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Selection Interview

A selection interview is an oral examination where candidates are assessed for employment. It is a crucial step in the hiring process, as it helps the interviewer gather and evaluate information about the candidate's abilities in relation to the job requirements.

Types of Selection Interviews

1. Non-Directive (Unstructured) Interview

  • In a non-directive interview, the interviewer asks questions spontaneously without following a specific format.
  • The questions are open-ended, allowing the candidate to speak freely with minimal interruption.

2. Directive (Structured) Interview

  • A directive interview involves a set of predetermined questions that are job-related.
  • All candidates are asked the same questions, making it easier to compare them.
  • This method improves the reliability of the interview, reduces biases, and strengthens the legal defensibility of the selection process.

3. Situational Interview

  • In a situational interview, candidates are presented with a hypothetical scenario and asked how they would respond.
  • Their responses are then evaluated against established benchmarks.

4. Behavioral Interview

  • A behavioral interview focuses on the candidate's past experiences and how they handled specific work situations.
  • For example, a candidate may be asked to describe how they disciplined an employee for misconduct.

5. Stress Interview

  • In a stress interview, the interviewer deliberately asks aggressive or uncomfortable questions to see how the candidate handles stress.
  • This approach helps assess whether the candidate can remain calm and composed in high-pressure situations.

6. Panel Interview

  • A panel interview involves 3-5 interviewers who take turns asking questions.
  • After the interview, the panel members discuss their observations to reach a consensus on the candidate's suitability.
  • Panel interviews help reduce individual biases and provide a more comprehensive assessment of the candidate.
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