St.

Mary’s University
Faculty of Business
Department of Management
Statistics for management I- MgMt -2072
Group Assignment (15%)
Section B
Group Members ID No

1. Edom Berhe RMKD/0337/2015B

2. Nuhamin Yonatan RMKD/0363/2015B
3. Lidiya Kesete RMKD/0352/2015B
4. Mesud Shekur RMKD//2015B
5. Yeabsira Terefe RMKD/0376/2015B
6. Nardos wendachew RMD/0462/2015A
7. Seid Mohammed RMD/1075/2014
8. Binyam Bekele RAD/0695/2013

Submission Date- Aug 15/2024

Instructor name - Temima Kemal

Page 1
The Art of Employment Interviews
Introduction
The word ‘interview’ means ‘view between’ or ‘sight between’. It suggests a meeting
between two persons for the purpose of getting a view of each other, or for knowing each
other or we can say that it is the interaction between interviewer and interviewee. An
interview is a means of two-way communication.

Employment interviews serve as a critical juncture in the hiring process, where employers
evaluate potential candidates beyond their resumes. Understanding the different types of
interviews and how to prepare for them is essential for maximizing one's chances of success.
This essay delves into various interview formats, the importance of candidate preparation,
and strategies for excelling in today's competitive job market.

Types(Modes) of Employment Interviews

Traditional Face-to-Face Interviews

The traditional face-to-face interview is a common format where a candidate meets with
one or more interviewers in person. This classic method allows for direct interaction, making
it easier to gauge non-verbal cues and establish a personal connection. Candidates are
assessed based on their communication skills, professionalism, and cultural fit within the
organization.
Phone and Video Interviews

With advancements in technology, phone and video interviews have become prevalent,
especially for initial screenings. These types of interviews require additional preparation to
ensure clear communication and a professional appearance. Candidates must pay attention
to their surroundings, dress appropriately, and maintain eye contact to make a positive
impression.
Group Interviews

Group interviews involve multiple candidates being evaluated simultaneously. This format
assesses how candidates interact in a team setting, their leadership abilities, and problem-
solving skills. It is crucial for candidates to strike a balance between showcasing their
individual strengths while demonstrating collaborative skills during group discussions or
activities.
Behavioral Interviews

Behavioral interviews focus on past experiences and behaviors as indicators of future

performance. Candidates are asked to provide specific examples of how they handled
situations in previous roles, highlighting their skills and competencies. Preparation for such
interviews involves identifying relevant scenarios and crafting concise yet impactful
responses.

Understanding Various Types of Interviews in the Workplace

Interviews play a crucial role in the dynamics of the workplace, serving multiple purposes
ranging from evaluating performance to making critical decisions related to career
advancement or addressing challenging situations. This essay will delve into the different

Page 2
types of interviews commonly conducted in professional settings, including promotion
interviews, appraisal or assessment interviews, exit interviews, problem interviews, stress
interviews, and selection interviews. By exploring the nuances of each type, we can better
appreciate their significance and impact on individuals and organizations.

 Promotion Interviews: Navigating Paths to Progress

Promotion interviews are pivotal in determining an employee's suitability for a higher
position within the organization. These interviews not only assess the candidate's
qualifications and experience but also delve into their potential to take on additional
responsibilities. Employers use promotion interviews to gauge an individual's leadership
capabilities, interpersonal skills, and strategic thinking. By providing a platform for
employees to showcase their accomplishments and ambitions, promotion interviews
contribute to fostering a culture of growth and development within the organization.

 Appraisal or Assessment Interviews: Reflecting on Performance

Appraisal or assessment interviews are conducted to evaluate an employee's performance
over a specific period. These interviews involve a constructive dialogue between the
employee and the supervisor to review past achievements, set future goals, and identify
areas for improvement. By offering feedback and encouragement, these interviews
contribute to enhancing overall productivity and job satisfaction. Moreover, appraisal
interviews lay the foundation for individual growth and contribute to the organization's
performance management process.Annual appraisal interview is the best method for
judging employees performance.

