BY: SHRADDHA GUPTA KAMAYANI RAJVANSHI ASIT AGRAWAL JYOTI YADAV

INTERVIEW
An INTERVIEW is a conversation between two or more people where questions are asked by the interviewer to elicit facts or statements from the interviewee.

TYPES/ FORMATS OF INTERVIEWS

SCREENING TELEPHONE VIDEO CONFERENCE ONE ON ONE PANEL GROUP/GENERAL GROUP SEQUENTIAL/SERIAL BEHAVIORAL SITUATIONAL STRUCTURED/UNSTRUCTURED/SEMI STRUCTURED CASE TESTING TASK ORIENTED LUNCH

SCREENING INTERVIEW
This type of interview is generally conducted by larger companies when there is a large applicant pool and is

typically the first phase of selection. Screening interviews are used to ensure that the candidates meet minimum requirements. They are often conducted by a computer or by an interviewer from the human resources department who is skilled at determining whether there is anything that might disqualify you from the position.

DOs:
Highlight your qualifications and accomplishments

using non-technical language Answer questions clearly and succinctly If asked about salary expectations, use a range If conducted by phone, have your resume beside you to refer to for dates and names.

TELEPHONE INTERVIEW
Telephone interviews are often used to screen

candidates in order to narrow the pool of applicants who will be invited for in-person interviews They can be challenging because you arent able to rely on nonverbal communication or body language. You should prepare for this type of interview just as you would for a regular interview. If you are not given any warning and are not ready for an interview when called, politely request that the interviewer call back at another mutually convenient time.

DOs

Have your resume, organization information, points that you

want to highlight, and list of questions you may want to ask in front of you and have a short list of your accomplishments prepared to discuss. Although youre not required to dress up, you may find that its easier to get into the interview mindset and feel more confident when dressed professionally. Have a pen and paper handy to keep notes or write down any questions that come up; keep a glass of water beside you. Close the door or ensure you are in a quiet setting to eliminate any potential distractions. Speak slowly, enunciate clearly, and vary your voice tone, tempo, and pitch to keep the interviewers attention. Provide short answers that make interchange easier on the phone; do not interrupt the interviewer. Restate the question if you have not fully heard or understood it. Smile even on the phone it will project a positive image.

VIDEO CONFERENCING

Video conferencing is typically used to conduct interviews using video technology from a distance. Depending on the sophistication of the technology, you may experience

short transmission delays so be sure to take that into account when you
are interacting with the interviewer.

Make eye contact with the camera, which, to the employer, appears as direct eye contact. Check the monitor periodically to observe the interviewers body language.

ONE-ON-ONE INTERVIEW
This interview is traditionally conducted by a

direct supervisor and if often the last step in a series of interviews.

The interviewer may or may not be experienced

in conducting interviews.
Depending on personality and experience, the

interview may be directive following a clear agenda, or non-directive relying on you to lead the discussion as you answer open-ended

questions.
It is important to be thoroughly prepared know

the job and know yourself

PANEL INTERVIEW

A panel interview is conducted by two or more interviewers and

is designed to reduce individual interviewer bias.

One member of the panel may ask all of the questions or

individual panel member may take turns.

Make eye contact with the person asking the questions, but also

to give every member on the panel your attention, regardless of if they ask any questions at all.

GROUP INTERVIEW A group interview occurs when several candidates for a position are
interviewed simultaneously. potential and style, and provide a glimpse of what you may actually be like as an employee and how you would fit into the team.

Group interviews offer employers a sense of your leadership

Candidates may also be asked to solve a problem together which

allows interviewers to assess candidates skills in action

Be aware of the dynamics established by the interviewer, try to

discover the rules of the game.

Treat everyone with respect, and avoid power struggles which make

you appear uncooperative.

Give everyone a chance to speak and not monopolize the

conversation.
Be aware that all interactions are being observed; dont let down

your guard or lose your perspective.

GENERAL GROUP INTERVIEW/INFORMATION SESSION

This approach is intended to save time and ensure

applicants understand the basics of the job and organization by providing large amounts of information. This process is usually followed by an individual interview. Tip: To stand out in a group setting, a well-timed and intelligent question may help the employer remember you positively

SEQUENTIAL/SERIAL INTERVIEW
A sequential interview is conducted by two or more

interviewers, separately or in sequence. The candidate either moves from one location to another or stays in one room and while different interviewers join them. Sequential interviews involve a number of first impression opportunities so be aware of how you present yourself each time.

BEHAVIOURAL INTERVIEW
The Interviewer will ask for specific examples

from your past experiences to determine if you can provide evidence of your skills in a certain area. Although the interviewer is having you recount stories from your past, they are really trying to imagine how you would handle similar situations in the future. When deciding what examples from your past to use, consider the following: The more recent the behavior, the better its predictive power. The more long-lasting the behavior, the better its predictive power.

SITUATIONAL INTERVIEW This format is highly structured in that hypothetical situations are described and applicants are asked to explain what they would do in these situations. STRUCTURED INTERVIEW This format combines the situational interview with a variety of other types of interview questions. Typically, each candidate is asked the same set of questions and their answers are compared to a scoring guide and rated. SEMI-STRUCTURED INTERVIEW This format is a blend of structured and unstructured, where the interviewer will ask a small list of similar questions to all candidates along with some questions pertaining to your resume.

UNSTRUCTURED INTERVIEW Questions here are based on the individuals application documents such as their rsum and so different variants of a question will be asked to each applicant. Without structured guidelines, the conversation can be free-flowing, thus making this method of interviewing the most prone to bias. It allows the interviewer to get a more natural and perhaps more realistic sense of who you are. Be careful not to provide information you would not have communicated if the interview was more structured.

CASE INTERVIEW The case interview format is popular among consulting firms. It gives the interviewer a good idea of you ability to solve problems on the spot an important skill for any consultant. TESTING/ASSESSMENT It is common for employers to use standardized tests or work simulation exercises to assess a candidates fit to the position or to test work-related competencies.

FIRST IMPRESSIONS COUNT BE PREPARED DONT WAFFLE WHY SHOULD THEY HIRE YOU? BE POSITIVE REMEMBER YOUR BODY LANGUAGE EXPECT THE UNEXPECTED DEVELOP RAPPORT CLARIFY ANYTHING YOU ARE UNSURE OF REMEMBER YOUR MANNERS