INTERVIEWS

Definitions, nature, types, characteristics, preparations

(Fielding, 2005)
INTERVIEW DEFINITIONS
 General..a planned conversation between two parties
during which questions are asked and answered on a
specific subject
 Job ....exchange of facts and opinions about a specific
job
 Conversation rather than an interrogation

 Planned rather than random conversation

NATURE OF INTERVIEWS
 Specialist knowledge required for success
 Occur in controlled environment

 Two sided and predictable nature or way

 Interviewer and interviewee roles prescribed

 Specific purposes in mind

 Effective verbal and non-verbal communication essential

for success
 Active listening essential during interview

 Based on formal questions and answers

TYPES OF INTERVIEWS-4 CATEGORIES
AND CHARACTERISTICS
 Information seeking – e.g. market survey (target group),
employee grievance (information seeking)
 Appraisal interview- performance, strengths/weaknesses,
assist in identifying weaknesses and improving
performance; promoting; counselling/instruction-giving
 Exit interview/debriefing-to find out why people have
resigned..encourage honest answers
 Job interview-Preparation, Process and Close/Ending
(detail to follow)
CHARACTERISTICS OF A GOOD
INTERVIEWER
 Thorough preparation
 More listening than talking

 No jumping to conclusions

 Leading candidate on

 Does not guide interviewee into giving correct answer

 Uses range of open and closed questions

 Translates facts and opinions into how the candidate will

perform on the job
THE JOB INTERVIEW- IN DETAIL
 Factors relevant to the job interview
 Differences between a one-to-one interview and panel
interview
 The interviewer’s preparation

 The interviewee’s preparation

 The phases of a typical interview

 The panel interview

 Characteristics of a good interview

Image from Fielding
(2005,:134)

FACTORS RELEVANT TO JOB INTERVIEW

FACTORS RELEVANT TO JOB INTERVIEW
 Setting: – interview across a desk is more formal than one using
easy chairs and a low table
 The interviewer should be well prepared-purpose, plan structured
questions
 Interviewee should study job specifications, the company and
prepare possible answers
 Purposes:-clear set of purposes, interviewer makes purposes clear
to interviewee, purposes should become clear during interview
 Nature of job:-Interviewer has a clear description of job-helps plan
the questions
 Preparation:-Special skills and preparation; understand people’s
motivation; plan and have effective questions
 Interviewee:- understand job and company; anticipate questions
and prepare answers
FACTORS RELEVANT TO JOB
INTERVIEW(2)
 Perceptions-careful questions and answers should help
clarify interviewer and interviewee perceptions
 Types of questions-carefully prepared open questions in
specific areas; closed questions only used to fill in gaps
 Motivation of both parties-motivation of both parties
essential; lack of motivation destroys the interview
 Listening skills- both parties should listen actively, for
the facts, attitudes and motivations; interviewer should
hear out interviewee, interviewee should listen carefully
FACTORS RELEVANT TO JOB
INTERVIEW(3)
 Thinking patterns-may be different for both parties; listening to
each other’s thinking pattern leads to better transaction
 Language ability-ability to use language clearly and accurately
crucial; writing out questions by interviewer helps; practising
answering questions helps interviewee; attention to meanings
of words important
 Non-verbal communication- sensitivity to NVC important e.g.
Show that they are listening, pay attention to posture and
composure; regulate turn-taking
 Feedback- ability to adjust questions or answers on the basis of
feedback
 Bias and attitudes-Be aware of own biases and attitudes
 Memory- remember exactly what the other has said; this helps
both interviewer and interviewee
SCORING OF INTERVIEW-SIMPLE
SCORING OF INTERVIEWEE
PHASES OF INTERVIEW-PREPARATION
 Interviewers must prepare questions covering: home
background, work history, education and training, career
plans, reasons for applying, leadership, initiative,
flexibility, independence, ability to get on with others,
motivation and communication skills
 Interviewee should; gain as much knowledge about the
organisation, study the job attributes, analyse his or her
strengths and weaknesses, prepare to market herself,
have clear career objectives, draw up questions and
possible answers
 Dress appropriately.
PHASES OF INTERVIEW-THE TYPICAL
INTERVIEW
 Introduction-questions designed to put the interviewee at
ease; purpose explained, and broad categories of
questions explained
 Interview proper-obtaining facts, opinions and attitudes
of candidate
 Detailed interaction-questions about the job; open and
closed, designed to elicit specific detail
 Conclusion-summing up; what will be done with
responses, what will happen next; interviewee
encouraged to ask questions; friendly conclusion
PANEL INTERVIEW
 Normally controlled by a chairperson; secretary records
proceedings
 Each interviewer assigned specific questions

 Others concentrate on candidate’s responses and take

notes
 Each person uses his or her own personal knowledge to
choose the best candidate
 Disadvantages: too much preparation time, members
may be poorly prepared, may not agree on candidates
 Panel members need to get together in advance for
preparing
INTERVIEW QUESTION TYPES –
EXAMPLES
 Open: In what ways can you increase sales? Advantages
– demonstrate how articulate interviewee is, knowledge,
thinking and attitudes; disadvantages -time consuming,
more difficult to control interview
 Closed questions: How long have you been a manager?
Advantages- they save time, help shy interviewee to talk,
extract exact detail; disadvantages –limit replies, restrict
interviewees choices

similo.tizora@nust.ac.zw; pauline.tizora@nust.ac.zw