WIRCACA: QUIZ 1 - INTERVIEW

Interviews

It is perhaps the most critical event of the job search process.

Interview

It refers to a one-on-one conversation between an interviewer and an interviewee.

interview

It is essentially a structured conversation where one participant asks questions, and the other provides answers.

Job interview

It is a one-on-one interview consisting of a conversation between a job applicant and a representative of an employer/ company.

Interview

Based on this, the employer can immediately make conclusive decision regarding the eligibility of the applicant for the position he/she is applying for.

Candidate Evaluation

Job interviews provide employers with an opportunity to assess candidates beyond their resumes or application materials.

Candidate Evaluation

Interviews allow employers to evaluate a candidate's qualifications, skills, and experience.

Candidate Evaluation

It helps them determine if the candidate is a good fit for the organization and the specific role.

Skills and Competency Assessment

Interviews enable employers to assess a candidate's skills, knowledge, and competency levels.

Skills and Competency Assessment

Through various interview questions and scenarios, employers can gauge the candidate's ability to handle job-related tasks, solve problems, think critically, and demonstrate relevant expertise.

• Traditional One-on-one Interview

• Group Interview

• Behavioral Interview

• Competency-Based Interview

• Case Interview

• Phone Interview

• Structured Interview

• Unstructured Job Interview

These are the 8 types of job interview.

Traditional One-on-one Interview

It is usually conducted by a representative of the company, most likely the manager of the position.

Traditional One-on-one Interview

Since the applicant will work directly under this person, the manager wants to assess the applicant’s credentials and get a feel of him if he is qualified for the job.

Traditional One-on-one Interview

An example of this is a Human Resource Manager interviews an individual applying for the position of Recruitment Staff.

Group Interview

This type of interview is usually being utilized for efficiency and practical reasons since the interview is done all at the same time to prescreen applicants.

Group Interview

This can be done by a group (or panel) of interviews or one interviewer before a group of applicants.

Group Interview

An examples of this is a bank manager, a bank operations supervisor, and a recruitment staff interview an applicant to assess his qualification for the position as a bank teller.

Group Interview

An example of this is a school admissions officer interviews/ pre-screens a group of students applying for full scholarship in their university.

Behavioral Interview

This type of interview aims to assess future performance based on various situations/ experiences (past-experience) of the applicant in the past.

Behavioral Interview

In this type of interview, the employer would like to determine how the applicant handled situations/ problems in his previous work and how he managed to solved them.

Behavioral Interview

An example of this is a medical Director interviews a doctor applicant on how he managed to handle various cases of patients from his previous hospital assignment.

Competency-Based Interview

This type of interview is conducted to determine if the applicant possess the knowledge and skills that match with the specifications of the job.

Competency-Based Interview

An example of this is the sales manager would like to determine ways/ strategies used by a sales agent applicant to reach his target sales in a year.

Case Interview

This type of interview makes use of business cases/ scenarios (situational) where the applicant will be asked about his strategies on how to solve or handle the case.

Case Interview

An example of this is a school principal interviews a teacher applicant on how he would manage a class with disruptive behaviors.

Phone Interview

This type of interview is usually the first step in a series of job interviews, wherein the recruitment staff or, some cases the employer calls the applicant, either scheduled or unscheduled, to initially screen them.

Structured Interview

This type of interview is utilized by the employer to assess and compare all applicants in an impartial way asking them the same question.

Unstructured Job Interview

This type of interview is more flexible such that the interviewer asks follow-up questions based on interviewee’s responses.

Unstructured Job Interview

The flow of this type of interview is casual, although the interviewer may have prepared questions in advanced.

Unstructured Job Interview

The choices of this interview’s question by the interviewer usually depend on the direction of the conversation that transpires.