Types of business

interviews
Main Topics

What are business

interviews?
Types of business interviews
What are business interviews?

An interview is a conversation
between two or more persons that is
the interviewer and the interviewee.
Business interview is the a process in
which a potential employee is
evaluated by an employer for
prospective employment in their
company, organization, or firm.
 Types of business interviews
Employment interview
Orientation interview.
Counseling Interview
Performance appraisal
interview.
Grievance interview
Correctional interview
Exit interview
Information gathering
interview
 Employment interview
Employment interview determines whether an
applicant is suitable for a position of
employment in the organization by evaluating
him. It is usually preceded by the evaluation of
submitted resumes from interested candidates,
then selecting a small number of candidates for
interviews. Multiple rounds of may be used
where there are many candidates or the job is
particularly challenging or desirable.
The applicant may be
An outsider who has applied for the job in the
organization and thinking of joining it.
A current employee who is seeking a transfer to
another position or city within the organization.

Interviewer’s main goals are to:

assess whether or not the job-seeker has the skills
and abilities to perform the job such as qualifications,
his experience, his goals, his knowledge, his
achievements in similar type of work.. etc
observe the applicant’s behavior , his interest in the
job, his maturity and communication abilities.
However the applicant’s purpose is
Evaluate the position in the organization
Its potential as satisfying place to work.
Since, the interview will be lasting for few minutes, its
important to get relevant information to both sides from
the interview.
 Orientation interview.
The main purpose of this interview is to acquaint the new
employee with his job and with the organization. It also
helps to establish a positive relationship between the
employer and the employee.
The initial attitudes and perceptions formed in this interview
strongly influence the employee’s motivation and moral on
the job and its likely to give a
lasting impression of
employee's personality
on the employer.
In this type of interview the interviewer plays main role
and he should provide to the interviewee.

A copy of description.
Instruction relation to parking.
Insurance and other benefits.
Information on company polices.
Office space and devices such as computers,
calculators, printers..etc
important features of a department or unit and the
main challenges and problems facing it
Interviewers should introduce

The culture of the organization, its tradition,

values.etc
The interviewer should also introduce the employee
to people who will assist him in his training and
further orientation and also give initial specific tasks
to perform.
The interviewers also should provide information that
the employee needs, clearly stating the performance
expectations from him.
This interview can last from 30 minutes to 2 hours.
 Counseling Interview
It’s a counseling session is one in which an employee
and his or her manager sit down to resolve any
identified block to the employee's progress, whether
that block originates at work or outside work or is
raised by the employee first or manager first. These
can include career counseling, performance
appraisal and disciplinary interviews. Remember-they
do not need to know whether you are the best fit for
the position, only whether you are not a match.
 This kind of interview is normally initiated by the
manager of an organization to address a problem that
need attention or by an employee to discuss about a
problem.
In this interview counselor counsel a subordinate and
Sometimes superior seek help and guidance from
subordinate.
The problems that may be discussed in this interview
may be job related or some personal or family problem
which affect the work performance .
This interview is helpful for
Solving problems.
Building the working relationship.
Furthering the growth and development of an
employee.
 Performance appraisal interview.
This interview is conducted to give useful feedback
information about how effectively and efficiently he is able
to discharge the assigned duties. It also gives the
opportunity to employee to explain his views about the
ratings, standards, rating methods, internal and external
causes for low level of performance.
It may be conducted periodically, yearly, half yearly or
sometimes whenever needed.
The main goal of the interview includes.

To induce the employee to improve the performance.

To provide an opportunity for employees to express
themselves on performance-related issues and help
the managers by supplying him the facts that he
might have not known.
To let employees know where they stand
To strengthen the superior-subordinate working
relationship by developing a mutual agreement of
goals.
To plan opportunities for development and growth.
To help employees do a better job by clarifying what
is expected of them.
This interview has great
impact on the employee’s
reaction to the organization
such as
If he is praised highly for his
work he may become
emotional and happy and
resolve to work harder for
the organization.
If the performance of the
employee is unfavorable
compared to the standards,
the interview may prove an
eye opener for him.
 Grievance interview
This interview gives an opportunity to the
employee to bring a complaint to the
management voicing his grievance with the
functioning of the organization.
This  interview is less formal  and most of
the grievances are resolved at the times of
the interview.
It helps to make a number of important
decisions such as what to do with the
problem, whether to investigate it further,
and how to resolve the issue.
Difficulties that arise in this interview includes.
In case if the employee arrives before his boss, he may not be
able to express himself fully and clearly due to highly excited
status of the later and
When the interview becomes test of strength between two parties.
To avoid these problems the employer and the employee
should try to establish a climate open ways.
 Correctional interview
This interview is conducted to take corrective action or disciplinary measures against an employee
who has violated standards of conduct or who has failed to meet the job performance
requirements.

This interview is difficult to conduct because

Both employer and the employee is likely to be on defensive.
Most of the managers do not want to reprimand employees for fear of concentration.
For the sake of personal relations.
,

It helps to make a number of important decisions such as what to do with the problem, whether to
investigate it further, and how to resolve the issue.
This interview should be conducted when both
parties are calm.
Presuming that employee is guilty, the manager
should not accuse the employee openly.
If the manager doubts what the corrective
measures can be, he should not state it openly.
The employee should also be given an
opportunity to express his feelings frankly.
 Exit interview
This interview is conducted by some personnel
specialist of the organization to find out why an
employee has decided to leave the organization.The HR
rep might ask the employee questions while taking notes,
ask the employee to complete a questionnaire, or both.
Employee’s comments and the notes an HR representative takes during your exit
interview might be used against him in court, and also can be used to sue former
employer by the employee.
Naturally, the decision whether or not to participate in an exit interview is ultimately up to
the employee. But there are varying opinions about whether or not to participate.
in this interview the personnel specialist may learn the things which the employee do
not want to tell.
This interview will be unproductive if the employee chooses to remain silent and does
not tell sincerely the reasons of leaving.
It will be more productive if the employee is told that the matters told in the interview is
strictly confidential.
 Information gathering interview
During an informational interview, the jobseeker
and employer exchange information and get to
know one another better without reference to a
specific job opening. 
Job seekers ostensibly secure informational
meetings in order to seek the advice of someone
in their current or desired field as well as to gain
further references to people who can lend insight.
Remember-they do not need to know whether you are the
best fit for the position, only whether you are not a match.
Screeners will hone in on gaps in your employment
This interview is also conducted to gain information for
further decisions and actions
These interview may occur between peers, between
superior and subordinate or between organisation
members and outside person.
One popular form is survey interview which is conducted
to collect data from a number of people.
Presentation by
Zaheena Rasheed and Bhagyashree Bhartia
2nd BBM-A-
25-07-2010
Thank you