What is Interview ?

 

Meaning of 'Interview'

An interview is a formal conversation between two or more people, typically with one person, the interviewer, asking questions to obtain information, assess qualifications, or evaluate the suitability of a candidate for a job, admission, or other purposes.

Interviews are commonly used in various contexts, including employment, academic admissions, journalism, and research, to gather insights, make informed decisions, or establish a connection between individuals.

Types Of Interviews

Since job interviews don't have a set format, job seekers must prepare for several types of interviews. Here's a closer look at some of them.

Structured Interviews

A structured interview is a standardized and systematic questioning process where each candidate is assessed using a predetermined set of questions, allowing for fair and consistent evaluations.

Characteristics

• Pre-determined Questions: In structured interviews, the interviewer asks a set of standardized questions to all candidates. These questions are often prepared in advance and are the same for every interviewee.
• Consistency: The goal is to maintain consistency in the interview process, ensuring that each candidate is evaluated based on the same criteria.
• Quantitative Analysis: Responses are typically evaluated using a predetermined scoring system. This allows for a more objective and quantifiable comparison of candidates.

Advantages

• Fairness: Structured interviews are considered fairer as all candidates are assessed using the same criteria.
• Reliability: Because of the standardized nature, these interviews tend to be more reliable, and the results are consistent across different interviewers.

Disadvantages:

• Rigidity: The structured format may limit the interviewer's ability to explore unique aspects of a candidate's background or personality.
• Less Flexibility: It may not be as effective in assessing certain soft skills or qualities that emerge in more spontaneous conversations.

How to Prepare?

• Research Common Questions: Since structured interviews often follow a standardized set of questions, research common interview questions related to the position and industry.
• Practice Responses: Practice answering these questions to ensure that your responses are clear, concise, and can highlight your relevant skills and experiences.
• Understand the Job Requirements: Familiarize yourself with the key requirements of the job and align your responses with how your skills and experiences meet those requirements

Unstructured Interviews

An unstructured interview is an informal and open-ended conversation between the interviewer and candidate, lacking a predetermined set of questions, often allowing for a more flexible exploration of the candidate's background and qualities.

Characteristics

• Open-Ended Questions: Unstructured interviews involve more open-ended and free-flowing conversations. The interviewer may have a general idea of topics to cover but does not follow a strict script.
• Exploration of Personality: The goal is often to delve into the candidate's personality, motivation, and interpersonal skills, allowing for a more holistic understanding.
• Subjective Evaluation: Evaluation is more subjective, as there is no predetermined scoring system. Interviewer judgment plays a significant role.

Advantages

• Depth of Insight: Unstructured interviews can provide a deeper understanding of a candidate's character, creativity, and communication skills.
• Flexibility: The interviewer has the flexibility to adapt questions based on the candidate's responses, allowing for a more personalized interaction.

Disadvantages

• Inconsistency: Because there is no standardized set of questions, there can be significant variation in the topics covered and the depth of questioning for different candidates.
• Bias: The subjective nature of evaluation can introduce biases based on the interviewer's personal preferences.

How to Prepare?

• Self-Reflection: Since unstructured interviews focus on exploring your personality and motivations, take some time for self-reflection. Consider your strengths, weaknesses, and what motivates you in a work environment.
• Prepare Personal Stories: Be ready to share specific examples or stories from your past experiences that demonstrate your skills and qualities. These can help provide a more comprehensive understanding of who you are.
• Stay Informed: Stay informed about industry trends and the organization's values. This can help you tailor your responses to align with the company culture.

Situational Interviews

A situational interview involves presenting candidates with hypothetical scenarios or real-life situations to assess how they would approach and handle specific challenges, providing insights into their problem-solving and decision-making skills.

Characteristics

• Hypothetical Scenarios: In situational interviews, candidates are presented with hypothetical situations or challenges they might face in the job. The goal is to assess how they would approach and handle these scenarios.
• Problem-Solving Skills: These interviews aim to evaluate a candidate's problem-solving skills, decision-making process, and ability to think on their feet.
• Realistic Challenges: Situational interviews often simulate challenges that the candidate may encounter in the actual job role.

