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Types of Interviews

Interviews have become a relevant part of the recruitment process. Whatever the skills and behavioral tests assess, a personal interview always is considered of prime importance. Companies may follow different interviews for different positions at different situations. Some of the types of interviews that the organizations may practise are :

1. Unstructured Interview
Involves a procedure where different questions may be asked to different applicants.

2. Situational Interview 
Candidates are interviewed about what actions they would take in various job-related situations. The job-related situations are usually identified   using the critical incidents job analysis technique. The interviews are then scored using a scoring guide constructed by job experts.

3. Behavior Description Interviews
Candidates are asked what actions they have taken in prior job situations that are similar to situations they may encounter on the job. The interviews are then scored using a scoring guide constructed by job experts.

4. Comprehensive Structured Interviews
Candidates are asked questions pertaining to how they would handle job-related situations, job knowledge, worker requirements, and how the candidate would perform various job simulations. Interviews tapping job knowledge offer a way to assess a candidate's current level of knowledge related to relevant implicit dimensions of job performance (i.e., "tacit knowledge" or "practical intelligence" related to a specific job position)

5. Structured Behavioral Interview
This technique involves asking all interviewees standardized questions about how they handled past situations that were similar to situations they may encounter on the job. The interviewer may also ask discretionary probing questions for details of the situations, the interviewee's behavior in the situation and the outcome. The interviewee's responses are then scored with behaviorally anchored rating scales.

6. Oral Interview Boards
This technique entails the job candidate giving oral responses to job-related questions asked by a panel of interviewers. Each member of the panel then rates each interviewee on such dimensions as work history, motivation, creative thinking, and presentation. The scoring procedure for oral interview boards has typically been subjective; thus, it would be subject to personal biases of those individuals sitting on the board. This technique may not be feasible for jobs in which there are a large number of applicants that must be interviewed.

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