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m Most universally used tool in any
selection process

m ³Conversation with a purpose between


one person on one side and another
person or persons on the other´
    
 

m wbtaining information- Provides
appraisal of the personality by obtaining
relevant information about the
prospective employee¶s background,
training, work history, education and
interests
m Giving information-About the company,
specific job and personnel policies
m Motivation-Satisfactory applicant to work
for the company
  

m Ênformal Ênterview
m Formal Ênterview
m Planned Ênterview
m Patterned Ênterview
m Non-Directive Ênterview
m Depth Ênterview
m Stress Ênterview
m Group Ênterview
m Panel Ênterview
 
    

 
Õ    Õ
 Õ 
Physical Make-up Health, physique, age, appearance,
speech
Attainments Education, wccupational training and
experience
Êntelligence Basic and µeffective¶
Special Aptitudes Written and oral fluency of expression,
numeracy, wrganizational ability, admn
skill
Ênterest Êntellectual, practical, physically active,
social, artistic
Disposition Self-reliance, nature, motivation and
acceptability
Circumstances Domestic, social background and
experience, acceptability
 
  
m Êmportance of attributes varies from
position to position and organization
m Assign commensurate weightages
m Categories:
wutstanding
Good
Above average
Below average
Unsatisfactory

Allocate weight age-Multiply-Add up and Final


score
   
 
m Subjective judgment of the interviewer-
Prejudices, likes, dislikes, biases
m wne prominent characteristic of a
candidate may dominate
m Ênterviewer¶s experience-Association
between particular trait and distinctive
personality
m Managers believe in being ³good at´
Ô   
 
 

m Œnowledge of the job


m Emotional maturity and stable
personality
m Sensitivity to interviewer¶s feelings and
sympathetic attitude
m Extrovert behavior and considerable
physical and mental stamina
  

 
 
m Definite time schedule and ample time
m Avoid impersonal approach
m Element of privacy
m Careful listening and recording
m Attention to words spoken+facial
expressions mannerisms
m End after gathering sufficient information
m Tell the candidates where he stands-
contact later, to visit another person,
organization will not be able to utilize his
abilities
      
   
m Phrenology-Strength of each faculty-
prominent bump on the skull
m Physiognomy- Definite correlation
between facial features and
psychological functions and behavior-
Ex: Thin lips-Determination and Broad
jaws-Tenacity
m Graphology-Close relationship between
hand writing and personality