© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 1 Chapter 6 Principles of Interviewing Planning the InterviewPlanning the Interview Conducting the InterviewConducting the Interview The Ethics of InterviewingThe Ethics of Interviewing Chapter Outline

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 2 Principles of Interviewing Interviewing is a special kind of conversationInterviewing is a special kind of conversation –Has a definite purpose –More structured –Strong element of control –Two parties: interviewer and respondent –Different amounts of speaking (30/70) –A significant aspect of daily business

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 3 Principles of Interviewing Kinds of Interviews Selection Performance Appraisal DisciplinarySurvey DiagnosticResearch InvestigativeExit

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 4 Planning the Interview Define the GoalDefine the Goal Identify and Analyze the Other PartyIdentify and Analyze the Other Party –Consider these factors: Knowledge level Other’s concept of selfKnowledge level Other’s concept of self Your image AttitudeYour image Attitude Prepare a List of TopicsPrepare a List of Topics –Often clarifies when the purpose is clear

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 5 Planning the Interview Choose the Best Interview StructureChoose the Best Interview Structure –Highly structured Standardized list of questions, often with specific wording and question orderStandardized list of questions, often with specific wording and question order Structured to allow limited range of answersStructured to allow limited range of answers No freedom for interviewer follow-upNo freedom for interviewer follow-up Lower standard for interviewer skillLower standard for interviewer skill Common in market researchCommon in market research

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 6 Planning the Interview Choose the Best Interview StructureChoose the Best Interview Structure –Nonstructured Topical agenda with a few key questionsTopical agenda with a few key questions Not structured in order to facilitate a large range of answersNot structured in order to facilitate a large range of answers High standard for interviewer skillHigh standard for interviewer skill Great freedom for interviewer follow-upGreat freedom for interviewer follow-up Common where focus is on the individual being interviewed, rather than broad market trendsCommon where focus is on the individual being interviewed, rather than broad market trends

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 7 Planning the Interview Choose the Best Interview StructureChoose the Best Interview Structure –Moderately structured List of topics to cover with probable orderList of topics to cover with probable order List of major questions and follow-up questionsList of major questions and follow-up questions High standard for interviewer skillHigh standard for interviewer skill Gives interviewer assistance in follow-upGives interviewer assistance in follow-up Common where focus is on the individual, but topics need more control than nonstructuredCommon where focus is on the individual, but topics need more control than nonstructured

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 8 Planning the Interview Consider Possible QuestionsConsider Possible Questions –Open versus Closed –Factual versus Opinion –Primary and Secondary –Direct and Indirect –Hypothetical and Critical Incident –Leading

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 9 Planning the Interview Arrange the SettingArrange the Setting –Time Duration of the interviewDuration of the interview Surrounding events (meals, other meetings)Surrounding events (meals, other meetings) –Place DistractionsDistractions Physical and Power arrangementPhysical and Power arrangement

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 10 Conducting the Interview OpeningOpening –Greeting and building rapport –Orientation Reason for the interviewReason for the interview Information needed and how it will be usedInformation needed and how it will be used Clarify ground rulesClarify ground rules Approximate length of interviewApproximate length of interview –Motivation What are the payoffs?What are the payoffs?

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 11 Conducting the Interview BodyBody –Responsibilities of the Interviewer Control and focus the conversationControl and focus the conversation Listen activelyListen actively Use secondary questions to probe for informationUse secondary questions to probe for information –Silence is often the best probe

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 12 Conducting the Interview BodyBody –The Interviewee’s Role Listen activelyListen actively Give clear, detailed answersGive clear, detailed answers Correct misunderstandingsCorrect misunderstandings Cover your own agendaCover your own agenda –Ask questions

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 13 Conducting the Interview ClosingClosing –Review and clarify results –Establish future actions Preview next interview or “Why don’t I give you a call by Friday?”Preview next interview or “Why don’t I give you a call by Friday?” –Conclude with pleasantries Thank youThank you

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 14 The Ethics of Interviewing Obligations of the InterviewerObligations of the Interviewer –Make only promises you are willing to keep Example: chances of making a job offerExample: chances of making a job offer –Keep confidences –Allow the interviewee to make free responses –Treat the interviewee with respect

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 15 The Ethics of Interviewing Obligations of the IntervieweeObligations of the Interviewee –Don’t misrepresent facts or your position –Don’t waste the interviewer’s time Be qualified for the interviewBe qualified for the interview Be preparedBe prepared