INTERVIEWS AND ITS TYPES

INTRODUCTION

An interview is a psychological and sociological instrument. it is an interaction Between two or more persons for a specific purpose, in which the interviewer asks  interviewee specific questions in order to assess his/her suitability for recruitment, admission or promotion. It can also be a meeting in which a journalist asks Somebody questions to determine their opinions. It is a systematised method of Contact whiten a person to know his/her views and is regarded as the most important method of data collection. In addition, interviewing a person gives an idea of how effectively the person can perform a particular task.
                   we may have to face interviews at different times in our lite. if we consider an interview just as an interaction between two or more people, we may not feel nervous to ace the panel members of an interview. However, the thought am being observed and assessed by each member" often makes one nervous.

                  Although the nature of interviews may be different for different organisations, several rules are Common for all. For example, for any job interview, one needs to prepare or update one's resume, know the profile of the company, prepare answers for commonly asked questions, etc. This chapter throws light on how you can achieve Success by adopting certain strategies before, during and after an interview, especially a job interview.

OBJECTIVES OF INTERVIEWS

Interviews may be conducted for various reasons. Generally, interviews are conducted to achieve some of the following objectives:
1. To select a person for a specific task

2. To monitor performance

3. To collect information

4 To exchange information

5. To counsel

TYPES OF INTERVIEWS

Depending on the objective and nature, interviews can be of the following types:

1. Job Interviews

2. Information Interviews
3. Persuasive Interviews
4 Exit Interviews

5. Evaluation Interviews
6 Counselling Interviews

7. Conflict resolution Interviews
8. Disciplinary Interviews
9. Termination Interviews
10. Media Interviews

Each of the above types has a slight different approach. For example, in a job interview you may have to convince the interviewer that you are the best person for the job, whereas in a termination interview your employer may have to convince you that your services have been terminated tor reasons ult are specific, accurate and verifiable. Comparing the involvement and conduction or the interviewer and the interviewee,

an interview can be divided into three types: Telling, Listing and Problem Solving:

Telling:

in a telling interview the flow of communication is almost entirety one way-allows. it is used most effectively in a directing, time-constrained Situation, but it can cause hostility and defensive behaviour when the employee does not have the opportunity to participate.

Telling and listening

in a telling and listening interview, more feedback from the subordinate is avoid out the interviewer still maintains control over the flow of communication.

Problem-solving

in a problem solving interview the flow of communication is two-way. The builk of communication is upwards, a genuine rapport is established, ideas are pooled and exchange facilitated.

1. Job interviews

In job interviews, the employer wants to learn about the applicant's abilities and experiences and the candidate wants to learn about the position on offer and the organisation. Both the candidate and the employer hope to make a good impression and to establish rapport. in the initial round, job interviews are usually formal and structured. But later, Interviews may be relatively spontaneous as the interviewer explores the candidate's responses.

2 Information Interviews

The interviewer seeks facts that bear on a decision or contribute to basic understanding. Information flows mainly in one direction: one person asks a list of questions that must be covered and listens to the answers supplied by the other person e.g. doctor-patient, boos-Subordinate etc.

3. Persuasive Interviews

One person tells another about a new idea, product or service and explains why the other should act on his/her recommendations. Persuasive interviews are often associated with but are certainly not limited to, selling. The persuader asks about the other person's needs and shows how the product or concept is able to meet those needs. Persuasive interviewers require skill in drawing out and listening to others as well as the ability to impart suitable information, adapted to the situation and the sensitivities of the interviewee.

4. Exit Interviews

In exit interviews, the interviewer tries to understand why the interviewee is leaving the organisation or transferring to another department or division. A departing employee can often provide insight into whether the business and human resource is being handled efficiently or whether there is a considerable scope for improvement. The interviewer ends to ask all the questions while the interviewee provides answers. Encouraging the employee to locus on events and processes rather than on personal gripes wi elicit more useful information for the organisation.

5. Evaluation Interviews

A Supervisor periodically gives an employee feedback on his/her nonperformance. The Supervisor and the employee discuss progress towards predetermined standards or goad a ind evaluate areas that require improvement. They may also discuss goals for the coming year, as well as the employee's long-term aspirations and general concord

6. Counselling Interviews

A Supervisor talks with an employee about personal problems that are interfering with work performance. The interviewer is concerned with the welfare of both the employee and the organisation. The goal is to establish the facts, convey the company's concern and steer the person towards a source of help. Only a trained professional Snout older advice on problems such as substance abuse, marital tension and financial trouble

.

7. Conflict Resolution Interviews

In conflict-resolution interviews, two competing people or groups of people with opposing points of view, such as Smith versus Jones, day shift versus night shit, General Moors versus the United Auto Workers, explore their problems and attitudes. The goal is to oaring the two parties closer together, cause adjustments in perceptions and extrudes and create a more productive climate.

8. Disciplinary interviews

in disciplinary interviews, a supervisor tries to correct the behaviour of an employee who has ignored the, organisation's rules and regulations. The interviewer tries to get the employee to sae the reason for the rules and to agree to comply. The interviewer also reviews the tact and explores the person's attitude. Because of the emotional reaction that is likely, neutral observations are more effective than critical comments.

9. Termination interviews

A supervisor informs an employee of the reasons for the termination of the latter's job. The interviewer tries to avoid involving the company in legal action and tries to maintain a positive relationship witn the employee. accomplish these goals, the interviewer gives reasons that are specific, accurate and verifiable.

10. Media Interviews

Most of us might have watched programmes Sun as Walk the Talk, Meet the Entrepreneur etc., as well as press conferences Organised by the government/ businesses/ industriousness television. Many &a time, reporters call up over the phone the head of an educational institution, an important person in the government or the chief executive officer (CEO) of a company to ask aurora timer Success stories or their alarming anomalies. Media interviews are generally Concatenated o disseminate information to the public on the lifestyle and achievements of an individual Dustiness or on the new policies introduced by the government When tn ere is a energy,Such as a terrorist attack, internal disturbances etc., the media conducted views twin the people in power and also win  experts in order to get their views, interpretations and more information on the steps taken by the government. At times, we may give some news and the media may interview us over the phone to confirm some part of the message or to get more information on some issue. Thus, media interviews can help viewers to get quick updates
on the issue.
In our processions, we may come across most of the types of interviews mentioned
above. However, in this chapter, we will focus mainly on job interviews and later on
provide some tips for taking control in media interviews and press conferences. in the
following section, we will discuss the various aspects of job interviews such as employers
expectations, certain critical success and failure factors, preparation, process, fallow-up
and guidelines.