important tips of interviewing

8/9/2019 Important Tips of Interviewing

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A Report on

INTERVIEWING

Marwar Engineering College

& Research Center

Submitted by: Submitted to:RAJENDRA SINGH SHEKHAWAT PROF. ANITA

GEHLOT

B.TECH 1ST YEAR

(2ND SEM)

ECE-E1

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Interviewing

What is an Interview?

An interview is any planned

conversation witha specific purpose involving two or morepeople.

From the day you apply for your first job untilthe day you retire, you’ll be involved in a wide

variety

of business interviews-plannedconversations with a predetermined purposethat involves asking and answering questions

Categorizing InterviewsThe interviewer establishes the style andstructure of the sessions, depending on thepurpose of the interview and the relationshipbetween the parties, much as a writer variesthe style and structure of a written message tosuit the

situation.



Types of Interviews

• Job Interviews

• Counseling interviews

• Information Interviews

• Conflict-resolution interviews

• Persuasive interviews

• Disciplinary interviews

• Exit interviews

• Evaluation interviews

• Termination interviews

Job Interviews

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The candidate wants to learn about the

position and the organization;

The employer wants to learn about theapplicant’s abilities and experience. Bothhope to make a good impression and toestablish rapport.

Initial job interviews are usually formal andstructured, but later interviews may be

relatively spontaneous as the

interviewer explores the candidate’s response.

Information Interviews



The interviewer seeks facts that

bear on adecision or contribute to basic

understanding.

Information flows mainly in one direction

One person asks a list of questions thatmust be covered and listens to theanswers supplied by the other person.

This kind of interview is a valuable

form of primary research.

The person you interview must be credibleand knowledgeable about the subject.

It is also important in advance what kind of

information you want and

how you will use5



it; this planning will save time and buildgoodwill

Persuasive Interviews

One person tells about a new idea,product, or service and explains why theother should act on the recommendations.

Persuasive interviews are not limited toselling only.

These require skill in drawing out and

listening to others as well as the ability toimpart information.

Exit interviews

The interviewer tries to understand whythe interviewee is leaving the organizationor transferring to another department or

division.



A departing employee ca often provides

insight into whether the

business is beinghandled efficiently or whether things couldbe improved.

The interviewer tends to ask all thequestions and the interviewee providesanswers.

Encouraging employee to focus on eventsand processes rather than on personalgripes will elicit more useful information for

the

organization.

Evaluation Interviews

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A supervisor periodically gives an

employee feedback on his or her

performance.

The supervisor and the employee discussprogress toward predetermined standardsor goals and evaluate areas require

improvement.

The goals for the coming year, as well asthe employee’s longer term aspirationsand general concerns may also bediscussed.

Counseling InterviewsA supervisor talks with an employee about

personal problems that are interfering withwork performance.

The interviewer is concerned with thewelfare of both the employee and the



organization.

The goal is to establish the facts, conveythe company’s concern, and steer theperson toward a source of help.

Conflict- resolution Interviews

Two competing people or groups of

people explore their attitude.

The goal is to bring the parties

closer 9



together, cause adjustments inperceptions and attitudes, and create amore productive climate.



Disciplinary Interviews

A supervisor tries to correct the behaviour of an employee who has ignored theorganization’s rules and regulations.

The interviewer tries to get the employeeto see the reason for the rules and toagree to comply.

The interviewer also reviews the facts andexplores the person’s attitude.

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Termination Interviews

A supervisor informs an employee of thereason for the termination.

The interviewer tries to avoid involving thecompany in legal action and tries tomaintain as positive a relationship aspossible with the interviewee.

To accomplish these goals, the interviewer gives reasons that are specific, accurate,and verifiable.

Planning interviewsPlanning an interview is similar to planning

any other form of communication.

The interviewer assumes the responsibilityfor planning the interview.

To accomplish the objectives, theinterviewees also develop acommunication strategy.

Interview Questions

The purpose of the interview and thenature of the participants determine the



types of questions that are asked.

When you plan the interview bear in

mindthat you ask questions;

To get information

To motivate the interviewee torespond honestly and appropriately

To create a good working

relationship

with the other person

Interview QuestionsThere are four basic types of interviewquestions:

Open-ended questionsDirect open-ended questions

Closed-ended questions

Restatement questions.

Open-Ended Questions

Invite the interviewee to offer an opinion,not just yes, or no, or one-word answer:“What do you think your company wantsmost from its suppliers? This kind helpsyou to learn reasons rather than just the

facts.13



Use open-ended questions to warm up the

interviewee & to look for information

whenyou have plenty of time to conduct theconversation.

Direct-Open Ended Questions

This form is good to use when you

want toget a specific conclusion or recommendation from someone

e.g. “What would you do to improve customer satisfaction in the southern region?”

Closed-Ended Questions

Requires yes or no or calls for shortresponses: For example, “Did you make areservation for the flight?” “What is your grade-point average?”These questions produce specificinformation, save time, require little effort

from interviewee, and eliminate bias and



prejudice in answers.

They’re better for gathering informationthan for prompting an exchange of feelings.

Restatement Questions

These questions mirror a respondent'sanswer.

They invite the respondent to expand onan answer: “You said you dislikecompleting travel vouchers. Is that

correct?”

They also signal the interviewee thatyou're paying attention.

Restatement provides opportunities to

clarify

points and to correct15



misunderstandings.

You can also use restatement questionsto soothe upset customers or co- workers.Acknowledging the other person’scomplaint provides a wealth of gains ininformation, rapport, and mutual trust andrespect.

Interview StructureUse the opening to set the tone and orient

the interviewee.

Use a mix of question types to give thebody of the interviewee rhythm.

Use the close to sum up the interview andleave the interviewee with a cordialfeeling.

Don’t try to cover more questions than youhave time for.



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