Interviewing Skills

Interviewing skills Gopalam KB

Types of interviews • • • • •

SELECTION INTERVIEWS APPRAISAL INTERVIEWS COUNSELING INTERVIEWS DISCIPLINE INTERVIEWS FOCUS GROUP INTERVIEWS

BASIC PROCESSES OF INTERVIEWING

• a special form of communication • COMMUNICATION INFLUENCES • • • • • • • • •

Purposes of Communicating Motivations for Communicating Perceptions Thinking Patterns Language Expertise Body Language Bias Attitudes Memory

PLANNING STRATEGIES • • • •

Stating Your Purpose Preparing an Agenda Raising Questions Common Problems Associated with Asking Questions • Structuring the Interview • Planning the Physical Setting • Anticipating Problems

CONDUCTING THE INTERVIEW • • • • •

Establishing a Productive Climate Listening Analytically Probing Thoughtfully Motivating the Interviewee Controlling the Interview

Keeping Control • • • • •

You are the leader and guide Keep to the subject Get to the point earlier on Don’t talk too much yourself Stick to the time allocated

Structure of the Interview • Opening – – – –

Introduction & Important facts Purpose of the meeting Put the other person at ease Encourage relaxed, open – minded, committed and calm discussion – Be frank

Structure of the Interview • Middle – – – – –

Keep aim in mind Keep the discussion relevant Listen with attention Observe body language Make sure agenda is covered

Structure of the Interview • Closing – – – – –

Sum up the discussion Describe action decided Confirm the usefulness of the interview Avoid ending abruptly Close on a positive note

Behavioral based interviewing • best predictor of future behavior is past behavior • ask for specific examples and press for an action with an outcome • behavioral based questions Tell me about a project that you are particularly proud of. What was it, what was your role and what was the outcome?

Questions • Yes/No type – Check facts – Oversimplified answers?

• Closed probe – Restricted facts – Interrogation?

• Open probe – Opening the discussion – Long answers?

Questions • Leading type – Not really useful – Limited value?

• Loaded type – Limited use, provocative – Suggestion?

• The prompt – Guiding in direction – Curtail reply?

Question • Probe – More information – Interrogation?

• Mirror – Check message – Alter meaning?

• What – If? – Imaginative – Hypothetical information?

Selection interviews • Attitude • Skills • Knowledge • Your requirement – Readily available?

Selection interviews • • • • • • •

Unique Contributions of the Interview Research Perspectives Planning the Interview Managing the Interview Interpreting the Data Legal Considerations Overcoming Problems

APPRAISAL INTERVIEWS • • • • • •

History of Appraisals Objections to Appraisals Rational for Appraisals Preparation for the Evaluation The Feedback Interview Final Considerations

COUNSELING INTERVIEWS • Differences Among Counselors • A Basic Orientation to Counseling • Two Basic Approaches to Counseling Interviews • Planning the Interview • Conducting the Interview • Confronting Special Problems

DISCIPLINE INTERVIEWS • A Positive Approach to Discipline • Different Managerial Approaches to Discipline • Planning the Interaction • Administering Discipline • Special Problems • The Ultimate Discipline

FOCUS GROUP INTERVIEWS • Rational for Focus Group Interviewing • Considerations in Forming a Group • Conducting the Group Interview