Notes On Methods Of Interview:

       Modern and structured methods of interview is designed to examine depths of candidates. The various types of interviewing for job are-

(1) Guided interview:

       In guided interview, the questions to be asked are prepared in advance. The ideal answers to the questions are also determined in advance. Such a list is particularly helpful to an untrained interviewer.

(2) Unguided Interview:

       It is largely unplanned. The candidates are allowed to say about themselves. The questions asked are broadly of general nature such as what is your particular field of interest and why? This compels the candidate to express his views freely.

(3) Directed Interview:

       It is a state forward face to face question- answer. Question measures job knowledge and also provide opportunity to measure personal characteristic, attitude, motivation etc.

(4) Stress Interview:

      Its purpose is to put mental strain on the candidate inorder to assess his/ her mental capability it is often characterized by rapid firing questions by several unfriendly interviewers.

(5) Group Interview:

       In this type, a problem is given to a group of candidates for decisions. It is conducted in a situation where leadership ability is an important factor. The interviewer observes if anyone would assume leadership in the group.

(6) Board Interview:

       It is just opposite to group interview. The candidate is screed by a group of interviews who are specialists in their respective fields. They call upon the candidates one by one and assess their qualities. This technique is very common in India.

(7) Exit Interview:

       It is conduct when an employee is leaving the organisation. Its purpose is to know the feeling of the outgoing employee regarding the job or the organisation.

Role of Interview In Selection Of Employees:

       Personal interview is perhaps the most widely used method of selecting the employees. The role of interview is discussed below:

  1. It helps to find out the suitability of the candidate.
  2. It helps to seek more information about the candidate which are not mentioned in the application blank or not judged by various tests.
  3. It gives the candidate an accurate picture of the job and terms and conditions of employment.
  4. It is the most rational way of judging the candidates temperament such as his way of thinking, leadership qualities etc; Interview helps to collect certain other relevant information about the candidate for future record. These may be helpful in designing future plans and programmes.
  5. Interview also helps to get candidate
  6. Opinion for the problems from different angles.