Table of Contents

1.0 INTRODUCTION 3
2.0 TYPES OF INTERVIEW 3
2.1 PURPOSE OF INTERVIEW 3
2.2 TYPES OF EMPLOYMENT INTERVIEW 5
2.3 EMPLOYMENT INTERVIEW QUESTION TYPES…………………………….7

3.0 CHARACTERISTICS OF EACH TYPE OF INTERVIEW……………………….11
4.0 PROBLEMS WITH INTERVIEWS………………………………………………..16 4.1 COMMON PROBLEMS WITH INTERVIEWS…………………………………16

4.2 HOW TO OVERCOME THE COMMON PROBLEMS WITH INTERVIEWS.16

5.0 CONCLUSION…………………………………………………………………...18

6.0 REFERENCES 19 1.0 INTRODUCTION
This assignment sets to discuss four different types of interview and the characteristics of interviews in the human resource management system.

The report will first define the purpose of interview in the human resource
Generally, interviews will be twenty to sixty minutes long. The interviewer should ensure that the situational questions developed do not require Knowledge, Skills, Abilities and other attributes (KSAO) that will be learned on the job.

For example, do not ask candidates how they would handle situations for which the organization has specific policies that will be taught to new hires. Care should be taken if a question does not coach the candidate in how to respond. For example, if a interviewer tells a candidate that punctuality is required in this position and then ask if he or she is punctual, the response is going to be virtually the same from all candidates.
Further, the questions should not raise too much deference to a candidate’s self-assessment.
For example, asking, “How would you describe your interpersonal skills?” is unlikely to elicit “not so good” from the candidate. A better question in this case would be, “Describe a time when you had a conflict with a coworker, subordinate, or supervisor. How did you react to the situation and how was the situation resolved?” Questions should be formulated at the language level of the candidate, not laced with jargon. Also, questions should not be dependent upon skills or policy that will be learned once the person is on the job.

Unstructured interview