 Exit Interviews: Unveiling Insights at the End of a Journey

Exit interviews take place when an employee decides to leave the organization voluntarily or
involuntarily. These interviews provide a valuable opportunity to understand the reasons
behind the employee's departure, gather feedback on the organizational practices, and
identify potential areas for improvement. By conducting exit interviews in a professional and
empathetic manner, employers can glean insights that help in reducing turnover, enhancing
employee retention strategies, and fostering a positive employer brand reputation.

 Problem Interviews: Addressing Challenges Head-On

Problem interviews are conducted to address specific issues or conflicts within the
workplace. These interviews involve discussing concerns, finding solutions, and resolving
disputes in a structured and objective manner. By encouraging open communication and
collaboration, problem interviews contribute to creating a harmonious work environment
and preventing conflicts from escalating. Effectively navigating problem interviews requires
active listening, empathy, and a proactive approach to conflict resolution.

 Stress Interviews: Testing Resilience Under Pressure

Stress interviews are designed to assess how candidates perform under pressure and handle
unexpected challenges. Employers use stress interviews to evaluate a candidate's problem-
solving skills, composure, and ability to think on their feet. While stress interviews can be

Page 3
intimidating, they provide valuable insights into an individual's resilience and adaptability,
which are essential qualities in today's fast-paced and competitive work environment.
 Selection Interviews: Finding the Right Fit
Selection interviews are conducted to assess a candidate's suitability for a particular role
within the organization. These interviews involve evaluating the candidate's qualifications,
skills, and cultural fit with the organization. By asking relevant questions and conducting
thorough assessments, employers can identify the most suitable candidate for the job.
Selection interviews are critical in ensuring that the right talent is recruited, which ultimately
contributes to organizational success and effectiveness.

The Significance of Employment Interviews

From the employer's perspective, the interview serves several important purposes:

 Assess Skills and Experience: The interview allows the employer to delve deeper into
the candidate's qualifications, gaining insights beyond the resume and cover letter. They
can gauge the candidate's technical skills, experience, and problem-solving abilities in a
more detailed and interactive manner.
 Evaluate Cultural Fit: The interview provides a platform to assess if the candidate's
personality, work ethic, and values align with the company culture. This is crucial for
fostering a productive and harmonious work environment.
 Understand Motivation and Goals: Through open-ended questions and behavioral
inquiries, employers can understand the candidate's career aspirations, motivations for
applying, and potential contributions to the team.
 Build Rapport: The interview allows for a personal connection to be established,
fostering rapport and evaluating communication skills.

For the candidate, the interview is equally crucial:

 Showcase Strengths: The interview is a chance to present themselves beyond their

resume, highlighting their skills, experience, and achievements in a more dynamic and
engaging manner.
 Gain Insights about the Role: The interview provides an opportunity to ask questions,
gather information about the company, the role's responsibilities, and the team
dynamics.
 Negotiate Compensation and Benefits: The interview is often where discussions around
salary expectations and benefits packages take place.
 Network and Build Relationships: The interview process can serve as a valuable
networking opportunity, creating connections within the company and potentially
leading to future opportunities.

Preparing for the Interview: A Holistic Approach

Landing a job interview is a significant achievement, but it's just the first step in the hiring
process. To truly succeed, candidates must prepare comprehensively, encompassing
physical, mental, and psychological readiness. This holistic approach ensures you present
yourself confidently, perform at your best, and make a lasting impression.

Page 4
Physical Preparation:
Dress Professionally: Choose attire appropriate for the company culture and the specific
role. A well-pressed suit, a professional outfit, or even business casual attire can significantly
boost confidence and project professionalism.
Comfort and Fit: Ensure your clothing is comfortable and fits well. Discomfort can lead to
distractions and impact your performance.
Grooming: Pay attention to your hygiene and grooming. A clean appearance conveys
attentiveness and respect.
Rest and Relaxation: Get enough sleep the night before the interview. Fatigue can affect
your focus, energy, and ability to perform at your best.
Good etiquette is necessary for interview. The candidate must know what the suitable
greetings are for the day on a particular time.
 Do not offer to shake hands unless it is offered by an interviewer.
 Do not sit until you are asked to sit down. If you are not asked to sit then take
permission from interviewer to sit.
 If you have large briefcase, put it down on the floor near the chair. If you have small one
then keep it on your lap. Be comfortable and well-practiced in handling your bag.
 Do not put elbows or hand on the table. Practice keeping hands comfortably when you
are not using them.
 Maintain comfortable posture throughout the interview.
 At the end of the interview, remember to thank the interviewers and wish them Good
day.
Example: Imagine you're interviewing for a marketing position at a fast-paced tech startup.
You might choose to wear a well-tailored suit or a stylish and modern outfit, showcasing
your professional yet approachable personality.

