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Types of Interviews

Types of Interviews. Chapter 7. Types of Interviews. Investigative interviews Survey interviews Diagnostic interviews Research interviews Exit interviews. Interviews. Investigative-”What happened?” Survey-used for research to sample large groups of people

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Types of Interviews

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  1. Types of Interviews Chapter 7

  2. Types of Interviews • Investigative interviews • Survey interviews • Diagnostic interviews • Research interviews • Exit interviews

  3. Interviews • Investigative-”What happened?” • Survey-used for research to sample large groups of people • Diagnostic-used in health care, law, counseling & other areas to assess and treat clients

  4. Interviews • Research-turn up information that can help individuals and organizations perform more effectively • Exit-help organizations understand why people are leaving

  5. General Approach to Interviews • Collect background information • Define interview goals and questions • Choose the right interviewee

  6. Career Research Interview • A special kind of informational interview in which an you meet with someone who can provide information that will help you define and achieve your career goals.

  7. Career Research Interview • Use personal contacts • Choose interviewees that can help • Contact interviewees either by letter or phone • Follow up and express thanks

  8. Gatekeepers • Gatekeepers are personal assistants, receptionists, secretaries, etc. • How to get through Gatekeepers • Make first request in writing • Phone early or late • Enlist gatekeepers as allies • Be flexible

  9. Employment Interview • Designed to explore how well a candidate might fit a job. • This works both ways: • Does the company want to hire you? • Do you want to work for the company?

  10. Pre-Interview Steps • Conduct background research • Contact potential employers • Scannableresumes • Prepare for possible interview formats • Think constructively • Dress appropriately & act professionally

  11. Interview formats • Panel interview-candidate is questioned by several people • Stress interview-evaluates your behavior under pressure • Audition interview-demonstration of the skills the employer is looking for • Behavioral interview-explores past accomplishments of the candidate

  12. During the Interview • Anticipate key questions • Educational background • Work experience • Career goals • Personal traits • Knowledge of organization and job • Table 7-2 pages 202 & 203

  13. During the Interview • Respond to the employer’s needs and concerns • Be honest • Emphasize the positive • Back up answers with evidence • Keep answers brief • Be enthusiastic • Have your own questions answered

  14. Rehearsing an Interview • Use pre-interview research to identify the nature of the job you are seeking • Draft a series of questions that explore the job description you have created • Think about how you would answer each question • Role-play the interview using a friend to help

  15. Post-interview follow-up • Send a thank you letter immediately • Demonstrates common courtesy • Reminds the employer of you • Gives you the chance to remind the interviewer of important information • Tactfully reminds interviewer of promises made • Can correct any misunderstandings

  16. Interviewing and the Law • The Equal Employment Opportunity Commission (EEOC) permits that only questions regarding a bona fide occupational qualification be asked in an interview.

  17. Interviewing and the Law • The Americans with Disabilities Act of 1990 (ADA) requires equal access employment and a provision of “reasonable accommodations” for persons with disabilities. • Disability is defined as a “physical” or “mental impairment” that “substantially limits” one or more “major Life activities”.

  18. Ways to Answer an Unlawful Question • Answer without objection • Seek explanation • Redirect • Refuse • Table 7-4 pages 214 & 215

  19. The Performance Appraisal Interview • These should be scheduled regularly between superior and subordinate to discuss the quality of the subordinate’s performance.

  20. Functions of Performance Appraisals • Letting the employee know where he or she stands • Developing employee skills • Improving employment relationship • Helping management learn the employee’s point of view • Counseling the employee • Setting goals for the future

  21. Steps in the Appraisal Process • Review progress • Discuss successes, problems, and needs • Feedback should be accurate • Feedback should be relevant to the job • Set goals • Review and respond to the written record from the appraisal

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