Bahaudin Zakariya Universit
y
Submitted to:
“Mam Munaza Javaid”
Submitted by:
“Group C”
Department:
“Commerce”
Sr.No.
Name
Roll No
1
2
3
4
5
6
7
Masooma Danish
Mohammad Ali Akhbar
Mubashir Shakoor
Anam Naeem
Muhammad Rashid
Rehan Anjum
Saba Farooq
15
16
17
18
19
20
21
Interview
An oral examination of an applicant for a job, college, place, etc...
Or
Interviews are the extension of what human beings naturally do in every day practice in a
discussion in detail. It is a type of talk.
Person involve in interview
There are two person involve in interview.
Interviewer
The person who ask the question during an interview.
Interviewee
The who answers the question during an interview.
What is the Purpose of an Interview?
The Interviewer wants to determine:
• Can the candidate do the 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 I want for advancement or experience?
Characteristics of an interview
Goal driven
Interview have a clear purpose, a goal to be achieved .
Information may be desired, a problem may need to be resolved an employer may ‘’seeking the best person
for a job’’.
Question answer
Another characteristic of interview is question answer.
The majority of interview consists of one person (some time more then one) asking question and an other
person answering those questions. Every day communication includes occasional question and answers.
Especially if people gathering to know one another.
Structured
interview must be structured then other types of communication where as a causal interaction
between two people happen spontaneously and have no clear focus interview, involve
planning preparation and also tend to have a clear sequence .
Controlled
Interview is generally controlled by an interviewer, who is responsible for moving the interview
toward intended goal. The amount of control exerted during an interview depend on this goal,
which is achieved in part by question ask and communication environment established
Unbalanced
A final characteristics of interview is a that time spent talking by an interviewer and interviewee
is usually unbalanced .typically an interviewers speaks for 30 % of the time and interviewee will
speak for 70 % of the time. The interviewee take more time then interviewer.
Process of interview
How to plan interview?
Planning an interview
Pre-interview stage
Analysis the job by identifying all the tasks, activities, skill and personal attributes it requires.
Job Description
Written synopsis of the nature and requirement of a job
Job specification
Description of the competency, educational, experience and qualification the incumbent must
possess to perform the job.
Style and structure of interview
Directive style of interview
Directive interview are controlled and organized by the interviewer.
Non directive style of interview
Non directive interview involve a cooperative efforts by the participant and the organization in
setting its goal and process.
Prepare the questions
An interviewer should ask a rang of questions to evaluate the extent of the interviewee
knowledge
Question may cover topics such as communication skills ,energy and motivation levels,
creativity ,ability to handle stress ,career ambitions, persuasiveness ,initiative ,planning,
controlling skills and analytical skills.
Four type of question are particularly important.
Open questions
Open question encourages interviewees to speak freely and talk about themselves, while the
interviewer listens, observes and make notes. The interviewee’s trust and confidence determine
how much information and opinion they offer. In open question should be used carefully and
sparingly as they can elicit time consuming answer and irrelevant information their success
depend on the interviewee’s communication skills and on the interviewer’s skills at analyzing
the response
Closed questions.
Closed question are designed to limit interviewee’s responses and to establish familiar facts such
as their address, previous employment and qualifications. The main advantage of closed question
is that they clicit very little information and discourage further explanation by the applicant
Mirror questions
Mirror question restore the interviewee’s previous answers and invite them to add further
information e.g.
Interviewee’s answer: ‘I thought the team I worked with on the project was great’.
Mirror question: ‘the team was great?’
Interviewee: ‘yes. We shared ideas and I liked the support of working in a team.
Probing questions
Probing questions follow on from the interviewee’s last response. This type of question is
spontaneous rather then planned. It aims to probe the basis for the interviewee’s response e.g.

Interviewee’s response: ‘my present job requires me to manage my time’.