Mental Preparation:

Review Job Description and Company Information: Thoroughly review the job description
and research the company's mission, values, and recent news. This helps you understand the
role's requirements and tailor your answers accordingly.
Practice Common Interview Questions: Research common interview questions and practice
your answers using the STAR method (Situation, Task, Action, Result). This structured
approach helps you provide clear, concise, and impactful examples.
Develop a Concise Elevator Pitch: Prepare a brief and compelling summary of your skills,
experience, and career goals.
Prepare Questions for the Interviewer: Asking thoughtful questions demonstrates your
genuine interest and allows you to gather crucial information.
Visualize Success: Imagine yourself confidently answering questions, making a strong
impression, and leaving a lasting positive impact. This visualization can boost your
confidence and help you stay calm under pressure.

Example: During your interview preparation, you might practice answering behavioral
questions like "Tell me about a time you failed," "How do you handle conflict," or "What are
your strengths and weaknesses." This practice will help you think on your feet and respond
effectively.

Page 5
Psychological Preparation:
Honesty and openness in answering questions is the best policy. Dishonesty generally
makes a bad impression in the mind of the interviewers. It is better to admit inability to
answer a question than to pretend and guess answer.
Manage Stress and Anxiety: Identify your stress triggers and develop coping mechanisms
like deep breathing exercises, meditation, or positive self-talk.
Confidence and Positivity: Focus on your strengths and experience. Remind yourself of your
achievements and the valuable skills you bring to the table.
Positive Mindset: Approach the interview with a positive attitude. Believe in your abilities
and focus on making a strong connection with the interviewer.
Self-Awareness: Reflect on your personality traits, work style, and career goals. This self-
awareness helps you communicate your value proposition effectively.

*Salary is a topic that must be discussed at the time of interview. It is important to talk
about the compensation package without appearing to be bargaining, or being driven or
defeated.

Example: When facing anxiety before an interview, you might engage in deep breathing
exercises, visualizing yourself as calm and confident. This psychological preparation can help
you manage stress and maintain a positive mindset.

Self-Evaluation:
Identify Your Strengths: Reflect on your skills, experience, and accomplishments. What are
your strongest areas? What are you particularly good at?
Acknowledge Weaknesses: Be honest with yourself about areas for improvement. What are
your limitations? How can you develop those areas?
Reflect on Past Interviews: Consider your past interview experiences. What went well?
What could you have done better? This introspection helps identify patterns and areas for
improvement.
Seek Feedback: Ask trusted friends, mentors, or career coaches for feedback on your
interview skills. Their insights can provide valuable perspectives and help you refine your
approach.
Example: After an interview, you might reflect on your performance, asking yourself
questions like "Did I effectively articulate my skills?" "Did I ask insightful questions?" "Did I
demonstrate my passion for the role?" This self-evaluation helps identify areas for
improvement in future interviews.

Basic Organization of an Interview: A Structured Framework

for Success
While interview formats can vary depending on the company and role, there are some
fundamental organizational elements common to most interviews. Understanding this basic
structure can help both candidates and interviewers navigate the process effectively.
1. Introduction (5-10 Minutes):
Welcoming the Candidate: The interviewer greets the candidate, introduces themselves and
their role, and briefly outlines the interview process.
Setting the Tone: This phase establishes a welcoming and professional atmosphere, setting
the stage for a productive conversation.
Brief Overview of the Role: The interviewer provides a concise summary of the position,
highlighting key responsibilities and requirements.

