Interview Process And Methods of Conducting Interview

Submitted to: Hetal Thakkar Submitted by: Shruti Modi

(43) Ruchit

Doshi(26)

Hemant Industries was founded in 1971 by an entrepreneur Dr.P.T.Shah. The company served majority of the industries like IPCL, GSFC, IOC, L&T, Tata Chemicals Ltd., United Phosphorous Ltd., GACL, and many more industries in and around Baroda.

Hemant Industries apart from Import substitution items, the products manufactured were Ball valves - which were supplied to the Baroda Municipal Gas line project - first of its kind in Gujarat. And also supplied to many large and medium scale industries. Needle valves Vernier Manometers - for instrumentation applications in industries.

As the need rise, the company slowly switched over to the various products on safety and thus started manufacturing Air Movers, Flange Guards. The good reputation of providing quality service and good setup gained them the esteem approval of the Department of Explosives, Government of India, Nagpur, for the manufacturing of the safety fittings.

Product RangeHemind's Air Mover To dilute the general atmosphere at a

confined space with fresh air, enough to keep the concentration of toxic vapor in the confined area within safe limits and to remove contaminated air, replacing it with Air suitable for breathing.

HEMIND'S FLANGE GUARD It is a simple single joint strap, to be used

to fix on the flange joints. It is made of Polypropylene and is durable and has got

resistivity for high pressures and high temperature It can be used in acids..

Continue…Hemind's Safety Fittings Hemind's E-KitIndustrial Safety Helmet

Introduction:Good interviewing skills are key for

successfully selecting the best candidate. Asking the right questions helps you identify the right person for the position. Asking the wrong questions can lead to legal difficulties.

An Interview is a purposeful exchange of

ideas, the answering of questions and communications between two or more person.

Interviews reveal information about

Interviewee opinionsInterviewee feelingsAbout the current state of the system

Organizational and personal goalsInformal procedures

Steps of conducting Interview.Planning the Interviewprepare a detailed interview guide to help

to structure the interview,develop an interview guide and rating

scale so you can consistently and fairly evaluate each candidate,

determine each interviewer’s role andreview the candidate’s application

documents.

There are five major steps in conducting an interview:

open the interview,ask questions about the application

materials,ask the prepared questions and take notes,answer the candidate’s questions about the

position andclose the interview.

Evaluating the interview

To ensure that evaluations are consistent and fair, each interviewer should independently evaluate each candidate immediately after the interview. This involves:

rating how well the candidate meets each of the selection criteria and

developing an overall suitability rating for each candidate.

Interviewers should then meet as a group to reach consensus on which candidate is best suited for the position based on a satisfactory reference and background check.

Methods of Conducting Interviews1. Telephone2. Group3. Panel4. One-On-One5. On-Campus6. On-Site7. Sequential8. Behavioral9. Stress10. Case 11. Technical12. Meal-time

Telephone Interview Be ready Use your notes/resume Introduce yourself clearly and directly Modulate your voice Eliminate any distractions

Group InterviewInteract as a team player Show personalityAvoid conflictKeep an eye on the interviewer

Panel Interview Several Interviewers Eye contact with each person More eye contact with questioner Patience and calm.

One-On-One Interview Make good eye contact Match their “style” Remember body language Give examples

On-Campus Interview Usually only 30 minutes Extra “face time” Portfolio with resume and recommendations Company Material.

On-Site Be alert Be polite to everyone! Be punctual (15 minutes early) Observe environment

Sequential InterviewTwo or more interviewsContinuous assessmentTour may be includedLunch may be included.

Behavioural Interview Based on previous activities Requires specific examplese.g. interpersonal skills"Describe a time you had to work with someone you didn't like." e.g. leadership skills“Give me a time when you motivated others.”

Stress Interview Remain calm and tactful De-personalize the processExample Questions "(deep sigh) Well, if that's the best answer you can give ... (shakes

head) Okay, what about this one ...?" "How do you feel this interview is going?“

Technical Interview Problem solving and creativity Specific knowledge Not only technical but interpersonal Brain teasers

Meal-time InterviewFollow interviewer’s leadShow social know-howBe discrete!Avoid messy food.

Case InterviewTwo way discussionProblem solvingNo perfect answerStructured approachAsk questions

The recruiting interview can be an effective means of selecting employees, but it takes preparation that includes becoming familiar with state, developing an applicant profile, obtaining and reviewing information on applicants, and developing a carefully structure interview.

When the interview is concluded, conduct evaluations of the applicant and yourself.