Final Flashcards
Interviewing as an interpersonal communication process. What does that mean?
Two parties
Each party consists of unique and complex individuals
A single party cannot make an interview a success but can assure its failure
Each interview contributes to a relational history
What are the relational dimensions when it comes to an interview?
Similarity- similarities establish common ground between unique parties
Inclusion/involvement- wanting to be involved leads to meaningful interchanges
Affection- we communicate most freely with people we like
Control- there should be shared control in an employment interview; upward and downward communication is a common challenge in an interview
Trust- trust alone can determine if a interview takes place and is successful
3 levels of communication interactions in an interview-verbal and nonverbal
Level 1- avoid judgements, attitudes, and feelings – safe, non-threatening, superficial
Level 2- deal with personal and controversial aspects on topics – attitudes, beliefs, values and positions on topics
Level 3- involves full disclosure, deals with intimate, controversial, areas of inquiry, positive relationship is necessary
Guidelines for reducing language problems.
Choose words and phrases carefully
Expand your vocabulary
Slight changes in words can alter meanings
Listen to the context in which words are used
Learn jargon of professions and groups
Keep up with changing use of language
Describe the different forms of listening.
Listening for: Compression Empathy Evaluation- judgement Listening is a learned skill
How should you analyze yourself before you go on the job hunt?
personality strengths and weaknesses, intellectual strengths and weaknesses, communicative strengths and weaknesses, your accomplishments and failures, professional strengths and weaknesses, what do you want in a position and an organization, your most valued needs, professional interests.
Think about why and how you made past decisions.
How should you research before you go to an interview?
field-history, developments, trends, areas of specialization, challenges, change and future problems, competition
research the position
research current events
What are the two types of resumes and the pros and cons to both?
Chronological- easier to follow, not as much experience
Functional format-highlights qualifications for particular position, you can only use this if you have experience, better for higher level positions
Best practices for cover letters.
Don’t use a form letter! Must be tailored to each job opening.
Be pleasant and professional.
Address it to a specific person (do research).
Highlight accomplishments in cover letter that pertain to position.
3-4 paragraphs. One page.
PROOFREAD!
Your cover letter should read as if you are very interested, and that you have done research on position. It should also prove that you are qualified.
EEO laws. How can they be violated in an interview? How should you handle a possible violation?
Illegal to discriminate against people because of age, sex, disability, race, color, religion
Can be violated by interview using tricks to get information without specifically asking for it, ex: if hired, which insurance policy would you use? Do you have a family? What do you do on Sundays?
You can handle the violation by preparing to answer questions tactfully, maybe prefer not to answer (depending on severity of violation/how much you want job), and review EEO laws
Strategize how to answer traditional interviews questions. Hypothetical questions.
Answer traditional questions by providing clear structure with relevant content, use clear structure and grammar, action words to show you are a doer
Answer hypothetical questions by being consistent with claims and provide details that support claims, reflect your beliefs, morals, and values
Strategize how to ask questions in your interview (usually the last thing).
Plan questions for the end
Make sure the question you ask at the end gives a positive look at you
Probe
Plan to ask most important questions first
DO NOT ASK about salary, vacation, benefits, if you got the job, drug testing
What is a persuasive interview? In what kind of situations is it usually used?
Designed to change the way someone thinks, feels, or acts
Political campaigning
Asking for a raise
Selling a car
RecruitingWhat are the strategies/theories that describe how persuaders might bring about changes in feelings and acting? Describe.
Identification theory- associating w/groups you both belong with and disassociating from groups, developing appearance and visual symbols, sharing language, employing content values
Balance/consistency theory- ways of maintaining their own identity for a long period of time
Inoculation theory- trying to get them to think your way, and always think your way, without ever being tempted by others
What is the goal of the counseling interview?
To assist a person in gaining insights into and ways of coping with the problem, not to resolve the problem for them, try to get them to come to their own resolution to the problem
What are common questions and comments that can derail a counseling interview?
Limited questions Not allowing them to expand Break their flow of self-disclosure using close-ended questions changing topics prematurely
What are the two counseling interview approaches, and which ones are best in which situations?
Directive approach- interviewer controls the structure of the interview, subject matter, pace of interactions, and length of interview
Non-directive- interviewee controls interview, determines the topics, decides when and how they will be discussed, and sets the pace and length of the interview, desired approach
What are best practices in terms of purpose and goals in performance interviews?
Improvement on both boss and worker
Focus on the future not the past
Stand out in performance interview
What are best practices in terms of conducting a performance review?
Behaviorally anchored rating scales model: focus on skills, skills essential to a specific job and standards for a job
Product service model- focus on competences which lead to effective behaviors which then lead to effective performance
Management objective model- management and subordinate in a mutual (50-50) setting of results oriented goals rather than activities to perform
What must a supervisor keep in mind when doing performance problem interviews?
Focus on the problem, not the person
Focus on how to improve
Do not accuse the person
