The Interview – Types

Now, I promised you some information on the types of interview structures.  So here goes.  In times gone by the interview tended not to be particularly structured.  However, more and more companies are trying to be a lot more scientific about how they approach interviews.  The following are the types of interview structure you may find yourself up against.

The Interview – Structures

Incidentally, I mentioned IPD personnel managers earlier.  This is the type of interview they are likely to conduct.  They are specifically structured to ensure they find out all about you!  There are two specific interview structures which are as follows;-

1.  Five Fold Grading System

The interviewer will ask questions and make assessments on five specific areas which are as follows;-

Personal Qualities

• Impact on Others
• Physical make up
• General manner / demeanour
• Appearance
• Speech

Qualifications

• Education and other attainments
• Experience

Innate Abilities

• Comprehension (quality and ability)
• Aptitude for learning

Motivation

• Goal setting – type and quality
• Determination to see a goal through
• Success in actual achievement

Adjustment

• Emotional stability
• Ability to deal with stress (how you react to stress)
• Ability to deal and get on with other people

2.  The Seven Point Plan

1. Physical Make Up -      Are there any defects in health or physique which could be of importance to the occupation? Is the candidates’ appearance, bearing and speech agreeable?
2. Attainments – What type of education has the candidate had?  How well did he do in that education?  Has he had any occupational training?  If so, what?  What occupational experience does the candidate possess, and how well has he done thus far?
3. General Intelligence – What level of general intelligence does the applicant display?  How much general intelligence can he display?
4. Special Aptitudes – Has the candidate any special mechanical aptitudes?  Does he possess particular manual dexterity? Ability in the use of words? Figures? A talent for music? Drawing?
5. Interests – To what extent are the applicants interests intellectual? Constructional? Physically active?  Competitive?  Practical?  Social? Artistic?
6. Disposition – How acceptable does the candidate make himself to others?  Does he / can he influence others?  Is he dependable?  Is he self-reliant?
7. Circumstances – What are the applicants domestic circumstances?  What do other members of his family do for a living?  Any financial difficulties?  Is he integrated into local society?

Interview Questions

As you can see, they are both quite in depth.  I am not going to comment on the rights or wrongs of these methods, I put them here so that you know what you might expect from HR, if you have to be interviewed by them.  Don’t forget they have to justify their existence somehow!  My apologies to any Personnel people reading this.  After all, I have to justify my own existence as well, you know!

The major saving grace is that Personnel will not reject you if the line manager wants you, unless you mess up big time in the HR stage of the interview.  Line managers simply want to know if you have the right skills, attributes and experience.  If you are the best fit in that area and get along with the line manager, he will want to take you on in the interview situation 99% of the time – no matter what interview structure personnel might try and impose. But…you have to play the interview game!