The typology of interviews can be classified into two dimension as follows:1. Types Of Interview On The Basis Of ObjectivesThe main objective of an interview is to obtain additional information from the candidate. In this regard following types of interviews are conducted:
A. Preliminary Employment InterviewThis type of interview is concerned with screening candidates initially if they are under-qualified. It is conducted to verify whether further detailed interview will be required. The candidates are provided with job details and they can compare themselves whether they will suited for the job. This method saves time and money in employee selection for the organization.
B. Final Selection InterviewIt is conducted at the time of final selection of the candidates. This is concerned with g0-not-go decision. Candidates passing other selection hurdles are interviewed to verify the accuracy and qualify the information provided in the application. If the selector thinks a particular candidate is a genuine one, he/she will be selected for placement.
C. Follow-up Placement InterviewThis interview is conducted in order to provide the selected applicant with permanent duties and responsibilities when he/she has successfully completed the probation period. This is for socialization of an employee in the organization.
D. Exit InterviewExit interview is conducted at the time of leaving the organization. The employee who wants to leave the company is asked with the reason for his/her resignation.
2. Types Of Interviews On The Basis Of MethodsThere are different methods of conduction of an interview. Some of them are as follows:
A. Structured InterviewStructured interview follows a standard list of questions or plan prepared for all candidates. Along with questions, acceptable responses are also specified in advance. It is useful for valid results, especially when dealing with a large number of applicants.Moreover, under this method, a standard checklist is predetermined for all candidates.
B. Unstructured InterviewThis method if interview follows a list of questions which are not prepared in advance. In it, the interviewer prepares the general outline of subject matter and is free to ask any questions resulting to the topic. Under it, the questions are made up during interview which helps to probe personal details of the candidates.
C. The Stress Interview
Stress interview is conducted in order to evaluate the patience of an employee. Under it, the applicant is intentionally put under stress by frequently interrupting, asking too many questions at a time, accusing him that he is lying, and so on. This is conducted for the job which are to be performed in a stressful environment.
D. The Depth InterviewDepth interview is conducted especially for higher level or managerial jobs. It tries to portray the candidate in depth and detail. This is suitable for executive selection.
E. Board InterviewBoard interview is that type of interview under which one candidate is interviewed by a group of experts known as interview board. They ask several questions in their areas of specialization and assess the potentiality of the candidate individually. It is held by not a personal rather than by an interview committee.
F. Group InterviewUnder group interview, a group of candidates are interviewed at a time. It is conducted in order to know how candidates behave in group. The candidates are given a job related topic for their comments and discussions. Reactions of the applicants take place which can be observed by the interviewers.
