1. Interview Skills Islamic Mission Hospital-Trust
Sohail Ahmed School of Nursing
Karachi
Interview Types
 Screening Interview
 Telephone Interview
 Video Conferencing
 One-on-One Interview
 Panel Interview
 Group Interview
 General Group Interview/Information Session
 Sequential/Serial Interview
Interview Formats
 Behavioural Interview
 Situational Interview
 Structured Interview
 Unstructured Interview
 Semi-Structured Interview
 Case Interview
 Testing/Assessment
INTERVIEW {From the Latin, "between" + "see"}
A conversation in which one person (the interviewer) elicits information from another person (the subject or interviewee). A transcript or account of such a conversation is called an interview.
The interview is both a research method and a popular form of nonfiction.

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Screening Interview
This type of interview is generally conducted by larger companies when there is a large applicant pool and is typically the first phase of selection. Screening interviews are used to ensure that the candidates meet minimum requirements and are often conducted by a computer or by an interviewer from the human resources department who is skilled at determining whether there is anything that might disqualify you from the position.
Phone Interviews
Most screening interviews are done by phone, but phone interviews will also be used for other reasons, such as geographic obstacles – the applicant lives in another city or state. In this case,
Phone interviews will be longer and more detailed.
One-on-One Interview
The most common interview format is the one-on-one (or face- to-face). This interview is traditionally conducted by a direct supervisor and if often the last step in a series of interviews. The interviewer may or may not be experienced in conducting interviews and, depending on personality and experience, the interview may be directive following a clear agenda, or non- directive relying on you to lead the discussion as you answer open-ended questions.
Panel Interview
A panel interview is conducted by two or more interviewers and is designed to reduce individual interviewer bias. It is very common for entrance into graduate and professional schools. One member of the panel may ask all of the questions or individual panel member may take turns.

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General Group Interview/Information Session
This approach is intended to save time and ensure applicants understand the basics of the job and organization by providing large amounts of information. This process is usually followed by an individual interview.
Sequential/Serial Interview
A sequential interview is conducted by two or more interviewers, separately or in sequence. The candidate either moves from one location to another or stays in one room and while different interviewers join them. Sequential interviews involve a number of ‘first impression’ opportunities so be aware of how you present yourself each time. At the end of the process, the interviewers meet to evaluate each applicant and make their decision.
Video Conferencing
Video conferencing is typically used to conduct interviews using video technology from a distance. The same interview strategies you would use if you were meeting in person apply - clothing, body language, and dialogue are important.
Group Interview
A group interview occurs when several candidates for a position are interviewed simultaneously. Group interviews offer employers a sense of your leadership potential and style, and provide a glimpse of what you may actually be like as an employee and how you would fit into the team. Candidates may also be asked to solve a problem together which allows interviewers to assess candidate’s skills in action (e.g. teamwork).

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Interview Formats Behavioural Interview The Interviewer will ask for specific examples from your past experiences to determine if you can provide evidence of your skills in a certain area – the best predictor of future behaviour is past behaviour. Although the interviewer is having you recount stories from your past, they are really trying to imagine how you would handle similar situations in the future. Situational Interview This format is highly structured in that hypothetical situations are described and applicants are asked to explain what they would do in these situations. Interviewers may use a scoring guide consisting of sample answers to evaluate and score each applicant’s answers. Structured Interview This format combines the situational interview with a variety of other types of interview questions. Typically, each candidate is asked the same set of questions and their answers are compared to a scoring guide and rated. The goal of this approach is to reduce interviewer bias and to help make an objective decision about the best candidate. Unstructured Interview Questions here are based on the individual’s application documents such as their résumé and so different variants of a question will be asked to each applicant. Without structured guidelines, the conversation can be free-flowing, thus making this method of interviewing the most prone to bias, but allowing the interviewer to get a more natural and perhaps more realistic sense of who you are. Although this type of interview may seem more casual, and may even occur over lunch or dinner, you must still be well- prepared and maintain a professional demeanor. Be careful not to provide information you would not have communicated if the interview was more structured. Semi-Structured Interview This format is a blend of structured and unstructured, where the interviewer will ask a small list of similar questions to all candidates along with some questions pertaining to your resume. Case Interview The case interview format is popular among consulting firms. It gives the interviewer a good idea of you ability to solve problems ‘on the spot’ – an important skill for any consultant. This interview format is also designed to assess logical thought processes, quantitative skills, business knowledge, general knowledge, creativity, and communication skills. Testing/Assessment It is common for employers to use standardized tests or work simulation exercises to assess candidates fit to the position or to test work-related competencies. Testing is usually done after an initial screening process and can be a very costly process for the employer.

