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