Advantages

• Job Relevance: By presenting scenarios related to the job, situational interviews can provide insights into how well a candidate is likely to perform in the role.
• Predictive Value: The way a candidate responds to situational questions can be indicative of their future performance.

Disadvantages

• Limited Predictive Validity: The correlation between how a candidate performs in a situational interview and their actual job performance may not always be strong.
• Stress Factor: Candidates may feel added pressure in situational interviews, potentially affecting their responses and not accurately reflecting their capabilities.

How to Prepare?

• Review Job Description: Carefully review the job description and identify the key skills and competencies required. Situational interviews often focus on assessing how well you can apply your skills in real-world scenarios.
• Practice Problem-Solving: Practice responding to hypothetical scenarios by outlining your thought process and the steps you would take to address the situation. Focus on demonstrating your problem-solving and decision-making skills.
• Research the Company: Understand the challenges and situations commonly faced in the industry and by the specific company. This knowledge can help you provide more contextually relevant responses.

Behavioral Interviews

Behavioral interviews focus on assessing a candidate's past behavior and experiences to predict their future performance.

Characteristics

• Questions are designed to uncover specific examples of how candidates handled situations in the past.
• Emphasis on soft skills, problem-solving, teamwork, and communication.
• Often use the STAR method (Situation, Task, Action, Result) for responses.

Advantages

• Provides insights into a candidate's actual behavior in various situations.
• Helps assess cultural fit and interpersonal skills.

Disadvantages

• May not predict future performance accurately.
• Relies heavily on the candidate's ability to recall and articulate past experiences.

How to Prepare?

• Review common behavioral questions and prepare specific examples.
• Use the STAR method to structure your responses.
• Be ready to discuss various situations, including challenges and successes.

Stress Interviews

Stress interviews intentionally create a challenging and pressure-filled environment to evaluate a candidate's ability to handle stress and pressure.

Characteristics

• The intentional creation of a tense atmosphere with rapid-fire questioning or unconventional tactics.
• Focus on observing how candidates react under pressure.
• May involve deliberate attempts to unsettle or challenge the candidate.

Advantages

• Assesses a candidate's resilience and composure.
• Mimics high-stress situations that may occur on the job.

Disadvantages

• Can be intimidating and may not accurately reflect a candidate's true abilities.
• This may result in a negative candidate experience.

How to Prepare?

• Practice maintaining composure under pressure.
• Familiarize yourself with common stress interview tactics.
• Remember that the purpose is to observe your reaction, so stay calm and collected.

Technical Interviews

Technical interviews assess a candidate's specific knowledge, skills, and abilities related to the technical requirements of the job.

Characteristics

• In-depth questions related to technical aspects of the role.
• Often includes problem-solving exercises, coding challenges, or hands-on tasks.
• May cover a range of technical topics, depending on the job.

Advantages

• Evaluates a candidate's practical skills and expertise.
• Helps ensure the candidate possesses the necessary technical knowledge for the role.

Disadvantages

• May not capture a candidate's broader abilities or soft skills.
• Can be intimidating, especially for those with excellent skills but nervous interviewers.

How to Prepare?

• Review technical concepts relevant to the role.
• Practice coding challenges or technical exercises.
• Be ready to explain your thought process when solving problems.

One-to-One Interviews

One-to-one interviews involve a candidate interacting with a single interviewer.

Characteristics

• Direct and personal interaction between the candidate and interviewer.
• Allows for in-depth conversation and exploration of qualifications.
• Often used in initial screening or final selection stages.

Advantages

• Personal connection and rapport-building.
• Opportunity for detailed discussions.
• Quick decision-making due to direct interaction.

Disadvantages

• Limited perspectives, as only one interviewer is involved.
• May be influenced by individual biases.

