Group Members

NAME REGISTRATION
NUMBER
1 Clive Mhariwa R1810874
2 Elizabeth R Kanyamura R1811331
3 Emmanuel I Chikoo R1810873
4 Lisar Chibanda R1810860
5 Ronaldo Zhuwawu R1811062
6 Tafadzwa Matanhire R1814170
7 Tinotenda Tagarira R1811051
8 Zakariah Shope R185841Z
 Presentation Outline

1 2 3 4

Introduction, Types of Preparation, Impression

General Interviews Question Management,
Description of Types, Grooming,
an Interview Language Etiquette
Ability and
NCV Issues
1.0 Introduction
 1. Introduction
An interview is a very systematic procedure designed to obtain
information from a person’s oral response to oral inquiries.
The word interview comes from the Latin and French words meaning to
“see each other”
An interview is a formal meeting between people (the interviewer and the
interviewer)where the questions are asked by the interviewer to obtain
information ,qualities , attitudes , wishes from the interviewee.
 1. Introduction
Interviews usually take place face to face and in person although
modern communication technologies such as internet have enabled
communication between parties who are geographically separated.
This is through video conferencing and telephone interviews
 Types of Interviews
Based on count of Baaed on the Based on judging Based on the Based on the task
people involved planning the abilities facilities or settings
involved Apprenticeship interview
Behavioral-based interview Telephonic interview
Personal Interview
Unstructured Problem solving interview Evaluation interview
Group Interview Online interview
Structured Depth interview Job fair interview Promotion interview
Panel Interview
Stress interview Lunch interview Counseling interview
Tea interview Disciplinary interview
Persuasive interview
 Based on the Count of People Involved
1 Group interview:
This involves multiple candidates and they are given a topic for
discussion. They are assessed on their conversational ability and how
satisfactorily they are able to have their own views and make others
believe in them. Here, the best among the lot gets selected .This is when
the interviewee is grouped with potential co-workers, the interviewer
will assess how you interact with others.
One has to try to find a balance between standing back as a wallflower
and dominating the conversation. The ability to step up and engage but
show that you are willing to listen to others as well is also assessed.
Example: Fresher posts and mid-level sales posts
 Based on the count of people involved
1 One-to-one interview (Personal interview):
It is the most common among the interview types, it involves
the interviewer asking questions maybe both technical and
general to the interviewee to investigate how fit the candidate
is for the job.
Example: Posts in small organizations and mid-level and
high-level jobs in big organizations.
 Based on the count of people involved
1 Panel interview (Committee Interview):
The interviewers here are a group from among the company
people who are in a senior position and usually, the panel
interview is when the candidate is supposed to make a
presentation. But many-a-times it could be for the job
interview as well.
Example: Mid-level and high-level jobs.
 Based on the Planning Involved:
1 Structured interview (Formal interview or guided interview):
Here in the traditional form of an interview, the questions asked are all in a
standard format and the same is used for all the candidates. This is to assess
the ability of all the candidates impartially.
Example: Entry-level jobs for fresher.
2 Unstructured interview (Informal interview or conversational
interview):
This is the opposite of a structured interview. Here the interviewer has a
definite idea in mind about the questions to be asked, but it doesn’t follow a
certain format. The interviewer may deviate, and a conversation type
interview follows.
Example: Mid-level job interview for managerial position
 Based on Judging the Abilities:
1 Behavioral-based interview:
The interviewee is asked questions about past work experiences and how it was dealt with
in a situation. This helps the interviewer understand the candidate’s future performance
based on his past experiences. Here the candidates need to provide examples when they
have handled situations. The probing maybe in detail to assess the candidate’s behaviour
and responses and this determines the candidate’s future job prospects.
Example: Interview for managerial positions, executive posts.
2 Problem-solving interview (Task-Oriented interview):
Here the interviewer is more concerned about problem-solving abilities be it technical,
managerial, creative or analytical skills. This is the most common among the interview
patterns and it may involve either writing and answering a questionnaire set or answering
the technical questions orally.
Example: Interviews for Software recruitments, technical industries, and managerial
positions.
 Based on Judging the Abilities:
3 Depth interview (In-depth interview):
When you need to ascertain everything about the interviewee right from life
history, academic qualifications, work experiences, hobbies, and interests; you
conduct the depth interview.
Here the interviewer has a clear idea about the questions he will be asking but
once the question is asked, he allows the conversation to flow and is more of a
listener. This interview takes time and more of a friendly approach of the
interviewer towards the interviewee.
Example: For executive posts.
4 Stress interview
Very rare, but such interviews are conducted to see how the candidate will be
able to react in stressful situations and to assess if he will be able to handle the
crisis at his job.
 Based on Judging the Abilities: (Stress Interview)

