Classification according to Structure Structured or Direct Interview

interviews the candidate by seeking oral responses to oral candidates. Sequential Interview

In Structured interview the questions and acceptable responses are specified in advance and the responses are rated for appropriateness of content. Such interviews are also called standardised interviews as they are pre planned to a high degree of accuracy and precision. Unstructured or Indirect Interview The unstructured interview is not directed by questions or comments as to what the candidate should be asked. There is generally not set format, so the interview can take various directions as they develop. The candidate is encouraged to express himself on any topic of his interest, his expectations, background etc.The interviewers look for traits of character and nature of his aspirations and his strengths & weaknesses, potential etc. Pros & Cons of Structured & Unstrucured Interview Structured interviews are more reliable & valid as all candidates are asked the same questions.Structured interviews enhance consistency across candidatesUnstructured interviews leave the flexibility to pursue points of interest as they develop.They also help in assessing the clarity of thoughts of the candidate. Classification according to Purpose of Interview Stress Interview Stress interviews aim to find out how a candidate behaves under stressful situations i.e. whether he loses his temper, or is frustrated. The interviewer adopts a hostile behaviour towards the candidate. He deliberately puts the candidate on the defensive by trying to annoy, embrass or frustrate him. He asks questions rapidly, criticizes his answers, interrupts him frequently, keeps silent for long time, makes derogatory remarks, accuses him of lying etc. Pros & Cons of Stress Interview Good way to identify hypersensitive candidates who might be expected to over react to mild criticism with anger & abuse.Difficult to keep the interview under control.Useful for jobs where emotional stability & resistance to stress is required. Appraisal Interview An Appraisal interview is a discussion following a performance appraisal in which the supervisor & employee discuss the employees rating and possible remedial actions. Exit Interview When an employee leaves the company for any reason, an Exit interview is often conducted. It aims at eliciting information about the job or related matters that might give the employer a better insight into what is right or wrong about the company. Classification according to Administering Interview One to One Interview Most interviews are administered one on one. As the name suggests two people meet alone, the interviewer

Here the applicant is interviewed by several persons in sequence before a selection decision is made. In an unstructured sequential interview, each interviewer may ask different questions & form an independent opinion about the applicant. In a structured sequential interview each interviewer rates the candidate on a standard evaluation form & ratings are compared before hiring decision is made. Group Interview Also known as GDs, here groups rather than individuals are interviewed. A topic for discussion is given to a group. The candidates are carefully observed for leadership skills, participation in the group, team playing skills & communication skills.Such interview is based on the assumption that group behavior displayed is related to potential performance on the job. Pros & Cons of Group InterviewCandidat es team player abilities can be tested.Candidates express their behavior freely without any fear as they are not directly interviewed but observed from far.Candidates knowledge about the topic can be known. Panel Interview Here candidate is interviewed simultaneously by a panel(group) of interviewers, rather than sequentially. It seeks to pool the collective wisdom & judgment of several interviewers. Questions are asked randomly by interviewers. Classification according to Interviews content Situational Interview Here the interview will focus on the individuals ability to project what his behavior will be in a given situation.The interview can be both structured & situational with predetermined questions requiring the candidate to project what his behaviour will be. Job-related Interview Here the interviewer tries to deduce what the applicants on the job performance would be, based on his answers about his past behaviors. Job related questions are asked to draw conclusions about the candidates ability to handle the job to be filled. Behavioural Interview Here a situation is described & candidates are asked how they have behaved in the past in such situation.While situational interviews ask candidates to describe how they would react to a situation in future, the behavioral interview seeks candidates to describe how did they react to situations in the past. Psychological Interviews Psychological Interviews are interviews conducted by a psychologist in which questions are intended to assess personal traits such as reliability or dependability etc.

Top 50 Interview Questions 1. Are you the best person for this job? Why? 2. Are you overqualified for this job? - 3. Describe a difficult experience at work and how you handled it. - 4. Describe yourself. - 5. Describe your best boss and your worst boss. -6. Describe your career goals. - 7. Describe your work style. - 8. Do you prefer to work alone or on a team? - 9. Do you take work home with you? - 10. Give some examples of teamwork. - 11. Have you ever had difficulty working with a manager? - 12. Have you gotten angry at work? What happened? - 13. How do you handle pressure? - 14. How do you measure success? - 15. How long do you expect to work for this company? - 16. How much do you expect to get paid? - 17. How would you describe the pace at which you work? - 18. How would you describe yourself? - 19. How would you handle it if your boss was wrong? - 20. If the people who know you were asked why you should be hired, what would they say? 21. Is there a type of work environment you prefer? - 22. Is there anything else I can tell you about the job and the company? - 23. Tell me why you want to work here. - 24. What are you looking for in your next position? - 25. What are you passionate about? - 26. What are your goals for the future? - 27. What are your salary requirements? - 28. What can you do for this company? - 29. What can you contribute to this company? - 30. What challenges are you looking for in your next job? - 31. What did you like or dislike about your previous job? - 32. What do you expect from a supervisor? - 33. What do you find are the most difficult decisions to make? - 34. What have you learned from your mistakes? 35. What interests you about this job? - 36. What is your greatest strength? - 37. What is your greatest weakness? - 38. What major challenges have you handled? - 39. What problems have you encountered at work? - 40. What was your biggest accomplishment (failure) in this position? - 41. What was most (least) rewarding about your job?

42. What relevant experience do you have? - 43. What will you do if you don't get a job offer? -44. Why are you leaving your job? - 45. Why do you want this job? - 46. Why did you resign? - 47. Why did you quit your job? - 48. Why were you fired? - 49. Why should we hire you? 50. What do you know about this company?