Dress for An Interview

Dress for An Interview :

Panel Interviews

Panel interviewes are good when there are a few vacancies to be filled and time is of the essence. It is also good because wideranging questions can be asked and the chances of questions not being asked are minimal.

The trouble with these interviews is that candidates are sometimes intimidated. That’s natural. The poor interviewee is nervous. Then when he is confronted with a formidable team - each member with his/her own agenda - it can be frightening. In this situation it is good to remember that you are not alone. Others are going to go through the same drill.

Sequential Interviews

This is usually conducted by multinationals and professional firms. Here, a candidate is interviewed by a number of persons in sequence, each for a particular purpose. There are two types of sequential interviews. In one, an individual is interviewed in sequence by, say, seven people. At the end of the day, the interviewers compare notes and decide whom they are most comfortable with.

The second is an eliminatory one. The individual is interviewed by a junior person. If he passes muster, he is passed onto a more senior person and then to his senior. At each stage, if he fails he is eliminated. In the end, he meets the head. This procedure is useful in that unqualified or unsuitable candidates do not waste the time of senior executives. The seniormost person then tells the interviewee whether he is hired. I remember Nanoo Pamnani - former Chief Executive Officer of Citibank in India - mentioning his experience when he applied to Citibank for a job. He was called for an interview at 9.30 a.m. It was 4.30 p.m. when he concluded his eighth interview and was offered the job - a good day’s work.

Serialised Interviews

Serialised interviews are done when there are a large number of candidates who appear to be suitable. These are usually conducted by human resources personnel to weed out those who are not suitable. Two individuals will sit through the interview with a checklist or scoring sheet - the scoring being on agreed lines.

This is necessary as it is possible that there may be several teams of interviewers (and it is imperative that the basis of determining the suitability of candidates is the same).

After the interviews are over, the teams will sit together and compare scores and then choose those who could be interviewed by line managers.

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