© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 1 Chapter 7 Types of Interviews The Information-Gathering InterviewThe Information-Gathering Interview The Career Research InterviewThe Career Research Interview The Employment InterviewThe Employment Interview The Performance Appraisal InterviewThe Performance Appraisal Interview Chapter Outline

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 2 Information-Gathering Interview Information-Gathering Interview Survey interviewsSurvey interviews Diagnostic interviewsDiagnostic interviews Research interviewsResearch interviews –Also called “information-gathering” Investigative interviewsInvestigative interviews Exit interviewsExit interviews

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 3 Information-Gathering Interview Collect Background InformationCollect Background Information –Traditional library research –Interview knowledgeable people Define Interview Goals and QuestionsDefine Interview Goals and Questions –Goal should be specific –Questions should lead to the goal Choose the Right IntervieweeChoose the Right Interviewee

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 4 Career Research Interview Value of Personal ContactsValue of Personal Contacts –“It’s not what you know, it’s who you know.” –3-R Interview Conduct ResearchConduct Research Be RememberedBe Remembered Gain ReferralsGain Referrals

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 5 Career Research Interview Choosing IntervieweesChoosing Interviewees –Benefit from distant connections –Weak ties more useful than close acquaintances Contacting Perspective IntervieweesContacting Perspective Interviewees –First contact should be in writing

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 6 The Employment Interview Explores how well a candidate fits a jobExplores how well a candidate fits a job Most important factor in landing a jobMost important factor in landing a job Employers identify the ability to communicate as more important in shaping a hiring decision than other factorsEmployers identify the ability to communicate as more important in shaping a hiring decision than other factors Usually the best interviewee gets the jobUsually the best interviewee gets the job

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 7 The Employment Interview Pre-interview StepsPre-interview Steps –Conduct background research –Contact potential employers –Prepare for possible interview formats  Panel (Team)  Audition  Behavioral  Stress –Think constructively –Dress appropriately, act professionally

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 8 During the Interview Interview success depends on factors other than technical skill used in the position Know the organization and the jobKnow the organization and the job Prepare for important questions (5 areas)Prepare for important questions (5 areas) Respond to the employer’s needs, not yoursRespond to the employer’s needs, not yours Be honest, but sell yourselfBe honest, but sell yourself Emphasize the positiveEmphasize the positive

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 9 During the Interview Back up your answers with evidenceBack up your answers with evidence – PAR Identify the problem, describe action, state resultsIdentify the problem, describe action, state results Keep your answers briefKeep your answers brief Be enthusiasticBe enthusiastic Have your own questions answeredHave your own questions answered RehearseRehearse

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 10 The Employment Interview

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 11 The Employment Interview Post-Interview Follow-upPost-Interview Follow-up –Immediately write a thank-you letter to the interviewer –If you don’t get the job, consider asking why

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 12 The Employment Interview Interviewing and the LawInterviewing and the Law –Questions may not discriminate on the basis of race, color, religion, sex, disabilities, national origin, or age –Bona Fide Occupational Qualification (BFOQ) Any question asked should be job relatedAny question asked should be job related

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 13 The Employment Interview Interviewing and the Law continuedInterviewing and the Law continued –Americans with Disabilities Act of 1990 –Disability defined as a “physical” or “mental impairment” that “substantially limits” one or more “major life activities”

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 14 Answering an Unlawful Question 1.Answer without objection 2.Seek explanation 3.Redirection 4.Refusal 5.Withdrawal

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 15 The Performance Appraisal Interview Performance appraisals are interviews between superior and subordinate to discuss the quality of the subordinate’s performance.

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 16 The Performance Appraisal Interview A performance appraisal…A performance appraisal… … Lets the employee know where he stands … Develops employee skills … Improves employment relationships … Helps management learn employee’s point of view … Counsels the employee … Sets goals for the future

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 17 Performance Appraisal Interview Steps in the Appraisal ProcessSteps in the Appraisal Process –Review progress Use established, measurable criteriaUse established, measurable criteria –Discuss successes, problems, and needs Focus on most important criteriaFocus on most important criteria Feedback should be accurate and relevantFeedback should be accurate and relevant Balance praise and constructive criticismBalance praise and constructive criticism

© Copyright The McGraw-Hill Companies, Inc., 2008 Slide 18 Performance Appraisal Interview Steps in the Appraisal ProcessSteps in the Appraisal Process –Set goals 80:20 rule80:20 rule Specific descriptionsSpecific descriptions Time limitsTime limits Manageable for the workerManageable for the worker –Review and respond to the written record