INTERVIEW SKILLS
• Ability to listen and maintain the momentum of the interview
• Ability to be reactive and get to the point quickly
• Ability to control the course of the interview
• An interview is a meeting with an objective…
An Interview is NOT
• A life or death situation.
• A one way street.
Employer’s objective: is to find the best person for the job and to review
candidate’s experience and abilities.
• Can you do the job? (skills, abilities, qualifications)
• Will you do the job? (interest, attitude & motivation)
• How will you fit into the organisation? (personality)
Your objective: impress employer(s) and assess position on offer.
• What does this position offer me?
, • How does it fit with my career plans?
DIFFERENT TYPES OF INTERVIEWS
1. Human resources Interviews:
It’s the first form of screening that an interviewee undergoes.
2. Group Interviews:
There are two types of group interviews
• The first is when each job applicant is interviewed by multiple
interviewers.The group (or panel) of interviewers typically includes a
Human Resources representative, the manager, and possibly co-
workers from the department where the applicant would be working,
if hired.
• The other type of group interview is when a group of applicants for
the same position are interviewed together, by the hiring manager. In
this scenario, you and other candidates would be interviewed together,
in group.
3. Phone Interviews:
These interviews deal with telephonic skills of the individuals and their
phone etiquettes.These interviews should be taken as seriously as in-person
interviews.
4. Case Interviews:
These interviews deal with situational problem solving.
5. Behaviourial Interviews:
This interview style is used to evaluate a candidate's experiences and
behaviors to predict the applicant's potential contributions and success
within the organization.
6. Non-Directive/Unstructured interview:
There is no real set format used in this type of interview, and it will often
begin with a broad question such as "Tell me about yourself."
The applicant has more control over the pace of the interview, but also has
more pressure to predict what information the employer wants to receive.
7. Stress Interview:
In this type the interviewers try to 'discomfort' the candidates in various
ways and observe how they react to various difficult situations. The basic
• Ability to listen and maintain the momentum of the interview
• Ability to be reactive and get to the point quickly
• Ability to control the course of the interview
• An interview is a meeting with an objective…
An Interview is NOT
• A life or death situation.
• A one way street.
Employer’s objective: is to find the best person for the job and to review
candidate’s experience and abilities.
• Can you do the job? (skills, abilities, qualifications)
• Will you do the job? (interest, attitude & motivation)
• How will you fit into the organisation? (personality)
Your objective: impress employer(s) and assess position on offer.
• What does this position offer me?
, • How does it fit with my career plans?
DIFFERENT TYPES OF INTERVIEWS
1. Human resources Interviews:
It’s the first form of screening that an interviewee undergoes.
2. Group Interviews:
There are two types of group interviews
• The first is when each job applicant is interviewed by multiple
interviewers.The group (or panel) of interviewers typically includes a
Human Resources representative, the manager, and possibly co-
workers from the department where the applicant would be working,
if hired.
• The other type of group interview is when a group of applicants for
the same position are interviewed together, by the hiring manager. In
this scenario, you and other candidates would be interviewed together,
in group.
3. Phone Interviews:
These interviews deal with telephonic skills of the individuals and their
phone etiquettes.These interviews should be taken as seriously as in-person
interviews.
4. Case Interviews:
These interviews deal with situational problem solving.
5. Behaviourial Interviews:
This interview style is used to evaluate a candidate's experiences and
behaviors to predict the applicant's potential contributions and success
within the organization.
6. Non-Directive/Unstructured interview:
There is no real set format used in this type of interview, and it will often
begin with a broad question such as "Tell me about yourself."
The applicant has more control over the pace of the interview, but also has
more pressure to predict what information the employer wants to receive.
7. Stress Interview:
In this type the interviewers try to 'discomfort' the candidates in various
ways and observe how they react to various difficult situations. The basic
