24 June 2010


Formal and informal interviews

A brief list of interview types follow:
· Personal and informal interview
· Personal and formal interview
· Progressive interview
· Group interview

In definition, the types are explained below.

Personal and informal interview - These interviews can be held in a professional setting, on the worksite, at a restaurant or elsewhere. Personal in these definitions simply mean one-on-one with only one person. These are the most casual of interviews. One can expect to discuss job-related items, personal goals, discuss other personal issues and be more of a conversation than a one-way interview. This is the most relaxed interview type and will nearly always require a second meeting before any sort of firm decision is made by the hiring party. Bring your personable self and be prepared to chat more than you would expect from the formal interview.

Personal and formal interview - This one-on-one interview can be much different than the informal interview. This type is normally held in a closely monitored timeframe and this is the most common interview used when there are several candidates to be seen by the organization in a session. You may expect typical personal questions regarding your background and goals, but the interview will include standardized questions such as: What are your greatest weaknesses? Give me an example of your exercising decisiveness on the job without assistance from others? Dress for this interview is professional and/or can be whatever appropriate attire is needed to perform the job itself. You will be asked more questions and be giving more answers as the interviewer takes notes in most cases.

Progressive interview - In some cases, you can be expected to meet with two or more individuals in succession. This is a progressive interview. You may meet with someone from Human Resources, then with someone from the department, then with a manager.. etc.. Dress for a formal interview and bring several copies of your documents. You will want to present each participant with copies or at least offer to. Make it a point to remember the names of each person you meet with and refer to them as needed. You will indeed discuss points already covered in earlier conversations. Be prepared to refer to these conversations as needed. Make an attempt to relate to each person as an individual and not carry on the same exact conversation with each person. Try to appeal to each person as you meet them.

Group interview - Perhaps the most intimidating of all interview types, and sometimes referred to as a committee interview. Envision a board room, meeting room, break room or somewhere else that five or more people can meet at once. The point here is to have fun with the people while satisfying their individual curiosities about you. Relax and engage each person that addresses you directly. Remember that everyone is listening, so making eye contact with everyone is best even while you're really responding to someone in particular and focusing most of your attention on that person. Certain people may not say anything and in some cases the people will take turns asking you questions. In either case, pay attention to everyone and be courteous to all. The more relaxed you are the better.

Ambiance and polemics
The ambience in which the interview takes place can have a great deal of influence on the results. A setting with the minimum distractions is generally the best. Frequent interruptions mar the flow of conservation and prevent both the interviewer and the respondent from being alert to each other’s verbal and non-verbal cues. The seating arrangements also have an impact on the interview.
Any interview is much more than a question and answer session. For the candidate, it is actually the challenge of marketing oneself. The candidate makes the first impression on presentation of oneself. It is axiomatic that attire oft proclaims a man and a woman as well. Being well dressed for the interview gives the message that one is keen on creating the right impression. There is one more reason why a candidate should dress well for the interview. That is on account of the level of confidence it generates for the candidate. It is important to be self-confident. Feed your self-confidence.

Polemics in interview refer to the practice or skill of arguing strongly for or against. However during the interview it is important that one takes care one’s mannerisms and behaviour patterns. The conduct of some candidates is not positive during an interview. The interviewee must behave formally and try to impress the interviewers with good manners and a positive behaviour pattern.
Being polite, pleasant and courteous is the key to a successful job interview. The candidate should be flexible in approach, attitude and style. It is important to be very tactful and should avoid arguing with the interviewers. The interviewee must maintain eye contact to respond in a lively manner.

Performance appraisal
Performance appraisal is a universal phenomenon in which the organization is making judgment about one is working with and about oneself. It serves as a basic element of effective work performance. Performance appraisal is essential for the effective management and evaluation of staff. It aims to improve the organizational performance as well as individual development.
Annual performance appraisals evaluate the role of the employee in the organizational development and also monitoring the standard, expectations, objectives, efficiency in handling task and responsibilities in a period of time. Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation. It also help to adopt appropriate strategy based on organizational training needs. Performance appraisal analyzes employee’s performance and which utilize to review the grades and modify the annual pay. It generally reviews each individual performance against the objectives and standard of the organization. Performance management creating a work environment and it is enabling the employees to perform best of their abilities. Through performance management companies are hiring efficient people.