How to Prepare?

• Research the company and the interviewer.
• Practice common interview questions.
• Prepare specific examples of your achievements and experiences.

Video or Phone Interviews

Video or phone interviews involve remote communication between the candidate and interviewer.

Characteristics

• Conducted over platforms like Zoom, Skype, or phone calls.
• Allows for flexibility in scheduling and location.
• Common for initial screenings and remote job positions.

Advantages

• Eliminates the need for travel.
• Convenient for both parties.
• Accessible for candidates located at a distance.

Disadvantages

• Technical issues can disrupt communication.
• Limited non-verbal cues may affect understanding.
• Potential for distractions in the candidate's environment.

How to Prepare?

• Test your equipment and internet connection beforehand.
• Choose a quiet and well-lit environment.
• Maintain good eye contact and posture during video interviews.

Types Of Interview Formats

Now that you know about the types of interviews, let us take a deep dive in interview formats:

Individual Interviews

Individual interviews involve a one-on-one interaction between a candidate and an interviewer.

They are personal and focused on individual qualifications, allow for a detailed exploration of the candidate's background, and are commonly used in the initial screening and final selection stages.

Advantages

• Establishes a direct and personal connection.
• Facilitates in-depth discussions.
• Enables a thorough evaluation of the candidate's skills and personality.

Disadvantages

• Limited perspectives, as only one interviewer is involved.
• Potential for individual biases to influence the evaluation.

How to Prepare?

• Research the company and the interviewer.
• Practice common interview questions.
• Be ready to provide specific examples of your achievements and experiences.

Group Interviews:

Group interviews involve multiple candidates being assessed simultaneously by one or more interviewers.

Here, candidates participate in discussions or activities together.

They observe how candidates interact with each other, and are common in assessing teamwork and communication skills.

Advantages

• Efficient for assessing interpersonal skills.
• Provides a glimpse into how candidates perform in a group setting.
• Saves time by evaluating multiple candidates at once.

Disadvantages

• Limited individual attention.
• May create a competitive atmosphere.
• Some candidates may be overshadowed or not fully assessed.

How to Prepare?

• Practice active listening and collaboration.
• Be mindful of both verbal and non-verbal communication.
• Highlight individual contributions within the group setting.

Panel Interviews

Panel interviews involve a candidate being interviewed by multiple interviewers simultaneously.

This involves multiple interviewers from different departments or levels, allows for diverse perspectives and evaluations, and is very common in the final stages of selection.

Advantages

• Comprehensive evaluation from different viewpoints.
• Accelerates decision-making with multiple perspectives.
• Reflects organizational collaboration in decision-making.

Disadvantages

• Intimidating for some candidates.
• Potential for conflicting opinions among panel members.
• Limited time for each interviewer to ask questions.

How to Prepare?

• Research each panel member's role and background.
• Address questions to all panel members when responding.
• Maintain eye contact and engage with all members.

Multiple-Round Interviews

Multiple-round interviews involve candidates progressing through several interview stages.

Characteristics

• Sequential interviews with different interviewers or panels.
• Gradual narrowing down of candidates.
• Allows for a more in-depth assessment at each stage.

Advantages

• Progressive evaluation for a thorough assessment.
• Provides opportunities for candidates to showcase different skills.
• Enables the organization to make informed decisions at each stage.

Disadvantages

• Time-consuming for both candidates and the hiring team.
• This may lead to candidate fatigue and burnout.
• Increases the likelihood of scheduling conflicts.

How to Prepare?

• Understand the specific focus of each round.
• Reflect on feedback from previous rounds to improve.
• Maintain consistency in responses throughout the process.

Informational Interviews

Informational interviews involve a candidate seeking advice or insights from professionals in their field.

It is Less formal than traditional job interviews and focuses on gathering information about a specific industry or role. It is a great opportunity for networking and building professional relationships.

