Sem-3

AEC-3
Unit-2 Interview

• Purpose of Interview
• Ideal and Practical behavior during an interview
• Types of Interviews
1. Structural and unstructured
2. Situational
3. Behavioral
4. Technical
The word ‘interview’ is derived from intrevue meaning ‘sight between’. It is a meeting between two persons
with a specific purpose. It may be defined a any purposeful inter-personal communication between two
individual or parties. In terms of structure and format interviewing is therefore a more formal form of dyadic
communication. (Dyadic communication refers to interpersonal communication between two individuals. It's
a two-way interaction involving sharing of information, ideas, feelings, and feedback. In dyadic
communication, both parties engage in active listening, speaking, and understanding each other's
perspectives.) However, an interview situation may consist of one interviewee and several interviewers and
vice versa. In nut shell it is a psychological and sociological instrument. It is a systematized method of contact
with a person to know his views and is regarded as the most important method of data collection.
A job interview is a great place to showcase your personality, highlight your strengths and leave a positive
impression on your potential employer. Having certain interviewing skills like a positive attitude, honesty,
communication and active listening can influence the hiring decision in your favor. This means it is important
to work on some of the key interview skills to get hired for your desired job role.

Purpose of Interview
Generally interviews are conducted to achieve some of the following objectives. In order to get good job one
must prepare and appear for an interview. All the interviews are having some purpose. There are various
reasons why the interviews are taken. It can be advising, finding the suitable candidate, increasing
understanding, measuring the stress etc. Few of them are mentioned below.
1. To select a person for a specific task
2. To monitor performance
3. To collect information
4. To exchange information
5. To counsel
6. To verify the candidate’s fitness for the company culture and work ethics
7. To inform the company’s expectations
8. To assess the candidate’s strong and weak points
9. To determine to their training requirements
10. To Create the scope for the candidate to ask questions regarding the position or the company

Ideal and Practical behavior during an interview

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 1. Disposition ( સ્વભાવ)
2. Career objective 2. કારકકર્દી ઉદ્દેશ
3. Subject knowledge (વવષય જ્ઞાન)
4. General knowledge (સામાન્ય જ્ઞાન)
5. Communication Skills (કોમ્યુવનકેશન સ્કીલ્સ)
6. Mental agility (માનવસક ચપળતા)
7. Consistency (સુસંગતતા)
8. Self confidence (આત્મવવશ્વાસ)

Types of Interviews
There are various types of interviews like job interview, information interview, persuasive interviews,
evaluation interview, exit interview, counseling, and conflict resolution interview, situational interview,
disciplinary interview, termination interview, group interview, stress interview, panel interview, telephonic
video conferencing interview, behavioral interview, technical etc Here are few types of interview mentioned
in detail.
1. Structured and unstructured
There are two distinct interview styles: structured and unstructured. Both have their place but serve
different purposes. Depending on the data you want, one type may be more suitable than the other, or
you may find a combination of the two works best.
A. A structured interview:
A structured interview “feels” like an interview, with the interviewer spending most of the time
asking the questions and the candidate answering them. As the name suggests, a structured
interview has structure. It is a set of sequential, close-ended questions, where all interviewees
are asked the same set of questions with the same response choices. The answer selection may
be presented as multiple choices, a sliding scale, or yes/no. It is sometimes called a standardized
interview because it uses the same set of questions for each person and gathers information
using the same set of variables. Answers are assigned a numerical value, making it simple to
run data analysis.
B. Unstructured Interview
An unstructured interview flows more like an everyday conversation, with both parties
speaking or listening according to how the conversation unfolds. While structured interviews
rely on standardized questions, unstructured interviews are quite the opposite. The interviewer
may rely on spontaneity and ask questions about the topic being researched. It is more
conversational, less formal, and usually more relaxed. Questions are unprepared, but the
interviewer must know the subject to present relevant questions. Interviewees are often less
prepared for unstructured interviews since answers require thought and often opinion.
Unstructured interviews ask open-ended questions and feel friendlier than structured
interviews.
C. Situational Interview
Situational interview questions ask interviewees to explain how they would react to
hypothetical questions in the future, while behavioral interview questions ask interviewees to
explain how they have dealt with actual situations in their past. Hiring managers use situational
interview questions to ask potential employees to describe how they would face a common
workplace challenge, such as being paired with a difficult co-worker or dealing with an unhappy
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 customer. Though some might find them daunting, situational interview questions can offer job
seekers a valuable opportunity to showcase their thought processes and problem-solving skills
in a job interview. As a result, situational interview questions will allow you to paint a picture
of how you might deal with a hypothetical situation that you’ve never experienced.
D. Behavioral Interview
Behavioral interviewing is a technique that assesses a candidate’s ability to meet the job
requirements based on their previous experience. The technique is based on the idea that past
performance is the best indicator of future performance. Therefore, the way candidates have
used their skills in the past can predict how they will perform if you hire them. Using behavioral
interviewing techniques, you want the candidate to tell a story that highlights their ability to
perform essential job functions and be successful in the position. Behavioral interviews focus
on a candidate's past experiences to assess how they've navigated specific situations and utilized
skills relevant to the position. Rather than asking theoretical “How would you handle ___?”
questions, your interviewer will focus instead on concrete “How did you handle ___?”
Behavioral interviewing is a simple yet highly effective method of determining a candidate’s
qualifications.
Technical Interview
Essentially it is an interview to assess your technical ability for the role, and the depth and
breadth of your knowledge in your chosen field. Technical interviews are also designed to
assess your problem-solving skills, your communication skills, and your ability to think under
pressure. The purpose of technical interview questions is to assess if your level of technical
knowledge is on par with what is required for the position you are interviewing for. Depending
on the company, technical interviews can take place over the phone, via video conferencing
online and in person. The interviewing process may be an hour-long or consist of several
interview rounds that can take up an entire day. During these time-frames, you can expect to
face everything from regular technical proficiency questions to brainteasers and problem-
solving questions. In these interviews, you will have to prove that you have the necessary skills
and abilities to handle the job responsibilities and meet the company’ expectations.