Speak about an interview as a form in applying for a job

Many of the activities of an organization are transacted through people, and those transactions often take place during interviews or meetings. Both take place frequently. There are interviews between purchasing agent and vendor, salesperson and customer, personnel director and job candidate, chief engineer and director of research. In addition, there are the meetings held among a group of individuals to solve organizational problems. Like the interview, this one-to-group communication situation is the medium for the exchange of important information in most organizations.

Despite the frequency with which these meetings and interviews are held, probably no two other communication activities are carried on so inefficiently. Surprisingly enough, few managers have been trained to conduct interviews effectively; yet, almost every manager must do so frequently. The same is true of meetings. Although managers often call them, not many lead them effectively.

And yet both interviews and meetings are vital activities for the exchange of information and for reaching the solution to the problems.

Interviews and meetings are vital activities for the exchange of information and for reaching the solution to the problems.. The purposes of the interview are many. In general, the interview should be recognized as an effective communication method for

· sending and receiving information;

· gaining understanding and the acceptance of ideas;

· developing and changing attitudes and behavior;

· motivating others to work for a common goal.

Some of the more specific types of interviews are:

ü Selection Interview - for choosing employees

ü Orientation Interview - for orienting employees, new and old, to organizational policies and practices

ü Transition Interview - for guiding employees through periods of change, especially during transitions in leadership or company directions

ü Training Interview - for instructing employees in new skills and attitudes

ü Information Interview - for securing the knowledge and experience of others so organizational objectives may be more easily attained

ü Appraisal Interview — for evaluating employees, reviewing job performance, establishing objectives, and analyzing future directions

ü Problem-Solving Interview - for discussing company, departmental or individual problems

ü Disciplinary Interview — for dealing with disciplinary or "behavioral situations on the job

ü Counseling Interview — for advising employees on family, health, financial, or other personal matters

ü Exit Interview - for recording valuable input given by employees who are leaving the company

ü Persuasive Interview — for assessing needs, then applying suggested solutions to those needs. This form of interview is commonly used in sales.

Of course every interview will be different, depending on the purpose, the personalities involved, the emotions of the participants, and the complexity of the topic. The successful interview is a two-way process. Each of the parties must be an adept listener (receiver) as well as a sender; each person must be sensitive to the other's needs and be able to listen intelligently, skillfully, and understandingly. In all cases the successful interview is planned with objectives carefully defined. Although many think the interview is simply a situation involving two people - one asking questions and the other answering - it is much more. The interview is an exchange of thoughts, feelings, and attitudes in which ideas, goodwill, and understanding can grow as a result of the efforts of the individuals involved.

Date: 2015-12-11; view: 1001