Tactics involved include:

1 Completely ignore the candidate by maybe, making a phone call in the
middle of the interview.
2 Or some other tactic like continuously interrupting the candidate when
he answers the questions.
3 Trying to enforce your point of view forcefully even if he disagrees.
4 Asking a whole lot of questions all at once.
5 Interrupting him by asking another question not related to his answer.
Example: For banker jobs.
 Based on the Facilities or Settings:
1 Telephonic interview:
This interview is conducted over the phone and its main
objective is to narrow down the probable list of candidates so
that only the most eligible ones finally get shortlisted. This is
done in the initial stages and before the personal interview.
Also when the candidate is far-off, the company first conducts
a telephonic interview and if satisfied then arranges the travel
expenses for a one-to-one interview.
Example: Interview for entry-level jobs.
 <Insert Heading>
2 Online interview (Video interview or Skype interview):
This interview may be was done by instant messaging, online chats, email or
through videos. This involves the interviewer asking questions just like in a
personal interview.
This is done based on situations like if the interviewee resides far-off or if the
interview at the appointed time gets cancelled due to valid reasons. Also, it is
more convenient for the interviewer that he can fix the interview at his spare
time and convey the message to the candidate a few hours before or so.
This helps as the interviewer doesn’t need to inform the candidate many days
in advance.
Example: Interview for mid-level posts
 Based on the Facilities or Settings:
3
Job Fair Interview (Career Fair interview):
Here the interviewer does a mini-interview to know the qualifications and
the technical knowledge. Then basic technical questions are asked to know
if the candidate can proceed further for the main interview. This is a very
short interview to net only the potential candidates.
Example: Interviews for fresher jobs held at the college campus.
4 Lunch interview:
This interview is more of a conversational interview mainly designed so that
the interviewer gets to know more about the candidate. This also helps the
interviewer to assess how the candidate conducts himself in a less-formal
environment and how he presents himself.
Example: Interview for managerial and sales posts.
 Based on the Facilities or Settings:
5 Tea interview:
This is the same as a lunch interview but only that it differs in the time
limit. Here the interviewee gets less time to prove himself. The
interviewer here has a structured format for questioning since there is a
time limit.
Example: Interview for positions in the fashion and glamour industry
and sales posts.
 Based on the Task:
1 Apprenticeship interview:
Here the candidate is a novice and the interview is a very formal one
with general questions and some skill related questions being asked.
Example: Interview for training programs in organizations.
2 Evaluation interview:
In this interview, a fixed set of questions are asked and a scori system
evaluates the points scored. This type of interview negates the scope
of the personal bias of the interviewer.
Example: Interview in corporate organizations
 Based on the Task:
3 Promotion interview:
This is for an employee of the company seeking a higher position
for career enhancement purposes.
Example: Interviews in mid-level posts.

4 Counseling interview:
When employees are called and their problems and solutions are
discussed within the organization, such meeting type interviews are
called counselling interviews.
Example: Interviews in big organizations
 Based on the Task:
5 Disciplinary interview:
Here an individual or number of employees or sometimes the employee union is
interviewed for their misconduct or non-performance. This is more sort of a
meeting between the manager and the employees to get the problem resolved.
Example: Interviews in big companies
Persuasive interview:
6 The interviewee here has to persuade the interviewer to accept his point of view
as in case of an employee persuading his manager to implement some changes
in the policy or a sales manager persisting on selling a product.
Example: Interviews in mid-level managerial posts
 3.1 Employment Interviews
It is an interview consisting of a conversation between a job applicant
and a representative of an employer. It is conducted to assess whether
the applicant should be hired.
It is a device used to select and evaluate potential employees.
It provides a primary opportunity to learn about a candidates work
experience, education and interpersonal abilities.
An employment interview typically precedes the hiring decision.
 3.1 Employment Interviews

It also allows the candidates to assess the corporate culture and

demands of the job. Moreover, various aspects of the company
operations and expectations. Necessary skills of the employment
should be defined.
These are usually called CRITICAL SKILLS Taking considerable time
prevent poor hiring for the employment vacant.
 3.1 Employment Interviews

Preparation is the key to a successful employment interview.

