Notes on Interviewing - Introduction to Human Communication | HCOM 100, Assignments of Communication

Download Notes on Interviewing - Introduction to Human Communication | HCOM 100 and more Assignments Communication in PDF only on Docsity! Interviewing -What is Interviewing & what makes different other types communication? Interviewing involves: (a) Oral Communication (b) Between Two Parties (c) At least one party has preconceived & serious purpose (d) Both people speak; Both people listen Lets work through definition. **Oral Communication -There can be email or other types written interviews…but verbal interviews better several reasons: 1. Provides opportunities for important follow up questions you might not have thought of when designing written interview. Ex. Seinfeld: George & Marissa Tomay… …George’s fiancé Susan thinks George cheating w/ Elaine… …Susan goes over Elaine’s…just before leaving: “Importer/Exporter?” …What does Import? Export? …Susan might not have thought to ask if she had simply sent email. 2. Provides important non-verbal information about interviewee. Ex. Some people write very well…Can’t communicate orally save their lives. If you were human resources executive…hiring Supervisor/Team Leader/Media Relations representative… …Candidate’s oral communication skill probably more important than his/her writing ability. **Interviewing takes place between two parties 1. Basically…even when panel of people interviewing one person… (Ex. City Council interviewing environmental consultant) …Still, each conversation consists of only two people…Every council member isn’t speaking at once… …And, perhaps more importantly, as interviewee you need adapt your communication style each interviewer. Ex. For one interviewer you might need to show expertise… Another one humility… Another one Humor Another one Expertise… **Interviews have preconceived & serious purpose beyond mere socializing. This point becomes clearer if we: (a) Look at different types of interviews (b) Look at different purpose of each interview type. Three general types of interviews: 1. Selection 2. Information Gathering 3. Problem and Evaluation 1. Purpose Selection Interviews is to gather information help interviewer decide whether or how to: -Hire -Promote -Place…...the interviewee. -Open Ended Questions require a detailed answer from the interviewee. -Closed Ended Questions can be answered in only a few words. Ex. Open Ended Question would be: “So tell me about your mother.” Ex. Closed Ended Question: “Is your mother friendly?” *Of course, asking Open Ended Questions doesn’t guarantee you’ll get more detailed response…but it does increase chance you will. If your Open Ended Questions aren’t quite getting response you’re looking for, you can use (a) Silence (b) Probes (c) One word questions to get more information Ex. Silence Say you’re interviewing potential client, ask: YOU: “So how long do you expect job last?” CLIENT: “We expect job go on quite some time.” YOU: (Silence) CLIENT: I’m guessing two years at a minimum. Ex. Probe Say you’re parent, want figure out why child’s hanging out w/wrong crowd. YOU: “Timmy, how come you’ve been hanging out with Spike & Bruno lately instead of James & Randolph? TIMMY: “Because Spike & Randolph are cool Mom.” YOU: “Uh, Huh.” TIMMY: “See Mom, all James & Randolph do is homework…but Spike & Bruno light things on fire and say bad words and stuff.” Ex. One word question Say you’re manager, conducting employee evaluations: YOU: “How would you rate your job performance so far?” EMPLOYEE: “Good.” YOU: “Good?” EMPLOYEE: “Well, I guess I have been late a lot…” *To summarize: By using probes, silence, one word questions…increase odds getting information from interviewees who don’t respond event to open ended questions. In General…Open Ended Questions are good when you: (a) Do not have time constraints (b) Have an introverted interviewee (c) Need detailed information about interviewee’s personality/character (d) Think interviewee might be dishonest In General…Closed Ended Questions are good when you: (a) Do have time constraints (b) Have a talkative interviewee (c) Desire only very specific information from interviewee (d) Aren’t interested in assessing interviewee’s character/personality. *Specifically…Text recommends using Open Ended Questions when you need to: 1. Make the interviewee feel relaxed. Ex. Let’s say your child psychologist…child’s parents recently divorced… first session…your dealing w/ very nervous & probably reluctant interviewee. Instead jumping right in with: “So how does parent’s separation make you feel… …Might want to say: “So, I heard you’re baseball team won city championship. What was that like? 2. Discover interviewee’s