1. Informal Interview : Such interview may take place anywhere .

It is not planned and is used when the staff is required urgently. 2. Formal interview : This type of interview is preplanned and is held in a formal atmosphere. All the formalities and procedures e.g., the venue, the time. The panel of interviewers, and the questions to be asked are decided in advance.

3. Patterned or Structured Interview : Such interview is fully planned to a high degree of accuracy and precision. It is based on the assumption that to be most effective every pertinent detail should be worked out in advance.

4. Non-directed or Unstructured Interview: In this interview, the candidate is allowed to speak his mind freely. The interviewer carefully and patiently listens, prodding whenever the candidate is silent. In other words, the format of the interview is unplanned and the interview is not directed by questions to be asked

5. Depth Interview: It is a semi-structured approach wherein details concerning one key area are sought. It is designed to intensively examine the candidate's proficiency in his area of special interest. The purpose is to get a true picture of the candidate through deep probing into his mind.

6. Group Interview : In this interview groups rather than individuals are interviewed Generally a topic for discussion is given to the group. The candidates in the group are carefully observed as to who will lead the discussion how each will make his presentation and how well they will react to each others views.

7. Stress Interview : The purpose of such interview is to find out how a candidate behaves in stressful situation i.e. whether he loses his termer, gets confused or frightened or feels frustrated. 8. Panel or Board Interview : Such interview is conducted by a group of interviewers. It seeks to pool the collective widom and judgement of several interviewers. Questions are asked in turn or at random

1. Personal Bias: Interview like other people have personal biases. Their likes and dislikes about hair style, dress, fluency of speech, etc. affect their judgement. 2. Halo effect: Under this type of error, a single prominent characteristic of the candidate effects the judgement of the interviewer on all other traits. 3. Constant Error: Such error arises because the interview of previous candidate unduly influence the interviewer in favour or against the candidate.

4.

Leniency : It implies the tendency to assign high scores . It is normally associated with lack of confidence and interest in rating. Projection : Error of projection arises when an interviewer expects his own knowledge, skills and values in a candidate. Stereotying : This error arises when the interviewer believes some association between a particular type of personality and a particular trait, commercial origin or cultural background

5.

6.

1. Interviews can be made more effective by observing the following guidelines. 2. An interview should have a definite time schedule with ample time for its conduct i. e., it should not be hurried. 3. A personal approach should be adopted. The interviewer should develop a friendly and cordial relationship with the candidate. 4. Interview should have an element of privacy. 5. The interview should be based on a checklist of what to look for in a candidate. Such a checklist should be prepared on the basis of job requirements.

5. Com pent, trained and experienced persons should chosen as interviewers. 6. Proper method of interview should be employed. 7. A specific set of guidelines should be given to the interviewers. 8. There should be proper coordination between the initial and succeeding interviews. 9. The interviewers should listen carefully to what the applicant says and the information collected should be recorded carefully. 10. The interviewer should try to minimise his personal bias or prejudice.

 Interview as a method for qualitative research "Definition" - The qualitative research interview seeks to describe and the meanings of central themes in the life world of the subjects. The main task in interviewing is to understand the meaning of what the interviewees say.(Kvale,1996)

 Aspects of qualitative research interviews Interviews are completed by the interviewer based on what the interviewee says. Interviews are a far more personal form of research than questionnaires. In the personal interview, the interviewer works directly with the interviewee. Unlike with mail surveys, the interviewer has the opportunity to probe or ask follow up questions. Interviews are generally easier for the interviewee, especially if what is sought are opinions and/or impressions. Interviews are time consuming and they are resource intensive.