Page 97 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes 6.3 Types of Interviews

1. Appraisal interview- where superior and subordinate sit together after the performance
appraisal to discuss the subordinate's rating and possible remedial actions.

2. Selection interview.
3. Exit interview.

6.3.1 Types of Selection Interview

1. Non-directive Interview: In this, the recruiter ask questions as they come to mind. There is
no specific format. The question can take any direction.
2. Patterned Interview: The employees follows a predetermined sequence of questions.
Questions regarding his technical competence, personality traits, attitudes, motivation etc.

3. Structural Interview: They are fixed job related questions presented to each applicants.
They are asked for specific job.
4. Panel Interview: In this type of interview the candidate is interviewed by a group of
panelists representing the various stakeholders in the hiring process. Within this format
there are several approaches to conducting the interview. Example formats include:

(i) Presentation format: The candidate is given a generic topic and asked to make a
presentation to the panel. Often used in academic or sales-related interviews.
(ii) Role format: Each panelist is tasked with asking questions related to a specific role of
the position. For example one panelist may ask technical questions, another may
ask management questions, another may ask customer service related questions,
etc.
(iii) Skeet shoot format: The candidate is given questions from a series of panelists in rapid
succession to test his or her ability to handle stress filled situations.
Thus, in a typical panel interview, the applicant meets with three to five interviewers who
take turns asking questions. After the interview, the interviewers pool their observations
to arrive at a consensus about the suitability of the applicant. The panel members can ask
new and incisive questions based on their expertise and experience and elicit deeper and
more meaningful responses from candidates. Such an interview could also limit the impact
of the personal biases of any individual interviewer. On the negative side, as an applicant,
a panel interview may make you feel more stressed than usual.
5. Stress Interview: It is an interview in which the applicant is made uncomfortable by a
series of often rude, annoying or embarrassing question to test the applicants confidence
level and ability to stand erect in difficult situation is put to test.

Task You work for a medium-sized software solutions company that faces intense
competition from local as well as global competitors. Change seems to be the only
permanent feature in your workspot and each employee's responsibilities shift from
project to project. Suppose you have been asked to fill up the job openings at your company.
How would you identify the best people to work in such an environment?

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