Overview Of Styles And Types Of Interview English Language Essay

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Every employee has to go through an interview when getting a job and a company needs to interview the employee because hundreds or maybe less are applying for the same position. The companies are using the interview method on getting applicants and filtering applicants. Interviewing is also getting data or information. Also, there are different types and styles of interview and each one has different impact on the result. In this way we can determine or test the applicant if he or she is the right one for the position. We can determine their attitudes, qualities, strength and weakness etc. The paper talks about the styles and types of interview and six of them are researched and analysed in this paper. These are the Audition interview, behavioural interview, meandering style interview, video interview, group interview, and telephone interview.

Overview of the styles and types of interview

Audition Interview

"Require candidates to perform specific tasks and enable employers to see a potential employee in action" (Magoon & De St. Aubin, 2007 )The Audition style is when a company wants to see the applicant in action before a company makes their decision and this type of interview usually happens on arts theatre (dance) and for some IT companies. The company may put the applicant through an event of work that determine his skills and the way he work. Also, they can give the applicant exercises based on the job he is applying to evaluate the applicant's skill level and knowledge. The audition style is very useful tool for the applicant as well, because this interview demonstrates his skill on the work cited and also can show off if the applicants have any skills that no one has or that the company would really look up to in hiring.

Behavioural Interview

"Information about the candidate's past or current behaviour" (Turner, 2005). This type of interview is commonly used by the companies around the world because of its affectivity. This interview is concentrating on the behaviour of the applicant towards work. Also, they are using their previous work behaviour to cite how they will do on the current job they are applying. They use different kinds of methods depending on the job or position. One example is they can put the applicant in a tight situation and will require the applicant to solve it. They can also ask the applicant on how he will interact with his team and if there is any issue. Also, how the applicant handle stress in his work. These kinds of methods under the behavioural interview bring out the nature of the applicant towards work thus considered effective.

Meandering Style Interview

"Usually used by inexperienced interviewers" (Jaworski, 2011) this style of Interview is typically used by small time business because it has no structure and for inexperienced interviewer who haven't been trained about their system of interviewing. This kind of interview can be manipulated by the interviewee because of lack of experience of the interviewer and may be used as an advantage to impress the interviewer.

Group Interview

"That relies upon the systematic questioning of several individuals simultaneously" (Fontana & Frey, 2000) the group interview consists of two or more applicants who are interviewed by batch of the interviewer. This type of interview tells the interviewer how the applicant is dealing with a team or how the applicant deals with other people. Also they can determine if the applicant is a leader type or just a regular employee type and the applicant's attitude towards the team or group. This interview also brings out how the applicant manages the issue with other applicants and also how this applicant is more qualified than the other applicant.

Video Interview

Now a day, technology is developing really fast and one of those technologies is a webcam. They use the webcam and a computer or a device that transmits video and voice. They use this tool for interviewing applicants who lives far away so that it is easy for the applicant to get the interview rather than booking a flight to go to the place of interview.

This technology is a good advantage of effective interviewing for people who live very far and it's very accessible wherever the applicant is. The applicant can also have the interview in the comfort of his house and never be late for interviews. The disadvantage of this style if the applicant has no internet or if there is a technical problem.

Screening/Telephone Interviews

"A preliminary interview either in person or by phone" (Damp, 2005) This Type of interview is the most common interviews among the other types and it is also the most used one it is because it will save the time of the company in the interview and also the cost of the interview. They use this type of interview for screening to make sure they are really interested on applying and having them on the 2nd interview.

Analysing further (Group Interview)

"The group interview is essentially a data gathering technique ... that relies upon the systematic questioning of several individuals simultaneously in a formal or informal setting." (Fontana & Frey, 2000) This interview has its general characteristics: the first one is "interactivity" where the interviewer is asking specific questions and getting information from the candidate based on the questions and records the information. The second one is "Iterative questioning"; it is when the interviewer is focusing on one topic or information and asking question after question to get more profundity information of the candidate. The third one is "neutrality". The interviewer should not have favouritism on any candidate even though the candidate is the potential one so that the session will be neutral and fair for all candidates. The fourth one is "raw data capture" which means literally is recording the information gathered from candidate. "Generation of new knowledge" is when an interviewer puts the candidate on a different kind of approach to an issue and observes the candidates reaction. The fifth one is "ethics" is when the moral promise of the interviewer to the candidate that the information acquired will be used in company for hiring and the confidentiality of the acquired information. Lastly is "Structure combined with flexibility" is when the interviewer has base knowledge on what specific information to search for in a candidate and still having this flexibility to divert to other information that the candidate has to put up. (Emerald, n.y)

The advantage of group interview is its "Flexible format" that the interviewee can bring up topics and issues related to the interview. Also "provides a secure atmosphere" meaning that the candidates has the freedom of their self-expression. Candidates "do not feel pressured" also means there is no great pressure on the candidate it is because the interviewer will not only focus on you but the other candidate as well. It is also "less expensive" and also less time consuming. It is literally because you're having an interview by batch. It is also generally to determine how the applicant will handle stress meaning answering questions while other applicants are listening. The disadvantage of this type of interview can be favouritism because one person can be outspoken they can "dominate" ones who is not outspoken thus making the other applicant to lose confidence. Candidates "may be embarrassed" to answer the questions relating to self-characteristics in front of the group. (Aubel, 1994)

Personal Experience

Shangri-La hotel is one of the prestigious hotels in Philippines and it was the first time I had a real interview. I usually conduct the interview for our Hotel and was using Meandering style of interview therefore I never been interviewed by a prestigious company. The hotel is using group interview because there is a lot of interns who are applying. After waiting for so many hours we were finally called and went in a room by groups of 5. Then, the Interviewer who is the training manager started calling our names for attendance and started asking questions based on how much we know about Shangri-La. She made up questions based on our CV's. The interviewer had questions like "why will I pick you among the others?" and that was a stressing question also for me a crushing question. After that we were told that we will be emailed if we got accepted or not and for F&B applicants, they have to go to another type of interview. The second interview is one on one but a short one and the reason for it is to really to know what you know about the outlet they will put you. They also asked simple questions like what do you prefer? What kinds of environment do you comfortably work with? And so on.

The styles they used in the first interview are mixed with group interview and stress interview. It is because they are trying to know whether you can handle stress with a group and also how will you respond to the given situation they put up. Basing on what they trying to do is separating the leader from the follower and putting the leader in a more responsible position. For me it is unfair to the person who has the least experience and the least knowledge also a bit harsh because they are the ones who are getting crushed in the interview by the ones who has the experience and knowledge. This kind of style makes people lose their confidence on one's self because others are much more outspoken but for me the company has its reasons. Also because of their standings in the industry and they have their quality standard that they follow. This is one good benefit from the company because they are hiring the best people. Having this kind of mix of style of interview, pulls out the color of the applicant meaning the behaviour and attitude of the person towards a team or group that also relates to their main core values as a company.

The second interview was a follow-up interview and is because they want to know who the guy to be on this responsible position. The manager needs to have a face to face interview with these candidates that the HR picks in the first interview and to have less time in interviewing a lot of applicants. This kind of interviewing is better than the group interview because you tend to be more relaxed because it is just the candidate and the interviewer. You tend to have more confidence because there is no competition and for me the best interview style is one on one interview rather than the group because you tend to express more of yourself rather than the group.

Conclusion

There are different types of interviews and they all have their own result thus having different pros and cons. Knowing this different types of interview is essential key getting the job. Applicants just need to prepare and the rest is history.

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