Advantages

• Provides valuable insights into the industry or company.
• Builds a network of contacts for future opportunities.
• Demonstrates genuine interest and initiative.

Disadvantages

• Not directly tied to a job offer.
• Requires effective networking and communication skills.
• May not lead to immediate job opportunities.

How to Prepare?

• Research the industry and the professional you are interviewing.
• Prepare thoughtful questions about the industry or career path.
• Treat it as a professional networking opportunity.

Computer-Assisted Interviews

Computer-assisted interviews involve the use of technology, such as AI or pre-recorded questions, to assess candidates.

It Utilizes software for screening and evaluating candidates and includes video responses to pre-set questions. It is efficient for large-scale recruitment processes.

Advantages

• Standardized evaluation process.
• Reduces bias in the initial screening stage.
• Allows for flexibility in scheduling and location.

Disadvantages

• Lack of personal connection.
• Limited assessment of non-verbal cues.
• Potential for technical issues.

How to Prepare?

• Familiarize yourself with the technology used.
• Practice answering common interview questions on camera.
• Ensure a quiet and well-lit environment for video responses.

What Do Companies Look For During An Interview?

Companies look for a combination of skills, qualities, and attributes during an interview to assess a candidate's suitability for a particular role and their overall fit within the organization.

While specific criteria may vary based on the job and company, common aspects that companies typically evaluate include:

Job-related Skills

• Technical Competence: Assessing the candidate's proficiency in the specific skills required for the job.
• Problem-Solving: Evaluating the ability to analyze and solve job-related challenges.
• Industry Knowledge: Understanding of the company's industry and awareness of current trends.

Soft Skills

• Communication Skills: Clear and effective verbal and written communication.
• Teamwork and Collaboration: Ability to work well with others and contribute to a positive team dynamic.
• Adaptability: Willingness and capability to adapt to changing circumstances.

Cultural Fit

• Values Alignment: Shared values and alignment with the company's mission and culture.
• Team Compatibility: How well the candidate's personality and work style fit within the existing team.

Motivation and Enthusiasm

• Passion for the Role: Genuine interest in the position and enthusiasm for the company's mission.
• Drive and Initiative: Willingness to take on challenges and go beyond basic job requirements.

Problem-solving Abilities

• Critical Thinking: Capacity to analyze situations, think critically, and make informed decisions.
• Creativity: Ability to approach problems in innovative and creative ways.

Leadership Potential

• Initiative: Demonstrating a proactive approach to tasks and responsibilities.
• Decision-making Skills: Showing the ability to make effective decisions when needed.

Cultural Awareness

• Diversity and Inclusion: Understanding and appreciation for diversity in the workplace.
• Global Perspective: Awareness and openness to working in a global or multicultural environment.

Interpersonal Skills

• Relationship Building: Ability to build and maintain positive relationships with colleagues, clients, or customers.
• Conflict Resolution: Skills in resolving conflicts and handling interpersonal challenges.

Work Ethic

• Reliability: Consistency in meeting deadlines and fulfilling commitments.
• Time Management: Efficient use of time and prioritization of tasks.

Emotional Intelligence

• Self-awareness: Understanding one's own strengths and weaknesses.
• Empathy: Ability to understand and relate to the emotions of others.

Professionalism

• Ethical Behavior: Upholding ethical standards in professional conduct.
• Presentation and Attire: Maintaining a professional appearance and demeanor.

Importance of Onboarding & How it work?

 This marks the first interaction between the new employee and the management after completing the hiring process.

If you are preparing to join a new company and thinking about what to do on your first day at work, this article is for you!

Read on as we take a closer look at the significance of employee onboarding, how it improves company culture, and the top ways to prepare yourself for the onboarding process at a new job.  

Is Onboarding important for new employees?

Onboarding is essential for new employees for a multitude of reasons. It's more than just paperwork and introductions; it's the foundation for a successful and long-lasting relationship between the employee and the company.

