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Interview in Human Resource Management
Contents:
1
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Meaning and Definition of Interview
3
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Principles of Interviewing
5
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Most Common Interviewing Techniques/Types
7
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Limitations of Interview
9
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Measures to Make Effective Employment Interview

I
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It was the most

useful selection method
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Also, it was widely
known for the job seeker because it is use as one of the process in selecting the
right candidate for the job
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It is party
based on the performance of the candidate in different test and party on his
performance in the final interview
...
But it has been criticized because of the scope for bias
...
In an unstructured interview,
the questions will be changed to match the specific applicant, for example the
questions about the candidate’s background related to their resume can be used
...

It may seem that the latter is the best option to know more about the
candidate because interview is specifically about finding the right candidate for
the job
...
In structured interview there is already an expected answer
ahead of time, that allows the interviewer to rate the response of the candidates
...


II
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An interview about
gaining information from the candidate about his sustainability for the job
under consideration
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The employer or interviewer will acquire the
needed information regarding to the candidate’s capabilities and interest and
to inform them about organization through face-to-face communication, and
this will create a trust and confidence in the mind of the candidate
...

There is give and take between the interviewer and interviewee and much
of the interaction between these two is carried on by gestures, postures,
facial expression and other communicative behavior
...

• “An interview is a purposeful exchange of ideas, the answering of
questions and communication between two or more persons
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III
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To get an opportunity to judge on applicant’s qualifications and
characteristics as a basis for sound selection and placement
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2
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, to help
them decided if the job or the company is for them
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To establish a mutual understanding and confidence, between the personnel
department and the applicant who is to be employed
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To promote goodwill towards the company whether the interview culminates
in employment or not
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5
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6
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Such interviews are
also termed as counselling interviews
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To know more about the candidate, observe his appearance, mannerisms,
confidence, and typical ways of reacting to questions of various sorts
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To find out why an employee is leaving the company and seeking job
elsewhere
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The interview is known as costly, time consuming, inefficient and non-valid
for selection process
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Base on Richard Calhoon the interview makes three unique contributions
to the selection process
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Second, it is the only way to
witness how he interacts and how he responds, his way of thinking, the effects
of his personality on another
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IV
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Expert, Skilled, Experienced and Trained Interviewers:
The interviewer should be an expert, skilled, experienced and trained for
interview
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They must be knowledgeable in Behavioral Science, because it can help
them to judge the different personality traits of the candidates
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❖ Principle # 2
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There shouldn’t
be disturbances, phone calls, noise, visitors and there must be a good atmosphere
for the interviewee Full privacy should be provided for conducting the

employment interview
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Specific and healthy atmosphere
should be deliberately created for interview purpose
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❖ Principle # 3
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Treating
them nicely as soon they step in the company will give a good impression in the
mind of the candidate appearing for the interview
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Comfort and Ease:
These help the interviewee feel at-ease and willing to give you the facts
about himself
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The interviewer must be straight forward and frank rather than clever,
because it will give a comfort and ease to the candidate and he will give you facts
about himself
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Skillful and Tactful Questions:
The questions that will be ask in the interview should be understandable to
the applicant
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Because it will lose the objective of the interview about getting more accurate
information about the candidate
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While the direct
and personal questions should be asked tactfully
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❖ Principle # 6
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Use a quiet comfortable place
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Keep the applicants waiting
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Put the interviewee at ease
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Build false hopes
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Be interested in the person as well

3
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as the job
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Interrupt the applicant or the

4
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the job
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Rush through the interview
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Explain fully the conditions of

6
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on the application form
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Tell about benefits, promotions,

7
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approach
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Encourage the applicant to ask

8
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questions
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Pry into his personal life

8
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needlessly
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Listen, lit him talk freely
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Prejudge and reflect prejudices
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Be natural, use a conventional

11
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him down
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Send him away with a bad taste in
his mouth
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Know when and how to close the
interview
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Guidelines for Interviewers:
Interview can be made more effective by observing the following guidelines:
1
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They should be competent and trained
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The interviewers should adopt a personal approach towards the candidates
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They should create rapport by pleasantly greeting the candidates and showing
active interest
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The interviewers should clearly inform the purpose of the interview and
clarify all the points so as to remove any doubts of the candidates
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The interviewers should not have any prior personal views and opinions
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The interviewers should make the candidates feel at ease and free and
encourage them to tell freely without any fear
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The interviewers should study the background information, data and various
other details about the candidates from their applications before they take
interview
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The interviewers should adopt uniform and proper method for interviewing
the candidates
...

8
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9
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They should listen carefully to what
the candidate says and record carefully any extra information collected from the
candidate
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The interviewers should not abruptly end the interview but close it tactfully
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Most Common Interviewing Techniques/
Types
❖ #1
...

This type of interview is the most common and it normally takes place in
the office
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❖ # 2
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The purpose is to decide through
mutual information sharing whether a comprehensive interview is desired
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This is usually done for jobs that are technical in nature
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Patterned Interview:
In this kind of interview there is already a structured interview It is a
combination of direct and indirect & questioning in conjunction with the
application blank and is considered to be much more accurate than less
standardized interviews
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Stress Interview:
In this interview you put the candidates in pressure, the interviewer
deliberate attempt to create tension and pressure to observe how an applicant
performs under stress
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It helps to show
the important personality or characteristics of the applicants which would be
difficult to observe in tension-free situations

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