Interview types that are generally used are discussed

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Interview types that are generally used are discussed below. I. Structured interview In this form of interview, the interviewer follows a predetermined approach designed to ensure that all pertinent factors relating to t he candidate’s qualifications suitability for the job will be gone over. This type of interview also allows an interviewer to prepare in advance, questions that are job-related and then complete a standardized interviewer evaluation form. II. Semi-structured interview Here only the major questions to be asked are worked out beforehand. The interviewer also has the option to prepare in-depth questions in certain areas. Clearly, the interviewer, in this approach, needs to prepare more adequately and his role has greater flexibility than in the structured style. During the course of the interview, where the occasion rises the interviewer has the freedom to probe. The inte rviewer’s objective, in the semi -structured format, should be to achieve the ideal balance between adequate structure facilitating exchange of factual information, with adequate freedom to develop a clear perception of the candidate’s work. III. Unstructured interview This may be defined as the process of active listening. Normally used in psychological counseling, it is also widely used in selection. The interviewer has a wider canvas and the choice to prepare a list of topics to be covered rather than the question s. little preparation is required on
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the part of the interviewer. The interviewer asks general questions designed to prompt the candidate to discuss him or herself and often uses a thought or idea expressed on one response as the base for the next question. The plus point of the unstructured approach is the freedom the interviewer has to adapt both to the changing situations and a variety of candidates. The difficulties, however, lie in the maintenance of job relatedness and obtaining of comparable data on each applicant. Spontaneity is the chief characteristics of this approach but the pitfalls are daunting. In the hands of untrained interviewer, biases invariably creep in and digressions, discontinuity and a host of subjective elements may well destroy or negate the fundamental objective of selecting the best available talent. IV. Stress interview This is a special type of interview designed to asses and provides use full information as to whether a person would be able to cope with stress on the job or not. Stress interviews are deliberate attempts to create tension and pressure in an applicant to see how well he or she responds to those tensions and pressures. Methods used to induce stress, ranges from frequent interruptions and criticism of an applicant’s opinion, to keeping silent for an extended period of time. V. Depth Interview In this case, an attempt is made to cover completely the life history of the applicant and develop a comprehensive profile based on in-depth understanding of the frozen aspects of his or her personality such as education, extra-curricular activities, early childhood experiences, etc. as well as the flexible aspects such as hobbies, interests, hopes, desires, aspirations, goals etc. This
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