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Meaning of Interview: The Word Interview Comes From Latin and Middle French Words

An interview is a formal meeting between two people where the interviewer asks questions to obtain information from the interviewee. The main types of interviews include personal interviews for hiring or promotions, evaluation interviews to review employee performance, and persuasive interviews where a salesperson tries to convince a target of an idea or product. Interviews serve several objectives such as verifying application information, obtaining additional details, informing candidates about the job, and establishing mutual understanding between the company and candidate.

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184 views4 pages

Meaning of Interview: The Word Interview Comes From Latin and Middle French Words

An interview is a formal meeting between two people where the interviewer asks questions to obtain information from the interviewee. The main types of interviews include personal interviews for hiring or promotions, evaluation interviews to review employee performance, and persuasive interviews where a salesperson tries to convince a target of an idea or product. Interviews serve several objectives such as verifying application information, obtaining additional details, informing candidates about the job, and establishing mutual understanding between the company and candidate.

Uploaded by

Naveen Kumar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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INTRODUCTION:

Meaning of interview: The word interview comes from Latin and middle French words
meaning to “see between” or “see each other”. Generally, interview means a private meeting
between people when questions are asked and answered. The person who answers the questions
of an interview is called in interviewer. The person who asks the questions of our interview is
called an interviewer. It suggests a meeting between two persons for the purpose of getting a
view of each other or for knowing each other. When we normally think of an interview, we think
a setting in which an employer tries to size up an applicant for a job.

DEFINITION:

According to Gary Dessler, “An interview is a procedure designed to obtain information from a
person’s oral response to oral inquiries.”

According to Hill and Bovee, “An interview is any planed conversation with a specific purpose
involving two or more people”.

According to Dr. S. M. Amunuzzaman, “Interview is a very systematic method by which a


person enters deeply into the life of even a stranger and can bring out needed information and
data for the research purpose.”

So, an interview is formal meetings between two people (the interviewer and the interviewee)
where questions are asked by the interviewer to obtain information, qualities, attitudes, wishes
etc. Form the interviewee.
Types of interviews:

There are many types of interviews that an organization can arrange. It depends on the objectives
of taking the interview. Some important types of interviews are stated below:

1. Personal interviews:
Personal interviews include:
 Selection of the employees
 Promotion of the employees
 Retirement and resignation of the employees
Of course, this type of interview is designed to obtain information through discussion and
observation about how well the interviewer will perform on the job.

2. Evaluation interviews:
The interviews which take place annually to review the progress of the interviewee are
called the evaluation interviews. Naturally, it is occurring between superiors and
subordinates. The main objective of this interview is to find out the strengths and
weaknesses of the employees.
3. Persuasive interviews:
This type of interview is designed to sell someone a product or an idea. When a sales
representative talk with a target buyer, persuasion takes the form of convincing the target
that the product or idea meets a need.
4. Structured interviews:
Structured interviews tend to follow formal procedures; the interviewer follows a
predetermined agenda or questions.
5. Unstructured interviews:
When the interview does not follow the formal rules or procedures. It is called an
unstructured interview. The discussion will probably be free flowing and may shift rapidly
form on subject to another depending on the interests of the interviewee and the
interviewer.
6. Counseling interviews:
This may be held to find out what has been troubling the workers and why someone has
not been working.
7. Disciplinary interviews:
Disciplinary interviews are occurring when an employee has been accused of breaching the
organization’s rules and procedures.
8. Stress interviews:
It is designed to place the interviewee in a stress situation in order to observe the interviews
reaction.
9. Public interviews:
These include political parties’ radio-television and newspaper.
10. Informal or conversational interview:
In the conversational interview, no predetermined questions are asked, in order to remain as
open and adaptable a possible to the interviewee’s nature and priorities; during the
interview the interviewer “goes with the flow”.
11. General interview guide approach: The guide approach is intended to ensure that the
same general areas of information are collected from each interviewee this provides more
focus than the conversational approach but still allows a degree of freedom and adaptability
in getting the information from the interviewee.
12. Standardized or open-ended interview:
Here the same open-ended questions are asked to all interviewees; this approach facilitates
faster interviews faster interviews that can be more easily analyzed and compared.
13. Closed or fixed-response interview:
It is an interview where all interviewers ask the same questions and asked to choose
answers from among the same set of alternatives. This formal is useful for those not
practiced in interviewing.

OBJECTIVES OF INTERVIEW:
In the selection process, interview serves the following objectives:
1. Verifies the information obtained through application form and tests.

2. Helps obtain additional information from the applicant otherwise not available.
3. Gives the candidate necessary facts and information about the job and the organization.

4. Helps establish mutual understanding between the company and the candidate and build the
company’s image.

According to Richard Calhoon, employment interview serves the following three objectives:
First, it is the only way to see an applicant in action – how he looks, his manner, his bearing.

Second, it is the only way to witness how he interacts and how he responds, his way of thinking,
the effect of his personality on others.

Third, it is perhaps the best way to get at the ‘will do’ features of a performance- motivation,
initiative, stability, perseverance, work, habits and judgments.

REFERENCE:

http://www.yourarticlelibrary.com/hrm/interview-definition-objectives-types-and-
guidelines-for-effective-interviewing/35268/

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