Explain different types of Interview.
Ans.   Interviews may be classified into following categories :
1.     Patterned or Structured Interview : This is the most common method of interview. It is based on the assumption that to be most effective every pertinent detail should be worked out in advance. Questions would be asked in a particular order, with very little deviation. The time to be allowed to each candidate and information to be sought are predecided. Such interviews are also called standardized interviews, for they are pre-planned to a high degree of accuracy and precision. Such interview is also known as directed or guided interview. Patterned interview helps to minimize personal bias and prejudice and provides uniformity and consistency. It allows for a systematic coverage of the required information. But such an interview does not allow keep probing into the candidate’s mind.
2.     Non-Directed or Unstructured Interview : This type of interview is free and is relatively non-planned as to format. The interview is not directed by questions or comments as to what the candidate should be asked. Non-directed interview is a more flexible approach and therefore the candidate feels more at case. Generally, the candidate is encouraged to express himself on a variety of subjects, on his expectations and motivations, background and upbringing, interests, etc. The interviewers look for traits of character and nature of his aspirations and his potentials, strengths and weaknesses. Thus, a better assessment of the candidate’s personality becomes possible. But unless the interviewer is very competent, the discussion may lose its direction and may become a rambling session with much wastage of time and effort.
3.     Informal Interview : Such interview may take place anywhere. It is not planned and is used when the staff is required urgently. A friend or relative of the employer may introduce the candidate to the employer, who asks a few basic question like name, education, experience, etc.
4.     Formal Interview : This type of interview is preplanned and is held in a formal atmosphere. All the formalities and procedures e.g. the venue, the time, the panel of interviewers, and the questions to be asked are decided in advance.
5.     Depth Interview : It is a semi-structure approach wherein details concerning one key area are sought. It is designed to intensively examine the candidate’s proficiency in his area of special interest. The purpose is to get a true picture of the candidate through deep probing into his mind. This type of interview requires a mature understanding of human behaviour on the part of the interviewer.
6.     Group Interview : In this type of interview, groups rather than individuals are interviewed. Generally, a topic for discussion is given to the group. The applicants enter into group discussions, knowing that the interview is a test, but do not know which qualities are being measured or tested. The candidates in the group are carefully watched as to who takes a lead in the discussion, who tries influencing others, who summarises and clarifies issues and who speaks effectively. In this type of interview, the emphasis is on the analysis of the interviewers impressions from discussions rather than a factual information. Such interview is based on the assumption that behaviour displayed in a group situation is related to potential success in the job.
7.     Panel Interview : Such interview is conducted by a group of interviewer. It seeks to pool the collective wisdom and judgement of several interviewers. Question are asked in turn or at random.
8.     Individual Interview : This is also called as one-to-one interview. It is a face to face interaction between the interviewer and the candidate. It is a two-way communication and there should be purposeful exchange of ideas.
9.     Stress Interview : The purpose of such interview is to find out how a candidate behaves in a stressful situation i.e. whether he loses his temper, gets confused or frightened or feels frustrated. The interviewer deliberately puts the candidate on the defensive by trying on annoy, embarrass or frustrate him. In order to put the candidate under strain, the interviewer asks questions rapidly, criticizes his answers, interrupts him frequently and so on.
         Such interview must be handled with utmost care and skill. It may not necessarily reveal how the candidate will behave in a real stressful situation involved in the job.
10.   Exit Interview : This type of an interview is conducted by an organisation with those employees who have put in their resignation papers. It may be conducted on the last day of employment of the employee. Exit interview helps to find out why the candidate is resigning from the job.
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