Types of Interviews 1. Panel Interview: Such Interview Is Conducted by A Group

TYPES OF INTERVIEWS 1. Panel Interview: Such interview is conducted by a group of interviewers.
It seeks to pool the collective wisdom and judgment of several interviewers. For example: for the post of professor, the panel of interviewers may consist of Head of Department, University Representative, Subject Expert and the Principal 2. Unstructured Interview: This type of interview is relatively non-planned as to format. A list of questions is not prepared in advance. It is more flexible approach. Generally the candidate is encouraged to express himself on a variety of subjects, on his expectations and motivations, background and upbringing, interest, etc. The interviewers judge the personality of the candidate and his strength and weaknesses. 3. Structured Interview: A list of questions is planned in advance. The questions may be in respect of a particular topic, such as marketing for marketing related job. For instance, the candidates may be asked to comment on the 4 Ps of marketing mix relevant to a particular industry. Structured interview helps to minimize personal bias of the interviewers. It allows for a systematic coverage of the required information. But such an interview may not allow deep probing of the candidate.
JOB ANALYSIS CONCEPT AND USES OF JOB ANALYSIS A job may be defined as a sum total of tasks, duties and responsibilities which is assigned to individual employees. After definition of job, HR manager needs to undertake job analysis. Job Analysis is the starting point of recruitment and selection. It is a systematic process of collecting and studying information about the various jobs in the organization. Edwin Flippo defines, Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. Job Analysis consists of two areas: a) Job Description b) Job Specification Job Description gives details of the job in respect of duties, responsibilities and other aspects. It is an overall written summary of task requirements. Job Specifications gives details relating to the candidate who is supposed to do the job, such as qualifications, skills, experience, etc. It is overall written summary of employee requirements.
USES JOB ANALYSIS / NEED / ADVANTAGES 1. Organizational Structure and Design: By clarifying job requirements and the inter-relationship among jobs, responsibilities at all levels can be specified. This help to promote organizational efficiency and effectiveness. It also minimizes overlapping or duplication of work. 2. Human Resource Planning: Job Analysis is the foundation for forecasting human resources requirements. It also helps to plan the activities such as training, transfer, or promotion. HR requirements forecast is done in terms of quality and quantity. Job analysis provide information on qualities, qualifications, experience, etc Also, job analysis information is incorporated into a Human Resource Information System (HRIS). Therefore, job analysis is an essential element of effective HRP and HRIS. 3. Recruitment and Selection: Job Analysis is the starting point of recruitment and selection. Properly analyzed jobs can be advertised effectively. Only suitable candidates apply for the job. This facilities proper selection. 4. Placement: Job Analysis facilitates proper placement. The selected candidates can be placed at the right job depending upon their qualities, qualifications and experience. For instance, a newly appointed employee who has good experience in marketing may be placed in the marketing department. 5. Performance Appraisal: The performance of the employees can be compared to the duties and responsibilities as
stated in the job description. Accordingly, the company can find out the strengths and weaknesses of its employees. 6. Training: Job analysis is useful for providing effective training. Those employees whose performance is weak can be identified and accordingly training can be provided to correct their weaknesses. 7. Job Evaluation: Job Analysis acts as a base for job evaluation. The relative worth of each job can be found out by comparing the details provided by job description and job specification. Thus, the company can fix proper salary and wage structure for different jobs. 8. Promotion and Transfer: job Analysis facilitates promotion and transfer of employees. The performance of employee is compared against the job duties and responsibilities. The employees may be transferred from on department to another department upon their performance, abilities and skills. 9. Career path Planning: Job Analysis helps in through understanding of the requirements of available jobs and how jobs at succeeding levels relate to one another. With the help of such understanding, employees and the organization can make efforts for career planning and career development. 10. Health and Safety: Job analysis helps to discover unhealthy and hazardous environment and operational conditions in various jobs. Heat, noise, dust, etc. are examples of such conditions. Such information enables the management to take corrective measures to minimize and avoid the possibility of accidents and thus, to ensure health and safety of employees.
11. Acceptance of the Job Offer: Job analysis is useful to the candidates for the acceptance of the job offer. The candidates can get clear and correct information about the duties, salary, working conditions, promotion opportunities, etc. This facilitates the candidates decision to accept or reject the job offer.

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TYPES OF INTERVIEWS 1. Panel Interview: Such interview is conducted by a group of interviewers.

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