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Chapter 9

Interview = formal two-party communication in which at least one of the participants has a set purpose

Interviewer = one who determines the purpose of the interview and ensures that the discussion remains

focused on the purpose

Interviewee = one who provides information to the interviewer

Interviewer drives the interview – main responsibilities:

  Set a goal defining what you want the outcome of the interview to be

  Develop the structure of the interview, i.e. the manner in which it is conducted

  Prepare and ask appropriate questions to help meet goal of interview

  Controls the direction of the discussion, makes sure that the interviewee does not talk around

the questions

Interviewee = responsible for providing clear, complete, and appropriate answers, obligated to gather

information, i.e. during a job interview

Three main types of interviews:

  Information gathering

  Information giving

  Employment

Information-gathering interview = one in which an interviewer obtains information from an interviewee,

usually done through a survey or investigation

Survey interviews = gather information from a number of people, using information to draw conclusions,

make interpretations, and determine future action

Investigative interview = an interview in which the interviewer uses questions to find out unknown

information; used to determine cause of an event

Exit interview = why a person has decided to leave an organization, often conducted at the end of 

employment

Information-giving interview = one in which an interviewer gives information to an interviewees

Performance appraisal = how well one has achieved their goals and objectives over a set period of time

Counseling interview = interviewer helps interviewee decide on a course of action

Employment interview = a process employers use to judge whether a job candidate is qualified and well

suited for a position; single most important factor in landing a job

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Resume = brief history of education and work experience

Interview process = sequence of actions that results in an effective interview, includes:

  preparation

  the actual interview

  the post interview

Preparation:

  set a goal

  determine the type of interview

  determine the structure

  research the other party

  develop appropriate questions

  practice

prearranged interview = one that is arranged in advance; ideal to arrange interview several days in

advance

scheduled interview = one in which the questions are standardized, such as in a survey or poll

research the other party = information gathering research, can research the company

research the job:

  what are the primary responsibilities of the job?

 What role would I play in this position?

  What skills typically are required for this type of position?

  Will I need any special training?

  Where might this type of job lead in the near future?

  What kind of employee performance appraisal system does the company use?

Practice is important

Types of questions:

  Open-ended: broad in scope, giving the respondent a great deal of freedom in his or her answer

  Closed: seeks a very specific answer  Highly closed: not only seeks a specific answer but may even provide answers from which to

choose

  Primary: begins a new topic

  Secondary: helps the interviewer better understand the answer to a primary question

  Leading: suggests the desired answer

  Neutral: implies no specific or “right” or “wrong” answer 

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  Direct: straightforward, asks exactly what the interviewer wants to know, leaves no room for

ambiguity

  Indirect: seeks specific information without directly asking it

  Factual: seeks information that can be proven

  Opinion: asks for the respondent’s judgment about something 

  Hypothetical: asks how a respondent might react in a given situation

Questions to ask self after an interview:

  Was I adequately prepared for the interview?

  Did I ask clear, appropriate questions?

  Were my responses accurate and complete?

  Did I listen carefully?

  Did I seem confident during the interview?

  Based on this interview, would I hire me?

  What behaviors, questions, or answers would I change for the next interview?

Appropriateness in interview:

Appropriate dress and appearance is necessary.

Demeanor = outward behavior

Body language = how people nonverbally express feelings and attitudes