Greeting and small conversation: This step is essential for building rapport and putting the applicant at comfort for enhancing information free flow through exchange. Greeting is therefore preferable by the applicant’s name and by shaking his hand firmly. Introducing one and engaging in small conversations on topics involving no controversies like weather and traffic.
Orientation: Describing briefly the procedure of the interview inclusive of interviewer questions, data on job position and organization and finally applicant based questions.
Work experience and educational background: Previous performance is the appropriate indicator of performance in the future and therefore concrete examples should be asked on previous success and challenges faced.
External Interests: This can depend upon Interviewer’s choice and the focus should be only on skills or characteristics related to job and this will contribute to successful performance at job. Warning needs to be exercised when specific question types are asked so that solutions do not reveal an organization affiliation and these questions are regarding race, colour, sex, origin, age, religion etc.
Strengths and Weakness summary: Asking the applicant to summarize their strengths and weaknesses as they have a relation to previous experiences of employment on how strengths would be used in the productivity at job and how weaknesses of the applicant will be kept away and what can be done further in order to improvise (Blanchard 2012)
Position and organization selling: The applicant till this time has sold himself to the interviewer through their personal attributes and skills. Now this is the time for telling the applicants on the position of organization and relevance of the job position by asking what the applicant already knows on the position. Presenting the position positively along with the agency also in a positive manner is crucial.