A successful employment interview may be insured by free of distractions and
interruptions.
The follow up process should be clear to the candidates after the interview.
 3.1 Employment Interviews
Candidates should be left with the bests impression of the company
regardless of whether offered or not offered the employment.
Types of employment interviews includes
1
Behavioural interviews
2
Panel interviews
3
Group interviews
4
Phone interviews
5
Online interviews
 Preparation
Remember you will never get a second chance to make a first
impression
A pic here if possible
 Preparation Steps
1 Choose what you are going to wear.
2 Practice greeting your interviewer.
3 Study your resume and know everything on it.
4 Practice answers to most common interview questions. for example:
5 tell me about yourself; why do you think you would be great for this
job?
6 Research about the company and job position you applied for.
7 Find out about the type of interview you will be going on.
8 Know the venue and arrive on time
 Interview Questions
1 Various types of questions will be asked during interviews.
2 Responses need to be targeted for the job one is interviewing for.
3 Responses should show the employer that the interviewee is a
qualified candidate for the job.
 Interview questions types
1 Credential verification question
Resume verification questions
The purpose is to objectively verify credentials presented in the curriculum vitae.
Example: How long were you employed at company xxxx?
2 Experience verification question
The subjective evaluation of the experiences in your background
Example: What were your responsibilities in that position?
3 Opinion question
They subjectively analyse how you would respond in a series of scenarios.
Examples
What would you do in this situation
What is your greatest weakness?
 Interview questions types cont’d…
4 Behavioral question
The interviewee is required to respond with specific examples of how he handled
situations in his workplace.
To objectively measure past behaviours as potential predictor of future results.
Examples: a) What were the steps you followed to deliver that result? b)Can you give a
5
specific example of how you did that?
Competency questions
Candidates give examples of times in which they demonstrated particular skills or
attitudes.
Example: a) Can you give examples of your leadership skills? b) Explain in a way in
6
which you sought creative solution to a recent problem you needed to solve?
Case questions
Evaluation of the interviewee’s problem-solving abilities.
Usually situations related to the organisation.
 Interview Language Ability
The candidate should communicate clearly and engage the
interviewer as a confident professional.
Should also be able to outline credentials in an authoritative manner.
Do not use slang during the interview.
Speak clearly and definitely
 Interview Language Ability Cont’d…
1 Informative language
Use language skills to provide a detailed and informative overview of
who you are personally and professionally.
Do not be overconfident but rather impress interviewers with facts
about your accomplishes and abilities.
2 Descriptive language
Provide relevant details about the areas interviewers ask about .
Use descriptive language to give prospective employers a full view of
what you are capable of.
 Interview language ability cont’d…
3 Persuasive language
Interviews are about selling oneself.
Every response to an interviewer’s question should persuade
him in some way that you are an ideal candidate for the job.
Use optimistic positive language to sell yourself.
4 Decisive language
Use confident and decisive language when responding to questions.
Establish yourself as someone who is not afraid to make decisions.
 Nonverbal Communication (NVC) Issues

A big part of the success of the interviewee’s answers is actually the nvc.
The interviewer will be observing these throughout the entire interview.
NVC include: body language; paralanguage – elements of speech
besides words e.g. voice pitch, speaking speed, pauses and sighs, facial
expressions, eye contact.
It also includes the candidate’s attire and grooming.
Nonverbal Communication (NVC) Issues Cont’d…

While you wait for the interview sit quietly and patiently- no phone
calls.
Shake hands with the interviewer, if need be.
Firm handshake – not sticky, weak or ineffectual.
Avoid sweaty palms by visiting the restroom to wash hands or keep
a tissue in the pocket to wipe them (keep palms open rather than
clenched fists).
Nonverbal Communication (Nvc) Issues Cont’d…
NVC during the interview
Make eye contact with the interviewer from time to time – it shows
one is confident and honest.
A moderate smile and nod at appropriate times when the interviewer
is talking shows you are paying attention.
Be polite and keep an even tone of your speech.
Keep your feet on the floor and your back straight against the lower
back of the chair.
Do relax and lean forward a little towards the interviewer.
Nonverbal Communication (NVC) Issues Cont’d…

Do not let your arms fly around when making a point.

Avoid crossing your arms or keeping hands your at the back – can
make one seem closed off and unengaged.
If you do not know what to do with your hands: Stay calm and rest
your hands on your lap.
Do not interrupt nor show anger.
Avoid pointing which can be seen as aggressive.