Chapter 6- Principles of Interviewing Kierra Whitehead and Skyler Hewitt

What is an Interview? Interview- a two party interaction in which at least one party has a specific, serious purpose and that usually involves the asking and answering of questions Pg. 141

Interviewing Strategies Planning the Interview: Define The Goal Identify and Analyze the Other Party Prepare a List of Topics Choose the Best Interview Structure : Structured Interview- consists of a standardized list of questions that allow only limited range of answers with no follow-up. Unstructured Interview- Has a goal and a few topical areas in mind but no list of questions Moderately Structured Interview- interviewer prepares a list of topics and designs major questions and possible follow-up probes Pg.142-144

Interviewing Strategies Cont. Consider Possible Questions Primary, Open, Factual, and Direct Questions Example: “Describe some experiences that describe your leadership skills” Secondary, Closed, and Hypothetical Questions Example: “You said you welcome challenges. If the chance arose, would you be interested in handling the next round of layoffs?” Leading questions- suggest the answer the interviewer expects Arrange the Setting Pg.145

Conducting the Interview Three Stages: Opening: Good introduction and first impression Body: Questions and answers are exchanged Closing: Bring conversation to a satisfactory end

Opening Greeting and Building Rapport: Begin with a greeting and a self introduction, make small talk, and find common ground (shared interests or experiences) Orientation: Interviewer gives the respondent a brief overview of what is to follow. In the orientation make sure to do the following: Explain reason for the interview Explain what information is needed and how it will be used Clarify any ground rules Mention the approximate length of the interview Motivation: give interviewees a reason that will make them feel the interview is worthwhile for them Pg. 147-149

Body Pg. 150-152 Responsibilities of the Interviewer: Control and Focus the Conversation Listen Actively Use Secondary questions to probe for important information The Interviewees Role: Listen actively and give clear, detailed answers Answer the question the interviewer has asked Correct any misunderstandings Cover your own agenda Pg. 150-152

Closing Pg.152 Review and clarify the results of the interview Establish future actions Conclude with Pleasantries Pg.152

Types of Interviews Pg.153-154 The Information-Gathering Interview: View information-Gathering as a Process: background information Define Interview Goals and Questions: goal should be as specific as possible and worded in a way that will tell you whether you have the answers you are seeking Choose the Right Interviewee: Who you interview is likely to shape the value of what you learn Pg.153-154

Types of Interviews Cont. The Career Research Interview- special type of informational interview in which you meet with someone who can provide information that will help you define and achieve your career goals. The Value of Personal Contacts: “It isn’t what you know, it’s who know” Choosing Interviewees: Building a personal network Contacting Prospective Interviewees: Setting up a meeting Following Up: After the meeting express thanks for the interviewee’s time Pg.154-159

Types of Interviews cont. The Employment interview- this explores how well a candidate will fit the job. Pre-Interview Steps: -Clean up online identity -Conduct background research -Contact potential employers

Prepare for Possible Interview Formats Panel interview – The interviewee is questioned by several people. It gives you an opportunity to meet the people you may be working with. Stress Interview- used to evaluate your behavior under pressure. Audition interview- The employer will ask you to demonstrate your skill at the job you are applying for Behavioral interview- The employer asks you what you did or would do in specific situations. Think constructively Dress professionally

During the Interview Key questions interviewer may ask Educational Background-Does candidate posses the skill for the job? Work Experience- Do previous jobs prepare candidate for position? Career Goals- What goals does the candidate have? Personal Traits- How is the candidate’s attitude? Knowledge of organization/job- Does the candidate know the job and organize well?

During the interview cont. Respond to employer’s needs and concerns. Be honest- Emphasize the positive. - Keep answers brief - Show enthusiasm - Have answers to your own questions

Rehearsing the Interview Research to identify the nature of the job you are seeking. Draft some questions to explore the job you are applying for. Think about how to answer each question. Role-Play the interview.

Post-Interview Follow-up Every interview should be followed up by a thank-you note to the person who interviewed you. Demonstrate common courtesy Remind employer of you Remind employer of promised engagements

Interviewing and the Law Questions for the sole purpose of discriminating may not be asked during an interview. Ex. A mentally impaired person may only be asked questions that pertain to how well they can perform the job.

Ethics of Interviewing Obligations of interviewer Don’t make promises you can’t keep Keep confidences Allow interviewee to freely respond Treat interviewee with respect.

Ethics of Interviewing cont. Obligations of interviewee Don’t misrepresent the facts. Don’t waste the interviewer’s time.