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Tips for interviewer
Remember that when you interview candidates, you represent the Institute, company or university. A good interview can leave a candidate with positive feelings about employer even if no job offer results, while a poor interview may result in a negative reputation for the Institute, company or university.
The purpose of an interview is to gather information about the applicants’ competencies and work experience so that
you can select the best qualified candidate. The key to an effective interview is having clearly defined selection criteria with related interview questions, developed before the interview.
Guiding Principles
Your goal is to have a fair and effective process for conducting interviews. Statutes governing fair employment cover the interview process as well as the selection of the candidate. To ensure fairness, you should:
 Conduct structured interviews in which each candidate is asked a predetermined set of questions and all candidates are measured against the same criteria
 Treat all candidates in a fair, equal, and consistent manner
 Eliminate cultural or other forms of bias in the interview process
 Keep your top candidates interested by completing the interview process quickly
 Choose the best candidate for the job Tips for interviewee
HOW TO APPEAR IN AN INTERVIEW
Before The Interview
 Get your career goals in focus
• Identify your main strengths related to the job
• Gather specific accomplishments to back up your skills
 Research the company
 Find out the dress code in advance and dress accordingly
 Practice with yourself or with a friend
Few Items You Should Bring On An Interview
 You should bring at least one spare copy of your resume.
 If you know that you will be interviewed by multiple people, you should bring a copy of your resume for each.
 If you are applying for a job that has specific certification or licensing requirements.
 You should bring proof of your eligibility.
 Employers are more likely to choose a candidate whose paperwork is already in order.

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HOW TO APPEAR IN AN INTERVIEW {cont……}
Dress code for job interview in Pakistan
 Dress code should be followed accordance of Culture
 General guidelines for job interview dress code are: Dress should be clean . Dress should be properly pressed or ironed .(Make sure that during travelling don’t mess with your cloths. Avoid skin tight and too loose dresses. Your shoes should be polished and clean. Shave before coming for job interview. (If you are a shaved person other wise balance your breed and comb it properly ) A nice perfume will help (But make sure that perfume smell is very light and in not annoying)
Dress Code for Men
• Dress pants and shirt with tie.
• Two piece suit with tie.
• Shalwar kameez with wasket.
– Use Light color shirts and Dark color pants
Dress Code for Women
• Women should follow the new day fashion but in professional way.
• Shoes with traditional heels
• No purses or small one.
• If you wear nail polish (not required), use clear or a conservative color • Minimal use of makeup (it should not be too noticeable) • No more than one ring on each hand • One set of earrings only
HOW TO APPEAR IN AN INTERVIEW {cont……}
Be On Time
• It's important to arrive a few minutes early, or on time
• Giving yourself a bit of extra time will give you an opportunity
– to stop in the rest room and freshen up
– to catch your breath and stay calm
Body Language
• First impressions very powerful
– Halo effect or Devil effect
• Entrance, introductions & handshake
• Smile and make eye contact
• Be aware of own movements
• Watch body language of interviewer
How to Greet the Interviewer
• Greet your interviewer with a firm handshake
• Introduce yourself.
• Follow the interviewer's lead
During the Interview
Listen carefully to the questions
Take time to phrase your responses
Speak clearly and concisely
– Keep your responses specific

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HOW TO APPEAR IN AN INTERVIEW {cont……}
Questions you may Ask
Ask relevant questions to increase your understanding of the job
– This also shows the interviewer that you have done your research on the company as well.
“What’s Your Ideal Employee Like?”
This question will give you an idea as to the working style of your boss, and whether or not your styles are similar
What to Give the Interviewer
• Extra copies of your resume
• List of three references (if required)
Closing the Interview
• Towards the end of the interview let the hiring manager know that you think the job is an excellent fit and that you are very interested in the job.
• Thank the interviewer for the time they spent interviewing with you.
After The Interview
• Write a THANK YOU Letter or E-mail
– Add relevant information you might have left out during the interview.
– Reiterate your interest in the job