Interviewer’s probing question: ‘how do you manage your time?’
Conducting an interview
Open the interview
Create a friendly environment to put the interviewee at ease.
People who feel at ease are better able to answer questions.
Some interview like to talk about general topics such as local events or sport to make the
applicant feel at ease; however, take care not to stray too far from the interview’s purpose.
Body of the interview
In the body of interview, begin with simple questions to help the applicant build confidence.
Progress with question on work experience, education and personal details. Keep these clear
and purposeful. Open question encourage the interviewee to speak freely whereas close
questions limit their response.
Close the interview
Close the interview courteously. Summarize and highlight the main points and facts presented
during the interview to avoid any misunderstanding. Then indicate any further action that
must be completed. Indicate clearly that the interview is over and thanks applicant for their
application and for attending the interview.
Post-interview stage
Immediately after the interview, record or complete your notes on all important points. You
must now try to form an objective opinion of each applicant from the information they have
provided and from any other information available. At this stage, interview evaluation sheets
or rating scales are very helpful. Some organizations require you to complete a report on the
interview. Apart from that, keep all notes, document and results confidential.
Type of an interview
Job interview
An interview to determine whether an applicant is suitable for a position of employment.
There are three main type of job interview.
The single interview
The single interview is conducted by a single interviewer responsible for interviewing all
applicants and selection the new staff member. it can be affected by the interviewer’s bias.
The series interview
The series interview is conducted by several interviewer in turn . each one evaluate
each applicant on a specific area of expertise ,after the series of interview the interviewers
Consult each other to make a group selection.
The panel interview
The panel interview is conducted by a group of interviewers all together each member of the
panel asks specific question relevant to their special experience and expertise . this rang
of experience allows for a winder selection of question and answer s and help to minimize
personal bias. The panel works together to assess the applicant.
Performance interview
The interviews in which an individual activities and work are discussed. These interviews are
most often conducted between employees and supervisors and you may also experience them in
educational and other setting. A student discuss about his degree with an advisor. In both cases,
a person’s strengths and weaknesses are discussed with ultimate goal being to improve his or her
performance.
Information Gaining
Information gaining are those interviews in which a person solicits information from another
person. You conduct information gaining interviews when preparing speeches and papers for
school and work these sorts of interviews are also frequently seen on web cast and included in
newspapers, magazines and blogs.
Persuasive interview
Persuasive interview are those interview that have influence as the ultimate goal the interviewer
may appear to be gaining information butt is actually attempting to influence the thoughts and
actions of interviewee.
Problem-solving interviews
When experiencing difficulties or facing an unknown challenge, people may engage in problem
solving interviews, those in which a problem is isolated and solutions are generated .For example
,student may be questioned by their professor in order to determine why they may be
experiencing difficulties in class.
Responsibilities of interviewer
The work of an interviewer is one of the most important for the conduct of a survey project
because the interviewer is responsible for collecting the information in a truthful, reliable,and
appropriate way. Moreover, the success of the project is dependent to a great degree on the
interviewer’s conscientiousness, effort, and cooperation.
Some other responsibilities of interviewer

Identify the chosen location and the person who meets the necessary characteristics to be
included in the sample.

Solicit the interviewee for information courteously.

Read the “Letter of Informed Consent” to each interviewee and only interview those
that accept to be interviewed.

Fill out the entire questionnaire.

Complete the demographic and sample information required on the form.

Review each form and questionnaire to ensure that all of the questions were asked
and that all of the solicited data has been recorded. Furthermore, ensure that any
relevant comments were duly registered or noted.

Correct or complete information by returning to interview the respondent again.

Complete the interviews during personal visits by correctly following the questionnaire.

Give sufficient time to complete the survey at the time chosen by the interviewees; that is to say, the
interviewer must be free and available to devote whatever time is necessary to complete the survey.

Maintain appropriate conduct during all field work, especially during interviews.

Remember, an interviewer is the public representative of a specific institution.

Always carry identifying documents and badges during field work so that people
can readily identify an accredited interviewer.


Take care of any materials received to do the work.
Maintain respectful relations with the project team – supervisors, interviewers,
and coordinators.

Attend and actively participate in the training course.
Common mistake of interviewer
There are several common mistakes which interviewer make. Each mistake places someone in
the interview process at a disadvantage or at an advantage. The aim of a selection interview is
to chosen the best person for the job. By avoiding these mistakes an interviewer is better to
choose the best person.
Some of the mistake made by interviewers are make
Relying on first impression
By relying on first impression, interviewers often miss important information or the
opportunity to judge it fairly. The first impression could come from the application file, the
way interviewee dress or how they perform in the opening stages of the interview. If
favorable information is presented first, less favorable answers given letter in the interview
may slip past without being noticed.
Rating towards the average
When interviewers rate towards the average, it is harder to distinguish between applicants. If
15 people are interviewed and they are all clustered around the average rating, it is much
harder to make the final decision.
Relying on overall impression: the ‘halo’ effect
The ‘halo’ effect describes a decision based on an overall impression gained from general
characteristics rather then from these criteria.
Making a rushed decision
A rushed decision based on first impressions can miss important information given by
applicants. It is better to take time to discusses and evaluate each interviewer’s impression of
each applicant. A considered decision is more likely to produce the best choice of applicant.