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Presented By:
Nosheen Abbasi
Bhawesh Pirkash
Aisha Memon
Abdul Qudoos Soomro
Shahdev Kumar
Presented to:
Institute of Business Administration
University of Sindh, Jamshoro
Date of Presentation: Oct 21, 2016
What is Interview?
The word interview is
comes from latin & French
word entre voir thats mean
“to see each other”.
Interview has two basic
things in which if one is
absent that’s not called an
interview. That is the
interviewer and
The person who asks the
questions during an
The person who give the
answers the questions
during an interview.
 An interview is a conversation where questions
asked and answers are given . The interviewer ask
questions and interviewee responds. Interview is
transfer of information from interviewee
interviewer. Interview has two purposes
 To find the best candidate which have a right attitude
and fit the requirement of the company.
 To find the best candidate to fill the vacancy.
Is Interview Important for Organization?
Interview is important because
they offer a chance for companies
and job applicant to learn.
Interview is very important because
its necessary to select the best
applicant through interview other
wise organization will suffering
which is not good for the reputation
of organization.
Types of Interviews
 Face-To-Face Interview
 Behavioral Interview
 Phone Interview
 Group Interview
 Stress Interview
 Panel Interview
 Technical Interview
Face-To-Face Interview
 This is a traditional interview and the most common
 In this interview the candidate and the interviewer
meets face-to-face.
 The main concept of the interview is to build rapport
with the interviewer and show how the qualifications
will benefit their organization.
 The interviewee should maintain
eye contact, and respond to all
the questions of the interviewer.
Behavioral Interview
 Behavioral
interview is based on knowing that how the
interviewee acted in past employment-related situations.
 The logic is that how you behaved in the past will predict how
you will behave in the future i.e. past performance predicts
future performance.
 The Interviewer will ask for specific examples from your past
Phone Interviews
 Phone interview is used to narrow a field of candidates. That is why
candidates should treat this interview with the same seriousness as a
phone interview.
 The candidate should focus on the conversation and listen to the
questions carefully before answering. In this interview, voice is also a key.
Group Interview
 The main purpose of his interview is to see how the
interviewer interacts with others and how he or
she influences others with knowledge and reason.
Stress Interview
 This type of interview is rare in the present job scenario.
 It was a very common interview method when selecting
for sales position.
Stress interview means Being asked more than one questions at a time;
 Being asked further questions without being allowed
adequate time to respond;
 Being questioned in an interrogatory tone and voice;
 Being asked an unrelated bunch of questions;
 Having his feelings provoked.
 Panel means a selection committee that is
appointed for interviewing the candidate.
 Panel may include three or five members.
 Questions are asked to candidates about
different aspects and marks are given to each
 Final decision are taken by all members
collectively by rating the candidates
Technical Interview
 This kind of interview focuses on problem
solving and creativity. The questions aim at
your problem-solving skills and likely show
your ability and creativity. Sometimes these
interviews will be on a computer module with
multiple-choice questions.
 A good handshake
 Pronounce the interviewer's name PROPERLY.
 Get the interviewer to do a lot of the talking.
 Maintain Good eye contact with your interviewer.
 Smile. Look as if you are enjoying the conversation.
 Have a Confident posture.
 Mirror your interviewer's body language.
 Keep all your answers positive.
 LISTEN carefully to the interviewer's question.
 Ask the interviewer questions when the opportunity arises
How to Conduct a good
 Conducting an interview with a job of Candidate.
 Conducting interview is one stage of the hiring
an applicant.
 To Conduct the best Interview prepared
positively questions in advance.
 Asked the same specific questions relevant to
the topic.
 Maintain good eye contract and be aware of
body language.
 Body Language and voice can give a much
information about person.
 The verbal communication is small percentage of
effective communication so be aware of
conducting interview.
 A Professional atmosphere for conducting the
interview and make candidate feel respected
listened and encourage.
What does an interviewer look for ?
 Who you are as a person
 Your knowledge
 Your skills
 Your attitude
 Your ability to interact with people
 Your capacity to take work pressure
Deep and free response
costly in time
and personnel
Flexible, adaptable
impractical with large numbers
of respondents
Glimpse into respondent’s
tone, gestures
requires skill
Ability to probe, follow-up,
clarify misunderstandings
about questions
may be difficult to summarize
possible biases: interviewer,
respondent, situation
Why are interviews important for
the Interviewee?
 The interview is your last chance to evaluate and gain
critical information from a potential employee.
 The question is what questions you will ask and what type
of answers do you desire.
 Beyond the experience and technical skill of the position,
what are you looking for?
 Your questions surprise the candidate consistently
 Short answers
 The candidate without a weakness
 The enthusiastic candidate with no company knowledge
 The candidate can’t articulate the job and their company role
Why should we hire you?
These are the main qualities that candidate must
require for Interview
1. Confidence.
2. Personalities.
3. Attitudes & Knowledge.
4. Communication Skills.
5. Give examples.
6. Research.
7. Good ending.
COPYRIGHT-- "Vikash Kr."
The Purpose of an Interview
An interview has two
purposes :-
To find if the candidate has the right attitude and fits
the requirement and company culture
To find the best candidate to fill a vacancy
The Interviewer wants to determine:
 Can candidate do this job?
 Will the candidate fit in?
 Is this the best candidate for the position?
The Interviewee wants to determine:
 Do I want this job?
 Can I do this job?
 Does this job offer me the opportunities that I want for
Advancement or experiences?
 These are 3 things you needs to do Before, During &
After the Interview.
Before the Interview:
 Read about the job/Occupation.
 Interview people and department.
 Build your network
 Practice interview
 Dress for Success
 Visit the Organization
 Consider what Questions will be asked.
 Know your knowledge skills and Abilities.
During the Interview:
 First impressions
 Smile
 Body Language
 Speak Clearly
 Listen Before Answering
 Be Truthful
 Know Your Resume
 Look for Something in Common
 Keep things at a professional level
After the Interview:
 What questions were asked?
 Did you present your skills, knowledge and abilities well?
 Did you learn what you need to know about this job?
 Back in Touch.
 Thank the Interviewer.
Learning agility and effective
personal communication skills
Getting Nervous around people
Self Motivated and
Being a Debater
Intelligence and Self
Success Oriented and Natural
Going out of one’s Way
Too helpful
 The candidate has to physically and emotionally be
prepared apart from being knowledgeable in the
domain area.
 Many of the recruiters believe in recruit for attitude,
train for skills.
 Apart from a pleasing personality, grooming and
effective communication play a vital role in succeeding
at interviews.