Interviewers and Interviewing, Chapter 1 Notes
Interviewers and Interviewing, Chapter 1 Notes Commun 300
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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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