The purpose of an interview would by and large guide the way in which it should be conducted. Therefore, based upon their objectives, various types of interviews are being conducted these days. Some of the popular forms of interviews are enumerated below:
(a) Direct of Formal Interviews. The types of interview can best be compared to a witness under cross examination by a lawyer in court of law. In this method,
questions on varied subjects are fired at the candidate in rapid succession. This is normally resorted to verify certain facts, especially for lower/middle level jobs. For selection of marketing/sales professional also, this king of interview is conducted. Main advantage of this method is that it can elicit a large amount of factual data in a limited period of time. The disadvantage of this method is that it yields little spontaneous information as the candidate is constantly under pressure and on guard.
(b) Indirect/Informal Interview: This method allows a candidate to talk about anything and everything he considers fit. This type of method is somewhat like a psychiatric taking interview of his patient to assess his condition. The interview in this case is unstructured, and therefore, leads to completely spontaneous responses. The main advantage of this method is that it is not possible to collect all aspects of desired information in a reasonably short period. Such interviews are conducted for high-level jobs.
(c) Patterned Interview. This is a healthy combination of Direct and Indirect interviews. The candidate is consciously and skillfully guided by the Interviewer and is consistently encouraged to speak freely. Direct or pointed questions are tactfully avoided and the candidate is constantly encouraged to talk about himself. Interruptions are minimum and are only for seeking specific information or to direct the conversation towards the general plan of the interview. This not only assists in maintaining spontaneity but also provides an interviewer sufficient time to analyse and interpret the candidate’s responses. Interviews conducted in Defence Services Selection Boards are Patterned interviews in which a pre-planned pattern is used to guide the interviewee in the desired direction.
(d) Depth Interview. As suggested by its name, such interviews are aimed at bringing out the depth of knowledge of the candidates in a specialist field. Most questions are asked to test the candidate’s knowledge in a particular area. Such interviews are conduct for selection of candidates for specialized jobs like those of scientists, law officers, doctors, architect, engineers etc.
(e) Stress Interview. The kinds of interviews are conducted to test the response of candidates under stimulated stressful situations and circumstances. To achieve their aim, the candidate is subjected to a number of high stress conditions to test his responses. Such interviews are conducted for high pressure jobs in corporate world or elsewhere.
(f) Panel Interview. These types of interviews are conducted by a panel of interviews, who generally are specialist of their own fields. A typical example of the interviews is the one conducted by UPSC for high level jobs. There is a school of thought according to which panel interviews are rather intimidating and time consuming. Further, large committee interviewing is considered not very effective or particularly satisfactory way of exchanging information.
(g) Group Interview. In this case, interviews are conducted in a group situation primarily to eliminate a number of candidates. Generally, such interviews are conducted as a screening test before final selection is made. Various kinds of screening test could also fall in this category.
(h) Exit Interview. These interviews are conducted at the time of departure of an employee from his work place just prior to quitting a job. The interview primarily aims at collecting significant information, which provides an insight into critical weak areas of an organization. Just prior to leaving a job, an employee comes out with all kinds of information frankly and forth rightly, which will not be available to the management under normal circumstances. The information gathered from such interviews is gainfully utilized to improve wo5rking environment of an organization.
(a) Direct of Formal Interviews. The types of interview can best be compared to a witness under cross examination by a lawyer in court of law. In this method,
questions on varied subjects are fired at the candidate in rapid succession. This is normally resorted to verify certain facts, especially for lower/middle level jobs. For selection of marketing/sales professional also, this king of interview is conducted. Main advantage of this method is that it can elicit a large amount of factual data in a limited period of time. The disadvantage of this method is that it yields little spontaneous information as the candidate is constantly under pressure and on guard.
(b) Indirect/Informal Interview: This method allows a candidate to talk about anything and everything he considers fit. This type of method is somewhat like a psychiatric taking interview of his patient to assess his condition. The interview in this case is unstructured, and therefore, leads to completely spontaneous responses. The main advantage of this method is that it is not possible to collect all aspects of desired information in a reasonably short period. Such interviews are conducted for high-level jobs.
(c) Patterned Interview. This is a healthy combination of Direct and Indirect interviews. The candidate is consciously and skillfully guided by the Interviewer and is consistently encouraged to speak freely. Direct or pointed questions are tactfully avoided and the candidate is constantly encouraged to talk about himself. Interruptions are minimum and are only for seeking specific information or to direct the conversation towards the general plan of the interview. This not only assists in maintaining spontaneity but also provides an interviewer sufficient time to analyse and interpret the candidate’s responses. Interviews conducted in Defence Services Selection Boards are Patterned interviews in which a pre-planned pattern is used to guide the interviewee in the desired direction.
(d) Depth Interview. As suggested by its name, such interviews are aimed at bringing out the depth of knowledge of the candidates in a specialist field. Most questions are asked to test the candidate’s knowledge in a particular area. Such interviews are conduct for selection of candidates for specialized jobs like those of scientists, law officers, doctors, architect, engineers etc.
(e) Stress Interview. The kinds of interviews are conducted to test the response of candidates under stimulated stressful situations and circumstances. To achieve their aim, the candidate is subjected to a number of high stress conditions to test his responses. Such interviews are conducted for high pressure jobs in corporate world or elsewhere.
(f) Panel Interview. These types of interviews are conducted by a panel of interviews, who generally are specialist of their own fields. A typical example of the interviews is the one conducted by UPSC for high level jobs. There is a school of thought according to which panel interviews are rather intimidating and time consuming. Further, large committee interviewing is considered not very effective or particularly satisfactory way of exchanging information.
(g) Group Interview. In this case, interviews are conducted in a group situation primarily to eliminate a number of candidates. Generally, such interviews are conducted as a screening test before final selection is made. Various kinds of screening test could also fall in this category.
(h) Exit Interview. These interviews are conducted at the time of departure of an employee from his work place just prior to quitting a job. The interview primarily aims at collecting significant information, which provides an insight into critical weak areas of an organization. Just prior to leaving a job, an employee comes out with all kinds of information frankly and forth rightly, which will not be available to the management under normal circumstances. The information gathered from such interviews is gainfully utilized to improve wo5rking environment of an organization.
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