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25
Applying for a Job.
Going through an Interview.
Types of interview
There are two schools of thought about interview behaviour. One school assumes
that adults' personalities have formed and stabilized, and that their future behaviour can
be predicted from their past behaviour. People will respond honestly and openly if they
are in a friendly atmosphere. The interviewers will seek to learn from the interviewee
how she/he coped with a variety of situations by discussing past experience and
behaviour. This, they believe, will provide some insight into how she or he may behave
in the future.
The second school assumes that people will exaggerate their strengths, and minimize
their weaknesses, even though this may be done unintentionally. In order to predict
future behaviour, therefore, the only evidence is that interviewee shows during the
interview. So the interviewers who hold this view will set up a variety of situations,
which, they believe, will provoke the candidate to exhibit their true behaviour. This,
they assume, is how the candidate will behave in a similar situation in the future.
1. In one-to-one interviews one trained specialist conducts all the interviews and
selects the most appropriate applicant. The questions follow the most logical pattern.
2. Successive interviews - where more than one interviewer is used, successive
interviews each with a different manager are conducted.
3. In tandem interviews a line manager with a personnel specialist conducts an
interview. This is an economical and efficient use of time - only one interview is
conducted.
4. Panel interviews are often used in the public sector. Up to 5 people will sit on a
panel and the candidate will be interviewed once only, but by the whole panel. It is
more like a tribunal sitting in judgment than an interview.
Panel interviews have certain advantages:
• Each interviewer can specialize in asking different questions.
• All the interviewers take part in a joint assessment of the candidate reducing the
risk of a personal bias.
However, there can be disadvantages:
• Questioning may be disorganized and repetitive.
• The candidate may look ill at ease.
5. Board interviews are conducted with many more representatives of the employer.
Boards of more than 20 employers may conduct selection for senior positions. In
addition to the advantages of panel interviews, the board interview is useful to reveal
the behaviour of the candidate under stress. Still, this procedure is not very effective.
Large numbers of interviewers can make the final assessment of the candidate very
difficult. Often some board members are not expert interviewers, and may be more
interested in projecting their own image than gathering evidence about the candidates.
Coordinated, logical questioning is unlikely, and control of proceedings is very difficult
for a chairperson.
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