opinion or feelings about controversial topic: Of course, it’s best to do this indirectly, as cued interviewees will give socially desirable response. Ex. Let’s say your Principal trying figure out whether potential teacher will be willing work with special needs students. Instead of asking: “So, will you be willing to work with special needs children?” …which of course he/she say “yes” to… …Ask: “So do you think environmental or innate factors are responsible for student underachievement? -Obviously, if teacher thinks problem innate…not going bother working w/children. *On other hand, Text recommends using Closed Ended Questions to: 1. Keep control over the interview. Ex. Starting your questions w/ statements like: “In a single word…” “In one or two sentences…” “If you had only one minute to describe…” …Helps you keep control over interview. 2. Your information needs to summarized quickly into report or write up following interview. 1. Leading questions can be used guide interviewee’s thinking. *In other words, leading question can be polite way letting interviewee know he or she doesn’t quite “get it.” Ex. You own small business… …you’ve assigned your assistant job of figuring out best way cut cost… …you’re interviewing him…\ He says: “I think hiring company X would be best decision…” You say: “OK…but does company X provide such & such service…?” He says: “I don’t know…I’ll look that up.” In essence, you’ve made decision for him…but allowed him save face at same time. Finally…A Hypothetical Question seeks a response by proposing a “What if” scenario. 1. You would use Hypothetical Question when you wanted to: (a) Know how interviewee might react in future situation. Ex. You’re running day care & want to assess interviewee’s judgment in crisis situation: “If little Deborah threw up in class…what would you do?” 2. You would use Hypothetical Question when you wanted: (b) The interviewee to consider new point of view. Ex. A College President might ask potential Dean: “What would you do if student complained that professor was failing students for expressing ideas that aren’t “politically correct”?. TO SUM UP: 1. When appropriate, write your interview questions out before the interview 2. Remember that certain types of questions accomplish certain types of tasks…So choose your questions carefully. *Now, What about when you are one being interviewed? We’re going talk about what successful vs. non-successful interviewees do… …And, because you guys probably care most about job interviews… following discussion applies specifically to job interviews. When you are making statements about position you are applying for… DON’T: (a) Go into interview w/ only vague idea about what type job you want (b) Change your reasons for wanting job during interview. DO: Be specific & consistent about (a) The exact position you’re applying for (b) Why you want job; why you’re qualified for it. DO: Refer to company by name (i.e., “Microsoft has a shaky public image; I think I can help fix that). Research shown that unsuccessful interviewees rarely referred to company by name. DON’T: Use interview learn about company & position. DO: Make it clear you have researched company: -Refer to specific brochures, journals, or people who you used to find out about company/position. DON’T: (a) Use neutral/cool communication style (b) Express reservations about company’s location. DO: Use an interested & energetic communication style (“That’s Great!” “Sounds Exciting!”) DON’T: Say you’ve always wanted work in particular field & stop there… DO: Make clear this company you want work for: Ex. Instead of: “I’ve always wanted be an educator…” Try: “I’ve always dreamed of working at school as prestigious as Cal State Fullerton.” DO: Pay careful attention to interviewer’s nonverbal cues… Remember, often times interviewers will accidentally leak answer they want hear: Give it to them. Ex. If interviewer asks, “How are your people skills…?” …He/She doesn’t want hear: “Honestly, I’d really prefer position where I could work on my own.” DO: Use industry Jargon (but only if you’re sure what terms mean). DON’T: Give (a) Extremely short responses (b) Give overly general responses. DO: Use specific personal experiences, comparisons, statistics, etc. to support your points. DON’T: Be afraid ask specific questions about: (a) What your duties would be (a) Questions based on knowledge of company/industry. In other words, you don’t want to ask: “So what does your company do exactly…?” You do want ask: “Given (such and such trend) in industry…how exactly do you see my department handling this problem? Finally: Unsuccessful interviewees speak only about 37% of time…Initiate topics only 36% of time…