1. PRESENTATION ON
INTERVIEW
Presented by:
Anushka Vasu
Aparna Mishra
Ariba Daud
Anshuman
Khushwaha
Anuj Kr.Pal

2. INTRODUCTION
 Face to face oral, observational and
personal appraisal method.
 Conversation between two people or
more
 For finding the most suitable
candidate for the required job.
 One of the most important part of
selection procedure.

3.  Consist of 10-20 minutes
 Held may be in-person or over phone
or via video or Skype.
 Called as negative process.
 Last step of hiring process.

4.  Usually it is more than a means of
getting information. It involves:
 Giving information that will help the
applicant to make up his mind about the
company
 Giving advice that may serve to
change the mental or emotional attitude
to the interviewee.

5.  Provides the opportunity to meet one
another, exchange information and
come to tentative conclusion about
“hiring” one another.
 An opportunity where you can
describe your experiences and skills
and can get an idea of what is
happening with the company.
 A two way process.

6. Need for interview
 To judge the overall personality of the
candidate
 To know whether you are able to
perform the required job or not
 To judge the skills and attributes which
are not mentioned in c.v.
 Apart from your knowledge
your ability and capacity to do the job

7.  To find out what motivates you, how
well you communicate
 Your actual strengths and
weaknesses.

8. TYPE OF INTERVIEW

9. STRUCTURED INTERVIEW
 Structured interview are preplanned.
 Set of question are asked in a
standard way across all respondents.

10. STRUCTURED INTERVIEW
 Interviewee is only is supposed only to
answer the questions put by the interviewer.
 Structured interviews is also called directed
or guided interview.

11. UNSTRUCTURED
INTERVIEW
 Interviewer does not ask direct and
specific question.
 Interviewer ask question as they come
into mind.

12. UNSTUCTURED
INTERVIEW
 It is also called as Non-Directed
interview.
 Candidates are more relaxed and are
encouraged to express themselves
about different subject based on their
background, interest etc.

13. STRESS INTERVIEW
 The interview, attempts to find how
applicants would respond to
aggressive, embarrassing, rude and
insulting questions.

14. STRESS INTERVIEW
 A stress interview allows interviewers
to see how well you work under
pressure

15. GROUP INTERVIEW
 It is an interview of a number of
applicants in a group.
 It is used where it is essential to know
how the candidate behave in group.

16. GROUP INTERVIEW
 Group interview is usually designed to
uncover the leadership potential of
applicants.

17. PANEL INTERVIEW
 Panel means a selection committee
that is appointed for interviewing the
candidate.
 Panel may include three or five
members.

18. PANEL INTERVIEW
 Questions are asked to candidates
about different aspects and marks are
given to each candidate.
 Final decision are taken by all
members collectively by rating the
candidates.

19. TELEPHONE INTERVIEW
 Many organizations will conduct
interviews by telephone to narrow a
field of candidates.

20. TELEPHONE INTERVIEW
 Telephone interviews may also be
used as a preliminary interview for
candidates who live far away from the
job site.

21. EXIT INTERVIEW
 When an employee leaves the
company, he is interviewed either by
his immediate superior or by the HRD
manager. This interview is called an
exit interview.

22. EXIT INTERVIEW
 Exit interview is taken to find out why
the employee is leaving the company.
 Exit interviews are taken to create a
good image of the company in the
minds of the employees who are
leaving the company.