Here are some key benefits of a well-structured onboarding process:

• Increased engagement and motivation: Feeling welcomed, informed, and supported leads to higher engagement and a genuine desire to succeed.
• Reduced anxiety and stress: A clear understanding of expectations, routines, and resources helps new hires navigate their new environment confidently.
• Faster acclimation and productivity: Onboarding provides the tools and knowledge needed to be productive sooner, reducing the learning curve.
• Stronger sense of belonging and community: Being introduced to colleagues and company culture fosters a sense of belonging and makes employees feel valued.
• Improved employee satisfaction and retention: Positive onboarding experiences translate to happier and more loyal employees who are less likely to leave.

Can Onboarding Improve Company Culture for Employees?

Onboarding can be a powerful tool for shaping and improving your company culture for employees. Here's how:

1. Sets the tone for company values:

A well-designed onboarding program can actively introduce and reinforce your company's core values, mission, and vision.

This helps new hires understand the "why" behind their work and feel connected to the bigger picture.

By showcasing these values through interactions, policies, and activities, you set the stage for a culture that reflects them.

2. Fosters a sense of belonging and community:

Onboarding can go beyond paperwork and formalities.

Activities like team lunches, buddy systems, or welcome messages from colleagues create a sense of belonging and community for new hires.

Feeling integrated into the team from the start fosters a more positive and collaborative culture.

3. Promotes open communication and transparency:

Onboarding should provide opportunities for new hires to ask questions, express concerns, and receive feedback.

This openness and transparency build trust and promote a culture of open communication within the company.

4. Encourages collaboration and teamwork:

Onboarding activities can involve group projects, cross-departmental introductions, or mentorship programs.

This encourages collaboration and teamwork from the beginning, setting the tone for a culture of cooperation and knowledge sharing.

5. Demonstrates commitment to employee development:

A strong onboarding program that invests in training methods, resources, and career development opportunities shows employees that the company cares about their growth and success.

This fosters a culture of learning and continuous improvement.

Onboarding for Employees: What to Do?

Preparing for onboarding as a new employee can make a huge difference in your first few weeks and set you up for success in your new role.

Here are some key ways that will help you prepare:

Before your start date

• Review your offer letter and contract:  Thoroughly understand your job title, responsibilities, benefits, and reporting structure. Ask clarifying questions to HR if needed.
• Research the company and its culture: Read the company website, news articles, social media pages, and employee reviews to get a sense of their values, work environment, and industry standing.
• Connect with your future colleagues: Look for your team members on LinkedIn or internal platforms and reach out with a brief introduction. This can help break the ice and build rapport before your first day.
• Gather necessary documents: Prepare copies of your ID, proof of address, bank details, and any other documents required for onboarding paperwork.
• Plan your first week's wardrobe:  Dress professionally for your first few days, following any company dress code guidelines.
• Organize your workspace at home: Set up a dedicated workspace with the necessary equipment and supplies, making it comfortable and functional for remote work (if applicable).
• Prepare questions for your manager or colleagues: Make a list of questions about your role, the team, company culture, or anything that you're curious about.
• Get a good night's sleep and arrive energized: Prepare for your first day by getting a good night's sleep and setting your alarm to arrive early on your first day.

On your first day

• Be on time and introduce yourself confidently: Make a good first impression by arriving on time, dressing professionally, and introducing yourself confidently to your colleagues.
• Listen actively and ask questions: Pay close attention during training and meetings, actively listen to instructions, and don't hesitate to ask questions for clarification.
• Be proactive and take initiative: Show your enthusiasm by volunteering for tasks, suggesting ideas, and actively participating in team discussions.
• Get to know your colleagues: Take breaks and lunch with colleagues to build relationships and learn more about the company culture.
• Take notes and stay organized: Keep track of information, deadlines, and instructions by taking notes and organizing your tasks efficiently.
• Follow up with your manager: After your first week, schedule a brief meeting with your manager to discuss your progress, ask questions, and express your continued interest in the role.