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Preliminary Interview and In-Depth Interview Preliminary interviews, also known as screening interview, is used to weed out those candidates who do not meet the minimum criteria laid down by the employing organisations or if the number of candidates is quite large enough and the time at the disposal of interviewers is short to adopt in-depth interview and using preliminary interview questions for all the candidates to weed out the candidates falling below the cut-off point. Normally, preliminary interview is held in campus recruitment where the time duration is quite short to interview all the available candidates in depth. For example Hindustan Unilever Limited fills its positions of management trainees through campus recruitment process and its selection process consists of four phases- preliminary interview, selection test, group discussion and final interview. |
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Final interview is in the form of in-depth interview. In in-depth interview, the candidate is probed thoroughly both in terms of technical as well as behavioural qualities. Where selection tests are used to weed out unsuccessful candidates, questions in in-depth interview focus mostly on behavioural qualities. However, where selection tests are not used, questions in in-depth interview focus mostly on technical qualities. In-depth interview is quite common with most of the employing orgs. for filling different types of vacancies.
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