Page 6
2. Initial Questions (10-15 Minutes):
"Tell me about yourself...": This open-ended question allows the candidate to introduce
themselves and highlight relevant skills and experience.
"Why are you interested in this role?": The interviewer assesses the candidate's motivation,
understanding of the company, and alignment with the position's goals.
"What are your strengths and weaknesses?": This question allows the candidate to
showcase their self-awareness and highlight their strengths while addressing potential areas
for development.
"What are your salary expectations?": Depending on the stage of the interview process, this
question may be asked to gauge alignment on compensation expectations.

3. In-Depth Exploration (20-30 Minutes):

Behavioral Questions: The interviewer probes into past experiences to assess the
candidate's skills, problem-solving abilities, and work style. The STAR method (Situation,
Task, Action, Result) is highly effective in answering these questions.
Technical Questions: For specialized roles, the interviewer may ask technical questions to
gauge the candidate's understanding of industry knowledge and technical skills.
Case Studies: For certain roles, such as consulting or management positions, the interviewer
may present a case study to assess the candidate's analytical abilities, problem-solving skills,
and decision-making process.

4. Candidate Questions (10-15 Minutes):

"Do you have any questions for me?": This segment allows the candidate to actively
engage, demonstrate their genuine interest, and gather further information about the role,
company, and team dynamics.
Informed Questions: The candidate should prepare thoughtful questions based on their
research and the interview discussion.

5. Closing (5-10 Minutes):

Reiteration of Interest: The candidate expresses their continued interest in the role and
emphasizes their qualifications.
Next Steps: The interviewer clarifies the next steps in the hiring process, including timelines
and communication expectations.
Thank You and Farewell: Both parties express their gratitude for the opportunity and
conclude the interview professionally.

Key Points to Remember:

Flexibility: The interview structure can be adapted based on the specific role, the company's
culture, and the interviewer's style.
Interviewer's Focus: The interviewer primarily aims to assess the candidate's qualifications,
cultural fit, and suitability for the role.
Candidate's Focus: The candidate should actively engage, showcase their strengths, and
demonstrate their interest in the opportunity.

Listening for Effective Communication"

1. Understanding the Difference between Hearing and Listening :
Hearing: The passive reception of sound through the ears.
Listening: The active process of receiving, interpreting, and understanding aural stimuli
through the brain.

Page 7
2.Types of Listening:

Content Listening: Focuses on understanding the basic ideas of the speaker.

Critical Listening: Involves analyzing and challenging the speaker's message for accuracy and
validity.
Active Listening (Emphatic Listening): Requires understanding, responding, and engaging
with the speaker's message with a purpose.

3. Guidelines for Effective Listening:

 Catalogue Key Words and Points: Identify and list down key words and ideas to aid
comprehension.
 Review Key Ideas: Examine and critically consider the main points presented by the
speaker.
 Resist Distractions: Focus on the speaker's message, actively minimizing distractions and
concentrating on the content.
 Respond Non-Verbally: Use body language and facial expressions to demonstrate
attentiveness and engagement.
 Avoid Prejudice: Approach the speaker's message with an open mind, avoiding
preconceived biases or judgments.
 Focus on Content, not Delivery: Concentrate on the substance of the message, not the
speaker's presentation style.

4. Bad Listening Habits to Avoid:

 Criticizing the Speaker: Avoid judgmental comments based on the topic or the speaker's
delivery.
 Mentally Arguing: Refrain from mentally challenging or disagreeing with the speaker,
hindering true listening.
 Focusing Only on Facts: Avoid isolating facts, which are difficult to remember and often
lack context.
 Detailed Outlining: Resist the temptation to create extensive outlines, which can
distract from the flow of the message.
 Faking Attention: Be genuine in your listening, avoiding daydreaming or other
distractions.
 Tolerating Distractions: Actively minimize external distractions to maintain focus.
 Avoiding Difficult Material: Embrace challenges and engage with complex concepts to
enhance your listening skills.

5. Emotional Reactions: Acknowledge that emotional responses can influence listening, but
strive to maintain objectivity and focus on understanding the speaker's message.

Page 8
Page 9