Q. Explain the types of patterned interview .

Interview

Q. Explain the types of patterned interview .
Ans: In a patterned interview the interviewer controls the direction of conversation. It is of
following two kinds.
1. Direct Interview: In the direct interview the interviewer keeps very close control at all times
by directing limited and specific question. He / She asks close ended question and does not let
the interviewee speak freely.
2. Indirect Interview: In the indirect interview the interviewer makes little or no attempt to
direct the applicant conversation.
Q. What are the different purpose/objectives for which interview is carried?
ANSWER.
Interties are face-to-face communication. It is a form of interpersonal Communication. Interviews are
not just for job procurement.
The purpose for which interviews are carried may be as follows:
1. CONUSELLING: taken by a supervisor, officer, or counselor who may ask questions relating to
work or problem from the employee. In other cases interviews may be conducted by a
doctor/psychiatrist of patients or person facing psychological problems.
2. EVALUATING: taken by supervisor, manager to review and evaluate the performance of the
employee(s).
3. DISCIPLINING: taken by an officer, manager if the behavior of the employee(s) require action to
maintain discipline.
4. COMPLAINING: taken by an officer, manager if the employee(s) wish to lodge complaint for
certain dissatisfaction or action required.
5. TERMINATING: taken by an officer/manager to inform employee(s) about the termination from
job.

1. Other objectives There are following objectives of patterned interviews.
1. The resume provides a lot of information about the candidate but not all the information so this
interview is conducted to evaluate job qualification that the resume can’t provide.
2. Another purpose is to determine the real communication ability of the interview.
3. This interview also helps the interviewer provide essential facts about the job and company.
4. It also instills a feeling of material understanding and confidence in the applicant, who accepts
the job.
5. It promotes good will towards the company, whether the applicant accept the job or not. It is
important to give the right impression to the candidate who is disappointed by a turndown.