Chapter 6 Interviewing Conscious Communication Interview Types Interrogation

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Chapter 6 Interviewing & Conscious Communication

Chapter 6 Interviewing & Conscious Communication

Interview Types Interrogation Persuasive or sales Performance review Information or focus group Employment

Interview Types Interrogation Persuasive or sales Performance review Information or focus group Employment

Interrogation Most mindless form of interviewing One-sided interview Usually concentrates on negative Do not

Interrogation Most mindless form of interviewing One-sided interview Usually concentrates on negative Do not use if you want to: • Build rapport • Gain information • Develop consensus

Persuasive or Sales Typically a ‘sales call’ Usually one-sided Can be manipulative

Persuasive or Sales Typically a ‘sales call’ Usually one-sided Can be manipulative

Performance Review or appraisal of employee’s work and job performance Manager imparts most of

Performance Review or appraisal of employee’s work and job performance Manager imparts most of the information Designed to: • • Give feedback on performance Reward good performance Set expectations for improvement Solve any problems that exist

Information or Focus Group Used to: • Gather specific information • Further understanding •

Information or Focus Group Used to: • Gather specific information • Further understanding • Test a concept or idea Focus Groups: • A group assembled to help explore an idea or to test a product

Employment Most common form of interview Purpose is to create a match between employee

Employment Most common form of interview Purpose is to create a match between employee and employer Participants should • • Define goals and expectations prior to interview Be honest to ensure a good fit Allow information to flow back and forth Make informed choice based on available information

Step 1: Choose Set the goals for the interview Develop a job description •

Step 1: Choose Set the goals for the interview Develop a job description • First impression potential employees have • Includes job details, required experience and education, and often a salary range Post the job ad

Step 2: Create Interview script • A plan of questions used for the interview

Step 2: Create Interview script • A plan of questions used for the interview • Need to ask only ethical questions • Contains questions that: Establish rapport Define the interviewee’s experience Clarify the requirements for the position Present the organization Provide closure

Step 3: Coordinate Involve all necessary to ensure a good fit with the organization

Step 3: Coordinate Involve all necessary to ensure a good fit with the organization Coordinate with: • Those who interact with the position • Managers from other departments • Human resources area

Step 4: Deliver Have all necessary materials ready Use a file for each candidate

Step 4: Deliver Have all necessary materials ready Use a file for each candidate For video or phone interviews: • Reserve a conference room • Call the interviewee at home, rather than work Speak clearly and loudly • Wait until each speaker finishes before speaking • Clarify answers you don't understand • “Smile”