communication
Interview
Ethica Tanjeen

2. An interview
A procedure designed to obtain information from a person through oral responses to oral inquiries. It is a formal meeting in which one or more persons question, consult, or evaluate another person. It is a formal discussion between a hirer and an applicant or candidate.
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3. Types of interview Selection interview Appraisal interview
Exit interview
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4. Types of Interviews Selection interview
A selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries. The interview is only one of several selection tools. The interview is also by far the most widely used personnel selection procedure.
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5. Appraisal interview Exit interview
A discussion, following a performance appraisal, in which supervisor and employee discuss the employee’s rating and possible remedial actions.
Exit interview
When an employee leaves a firm for any reason, HR often conducts an exit interview. An interview to elicit information about the job or related matters to the employer some insight into what’s right or wrong about the firm.
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6. Formats of Interviews Unstructured interview
An unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions.
In unstructured or non directive interviews, there is generally no set format to follow, so the interview can take various directions.
The lack of structure allows the interviewer to ask follow-up questions and pursue points of interest as they develop.
Interviewers for the same job may or may not get the same or similar questions.
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7. Structured Interview
In structured interviews, all interviewers generally ask all applicants the same questions; partly because of this, these interviews tend to be more reliable and valid.
Structured interviewers can also help those may be less to be more reliable and valid.
Structured interviews can also help those who may be less comfortable doing interviews to conduct better interviews. Standardizing the administration of the interview also increases consistency across candidates, enhances job relatedness, reduces overall subjectivity (and thus the potential for bias)
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8. Interview Content: Types of Questions
Situational interview
A series of job-related questions that focus on how the candidate would behave in a given situation.
Behavioral interview
A series of job-related questions that focus on how they reacted to actual situations in the past.
Job-related interview
A series of job-related questions that focus on relevant past job-related behaviors.
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9. Interview Content: Types of Questions
Stress interview
An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance.
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10. Computerized Interviews
Computerized selection interview
An interview in which a job candidate’s oral and/or computerized replies are obtained in response to computerized oral, visual, or written questions and/or situations.
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11. Avoids problems of interpersonal interviews.
Characteristics
Reduces amount of time managers devote to interviewing unacceptable candidates.
Avoids problems of interpersonal interviews.
Mechanical nature of computer-aided interview can leave an applicant dissatisfied.
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12. Factors Affecting Interviews
First impressions
The tendency for interviewers to jump to conclusions—make snap judgments—about candidates during the first few minutes of the interview.
Negative bias: unfavorable information about an applicant influences interviewers more than does positive information.
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13. Factors Affecting Interviews (cont’d)
Misunderstanding the job
Not knowing precisely what the job entails causes interviewers to make decisions based on incorrect stereotype of what a good applicant is.
Candidate-order error
An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question.
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14. Factors Affecting Interviews (cont’d)
Effect of personal characteristics: attractiveness, gender, race
Interviewers tend have a less favorable view of candidates who are:
Physically unattractive
Female
Of a different cultural background
Disabled
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15. Designing and Conducting the Interview
Step 1: Job Analysis
Step 2: Rate the Job’s Main Duties
Step 3: Create Interview Questions
Step 4: Create Benchmark Answers
Step 5: Appoint the Interview Panel and Conduct Interviews
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16. How to Conduct an Effective Interview?
Base questions on actual job duties.
Use job knowledge, situational, or behaviorally oriented questions and objective criteria to evaluate the interviewee’s responses.
Train interviewers.
Use the same questions with all candidates.
Use descriptive rating scales (excellent, fair, poor) to rate answers.
Use multiple interviewers or panel interviews.
If possible, use a standardized interview form.
Take brief, notes during the interview.
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17. Examples of Questions That Provide Structure
Situational Questions:
1. Suppose a co-worker was not following standard work procedures. The co-worker was more experienced than you and claimed the new procedure was better. Would you use the new procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do?
Past Behavior Questions:
3. Based on your past work experience, what is the most significant action you have ever taken to help out a co-worker?
4. Can you provide an example of a specific instance where you developed a sales presentation that was highly effective?
Background Questions:
5. What work experiences, training, or other qualifications do you have for working in a teamwork environment?
6. What experience have you had with direct point-of-purchase sales?
Job Knowledge Questions:
7. What steps would you follow to conduct a brainstorming session with a group of employees on safety?
8. What factors should you consider when developing a television advertising campaign?
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18. Preparation is the key to success
Review own skills, experiences and qualities
Check CV
Anticipate questions and identify relevant examples
Prepare key selling points
Research organization
Websites, reports, articles, company literature, etc
Personal visit or telephone call
Research job and occupational area
Job description – or similar
Current issues
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19. Prepare your questions Training programmes
Career development opportunities
Types of projects & responsibilities
Reporting structure
Performance appraisal
Questions about topics raised in interview
What happens next?
- Practice
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20. While the interview is going on , you should consider the following issues:
First impressions very powerful
Allow time to relax
Dress appropriately
Entrance, introductions & handshake
Smile and make eye contact
Be aware of own movements
Watch body language of interviewer
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21. Telephone Interviews Prepare as thoroughly as for ‘real’ interview
Select comfortable, private, quiet place
Have copy of CV and company information
Have pen and paper at hand
Prepare for usual interview questions
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22. What creates a bad impression?
Poor personal appearance
Negative attitude
Lack of interest
Lack of preparation
Failure to give concrete examples of skills
Over emphasis on money/rewards
Lack of career plan
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23. Dos and don'ts at an interview
At the interview you need to make a good impression to impress the employer and show you are the best person for the job. To do this there are things you should and shouldn't do at an interview.
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24. Things you should do enter the room confidently
shake hands firmly and introduce yourself
smile
be polite, friendly and look the interviewer in the eye as soon as you enter the room
check that it’s OK to use cue cards or notes
during the interview try to maintain eye contact with the person or people you are talking to
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25. avoid just saying ‘yes’ or ‘no’
look interested and ask questions as well as answering answer questions as fully as you can,
avoid just saying ‘yes’ or ‘no’
provide examples to prove your skills and achievements
tell the truth
ask if you don’t understand a question speak clearly
sell yourself - get your good points across and be positive
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26. answer questions with examples
listen
answer questions with examples
keep your answers brief and to the point
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27. Things you shouldn't do sit down until the interviewer asks you to
criticize your past employers
interrupt
draw attention to your weaknesses
lie
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28. Thank You!!!!!
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