Communication
Applications
Chapter 9
Exploring the Interview Process
Section 1
The Nature of Interviews

Objectives
 1. Analyze the roles in the interview process.
 2. Describe the different types of interviews
and identify an appropriate situation for each.
 3.Explain the importance of communicating
effectively in interviews.
Roles in the Interview Process

Interviewer – sets up and carries out
the interview.
 Sets the Goal - what you want the
outcome of the interview to be.
 Develop the Structure – the manner
in which it is conducted.
 Prepare and Ask Questions –
prepare questions tailored to the job,
or goal of the interview.
 Control the Direction of the
Discussion – makes sure interviewee
answers questions and does not
avoid them.
Roles in the Interview Process

Interviewee – must have good, clear communication
skills
 Provide Clear, Complete, and Appropriate Answers
– it is essential to listen to the questions given by
the interviewer.
 Gather Information – determine whether a
company or position fits the interviewee’s needs.
Types of Interviews

Information Gathering – interviewer
obtains information from the
interviewee.


Survey – gather information from a number
of people and use to draw conclusions.
Investigative – uses questions to find out
unknown information, or the cause of an
event.
 Who, What, When, Where, Why, and
How?
 Exit Interview – used to determine why a
person has decided to leave an
organization, or company.
Types of Interviews

Information Giving – interviewer gives
information to an interviewee.
 Performance
Appraisals – An evaluation of
how well you have achieved your goals and
objectives over a period of time.
 Example – report card in school
 Counseling Interview – an interviewer helps
the interviewee decide on a course of action.
Types of Interviews

Employment – a process employers use
to judge whether a job candidate is
qualified and well suited for a position.
 Importance – the employment
interview is the single most important
factor in landing a job.
 Communication Skills are evaluated in
one interview.
 Building Skills – Study how companies
advertise for a position and practice
interviewing for that position.
 An interview usually happens at the
place of employment, but can happen
anywhere.
Section 2
Understanding the Interview Process

Objectives
 1. Identify and describe the components of the
interview process.
 2. Explain the steps needed to prepare for an
interview.
 3. Distinguish the basic components of an
interview.
 4. Explain the importance of the activities in the
post interview.
Preparing for an Interview



Set a Goal – what should be the outcome of the
interview? For the interviewer? For the interviewee?
Determine the Type of Interview– Choose the type
of interview that will best enable you to reach your
goal.
Determine the Structure– How will the interview be
done?
Scheduled Interview– questions are standardized/specific
 Nonscheduled Interview– very flexible, non-standard
questions
 Moderately Scheduled Interview- most interviews, a set of


Research the Other Party
 Information
Gathering – the interviewer researches
about the interviewee or information used in the
interview
 Information Giving – the interviewer must be able
to support his/her information
 Employment – both, especially the interviewee
 Company
– Where can I get information about this
company? How long has it been in business? What are
its goals? Etc…
 Job/Position – What are the primary responsibilities of
the job? What are the skills needed? Any advancement?
 Interviewer – Does the interviewee’s job application and
resume indicate the necessary skills for the position?

Develop Appropriate Questions

Interviewee
Information Gathering – ask perception-checking questions to
make sure your meanings are clearly understood
 Information Giving – learn as much as possible from the
interviewer
 Employment– show initiative by asking intelligent questions
about the company, position, and your specific responsibilities


Interviewer
Information Gathering – get as much information from the
interviewee as possible
 Information Giving – ask perception-checking questions to make
sure the interviewee understands what you are saying
 Employment – questions should be designed to evaluate the
interviewee’s personality, qualifications, potential, and goals


Practice
Practice Interviewing – practice what
you want to say during the
beginning, middle, and end of the
interview. Also, check your nonverbal messages, including what you
are wearing. Practice taking notes.
 Practice Being Interviewed –
Anticipate questions that might be
asked and have answers ready. Have
someone ask you the questions and
check your non-verbal messages,
including what you are wearing.

The Actual Interview
The Opening – A typical beginning has both
parties introducing themselves. It sets the tone
of the interview.
 The Body – The main part of the interview. In
a balanced interview, both parties speak and
listen; ask questions and evaluate answers.
 The Closing – A summary of what happened
during the body of the interview. This is the time

to discuss plans for future action, if needed.
The Post Interview



A key time to reconnect with the interviewer
and remind them of your strong points.
A follow-up thank-you letter, or other type of
business communication is very important.
Ask yourself- Did I ask clear, appropriate
questions? Did I listen carefully? Did I seem
confident during the interview? Would I hire
myself based on this interview?
Section 3
Appropriateness in Interviews
 Objectives
 1.
Explain why appropriateness is
important in an interview
 2. Develop appropriate questions for an
interview.
 3. Recognize unlawful interview
questions
Personal Appropriateness in
Interviews



Appropriateness–what is
acceptable/norm for a given situation.
Dress–How you dress will depend on
the context. If you are unsure how to
dress, overdressing is usually better
than under dressing.
Appearance–Poor hygiene, an
overpowering scent of cologne, too
much makeup, an unusual hair color or
style, or even bad breath may cause
someone to form a poor opinion of
you.
Appropriate Demeanor




Friendliness – Make eye contact, offer
a firm handshake, and give a sincere
greeting.
Poise and Confidence – Be prepared
and you will be confident. Don’t be
arrogant.
Verbal Skills – Don’t use slang, or
“like,” or “you know”. Make sure your
speech is clear and not too loud or soft.
Body Language – Use positive body
language. Smile. Stand tall. Sit erect.
Don’t slump or use your hands too
much. Make eye contact with the
person(s) you are speaking to.
Appropriate Questions in Interviews



Interviewee – What are the specific duties of this
position. Is any special training provided?
Interviewer – What is one of your
strengths/weaknesses? Why did you leave your last
job? Why do you want to work for this company?
Laws Governing Employment Questions –
Employers may not legally ask for information that
can be used to discriminate on the basis of race, color,
religion, sex, disabilities, marital status, national origin,
or age.

If you are asked and unlawful question, how will you
respond?