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Interviewers and Interviewing, Chapter 1 Notes

by: Zachary A.

Interviewers and Interviewing, Chapter 1 Notes Commun 300

Marketplace > University of Wisconsin - Milwaukee > Communication > Commun 300 > Interviewers and Interviewing Chapter 1 Notes
Zachary A.
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About this Document

These notes cover the material in chapter 1.
Interviewers and Interviewing
Dr. Gattoni
Class Notes
interviewing, interview




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This 6 page Class Notes was uploaded by Zachary A. on Wednesday September 7, 2016. The Class Notes belongs to Commun 300 at University of Wisconsin - Milwaukee taught by Dr. Gattoni in Fall 2016. Since its upload, it has received 23 views. For similar materials see Interviewers and Interviewing in Communication at University of Wisconsin - Milwaukee.

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Date Created: 09/07/16
Commun 300 Interviewers and Interviewing Charles J. Stewart/William B. Cash, Jr. Ch. 1 Notes  An Introduction to Interviewing o Interviews happen on a daily basis. o Interviews can be:  formal or informal  minimally or highly structured  simplistic or sophisticated  supportive or threatening  last for a few minutes or hours  The Fundamental Characteristics of Interviews o Two Parties  Dyadic: two parties  Interviewer party and Interviewee party  Examples: reporter and a voter, attorney and client, nurse practitioner and patient, sales rep. and customer.  Interviews are made up of two parties, but that doesn’t mean only two people. There can be multiple people in each party.  If there is only one party or three or more, a small group interaction is taking place. It is not an interview. o Purpose  An interview needs to have a “predetermined and serious purpose”.  Interviews have some kind of planning and structure.  Interviewers:  plan opening and closings  select topics  prepare questions  gather information o Interactional  Parties share and exchange:  roles  responsibilities  feelings  beliefs  motives  info.  If only one party does the talking it becomes a speech, not an interview.  Collaboration: “a mutual creation and sharing of meanings that come from words and nonverbal signals” (Stewart and Cash, 2014). o Questions  Questions are used by interview parties to:  obtain info.  check accuracy of messages sent and received.  verify impressions and assumptions.  provoke feeling or thought.  Interview: “an interactional communication process between two parties, at least one of whom has a predetermined and serious purpose, that involves the asking and answering of questions” (Stewart and Cash, 2014).  Traditional Forms of Interviewing o Information-Giving Interviews  One party sharing facts, data, reports, and opinions with another party.  Not as easy as it seems. o Information-Gathering Interviews  Interviewer’s objective is to gain helpful info. through carefully prepared questions.  Examples: surveys, exit interviews, research sessions, investigations, diagnostic sessions, journalistic interviews, and brief requests for info. o Focus Group Interviews  Include eight to twelve similar interviewees and one interviewer.  Are held to focus on a specific issue using carefully prepared questions. o Selection Interviews  In short, these interviews are job interviews.  A recruiter for an organization looking to find the most qualified applicant will interview potential employees.  Placement interviews are a type of selection interview.  These interviews involve a recruiter and someone who is already in the company looking to move up.  These interviews play a key role in our lives. o Performance Review  “When two parties focus on the interviewee’s skills, performance, abilities, or behavior, they take part in scheduled or nonscheduled performance reviews” (Stewart and Cash, 2014). o Counseling  Two parties:  Interviewee who has a personal or professional problem.  Interviewer who seeks to help the interviewee by providing advice and possibly giving insights into the situation. o Persuasion  When one party attempts to persuade influence or sway the thinking, feeling, or acting of another party  For example, a salesman.  These happen on an informal level as well. Something as simply as persuading a friend so do something they don’t want to do. o The following will be interviews that include technology. o The Telephone Interview  Very commonplace and generally irritating  A major downfall is the lack of party “presence”.  Studies have shown that interviewees give fewer socially acceptable answers over the phone.  On the positive side, telephone interviews are convenient and inexpensive. o The Videoconference  These allow interview parties to talk visually over long distances.  For example, skype.  Even though you are able to see the other party, it is not the same as face-to-face.  You miss out on most body language.  It is generally more challenging to interact freely with people on a screen.  Easier to get distracted  One study showed that on the positive side, it is easier to discreetly take notes and check resumes without taking away from the flow of the conversation.  Suggestions for a more effective videoconference:  Speak up loud and clear  Dress in solid colors  Make sure your whole face is showing  Limit movements  Try to forget about the camera  Expect some lag time between questions and answers o E-Mail  No nonverbals  “If two parties use the Internet to interact in real time so it is truly an interaction, it meets our definition of an interview” (Stewart and Cash, 2014).  Difficult when typing out long answers that could have been more easily accomplished on the phone.  Convenient, but it’s hard to establish rapport and get a feel for the other party emotionally.  Positively, they are cost and time efficient. o Webinars  Generally, webinars are conducted by a presenter who’s talking to an audience over the internet.  That though is a speech, not an interview.  Webinars can become more like an interview when there are two distinct parties and there is more interaction taking place. o The Virtual Interview  “Refers most often to a selection interview, real or simulated, that involves some form of electronic means – computers, the Internet, or digital video” (Stewart and Cash, 2014).  Companies are conducting virtual job fairs because they save time and money.  Some companies are doing virtual job interviews to save time when hundreds of them need to be done.  Wake forest has used virtual interviews in their admission process. They interview every applicant to get an idea of who they are beyond their academic achievements.  Using virtual interviews for training has been something experimented with in the medical field.


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