I. What is an Interview?
A. Interviewer: The party who asks the question.
B. Interviewee: The person being interviewed.
C. Interview: A planned and purposeful interaction between two parties, in which questions are asked and answers are given.
II. Types of Interviews: Purpose and Goals
A. Informational Interview: To acquire facts about a specific topic such as opinions or data.
B. Appraisal Interview: To evaluate what the interviewee is doing well and what he or she can do better.
C. Persuasive Interview: To change the interviewee’s attitudes or behavior.
D. Exit Interview: Is often conduced to determine why the match between employer and employee did not work or why the employee has decided to leave.
E. Counseling Interview: To provide guidance and support for the person being interviewed.
F. Employment Interview: This interview is conducted for the purpose of filling an employment position.
III. Preparing for an Interview.
A. Self Assessment For a Job Interview:
1) Ask yourself questions such as: 1) Why am I interested in this position? 2) How important is my work to me? 3) Do I have the necessary background for this job? 4) Could I grow into the position?
B. The Resume
1) A short account of ones qualifications for a particular job.
2) The purpose of the resume is to present ones educational and experiential backgrounds emphasizing his or her relation to the job under consideration.
3) Resume should include: Applicants name and current address, current place of employment, prior employment and related experience, education/ training, awards, honors and professional recognition. In addition the resume may include activities and experiences that highlight leadership potential, career goals and references.
C. The Cover Letter
1) The cover letter is a short letter that introduces you to the interviewer it expresses your interest in a position, it tells how you learned of the position, it reviews your primary skills and accomplishments, it explains why these qualify you for the job, it highlights any items of special interest about you that are relevant to your ability to perform the job and it contains the request for an interview. A resume is always included with the cover letter.
IV. Questions: The Heart of the Interview
A. The Interrogatives: What, Where, When, Who, How, and Why are used throughout an interview because they lay a foundation of knowledge on which to base decisions or conclusions.
B. Closed Questions: Highly structured questions answerable with a simple yes or no or in a few words.
C. Open Questions: Questions that offer the interviewee freedom with regard to the choice and scope of an answer.
D. Primary Questions: Questions used to introduce topics or explore a new area.
E. Secondary Questions: Probing questions that follow up primary questions.
A. Listen closely to detect the exact nature of the interview questions.
B. Listen to the interviewer’s responses to our answers in order to gage how well we are doing in a session.
VI. Organizing the Interview
A. The Opening: Begins the interview. Its general function is to establish a connection between the two parties and to clarify the interviews purpose and scope.
B. The Body: This is where the major part of the interview occurs.
1) Highly Scheduled Body: This includes all the questions that the interviewer plans to ask. Most of these questions are closed.
2) Moderately Scheduled Body: The interview determines the primary questions ahead of time. These serve only as a foundation for the rest of the interview.
3) Non Scheduled Body: This provides maximum flexibility for both the interviewer and interviewee. The interviewer works from an outline of topics but no actual questions.
C. The Closing: To end on a positive note, reinforcing the positive climate created in the opening.
VII. Illegal Questions in Interviews
A. Questions concerning age, race, marital status and other personal characteristics are protected under anti discriminatory statutes and are illegal to ask.
VIII. Objectives: Roles and Responsibilities
A. Interviewers usually have a threefold objective. They hope to gather information that will enable them to evaluate the interviewee’s probable performance accurately, persuade applicants that the business or organization is a good one to work for, and ascertain whether the applicants and the people with whom they will work will be compatible.
B. Behavioral Interview: An employment interview in which an employer looks for the employee to provide specific examples of specific skills.
C. Case Interview: An employment interview in which the interviewee in presented with a business case by the employer and asked to work through it.
D. Stress Interview: An employment interview in which more than one person fires questions at an interviewee.