The interview

 What`s an interview? 





An interview is a goal-driven transaction characterized by questions and answers, clear structure, control, and imbalance. An interview is usually a dyadic transaction, meaning that it takes place between two people. A talk show host asking questions of a celebrity would be one example of a dyadic interview. Sometimes, however, a person may be interviewed by two or more people or in a panel situation.


Extract from www.sagepub.com/boc2e

Characteristics of an Interview 



We examine five characteristics of interviews: (1) goal-driven, (2) question–answer, (3) structured, (4) controlled, and (5) unbalanced. 

Goal-Driven Interviews are generally more goal-driven than other types of communication, especially those taking place between two people. All communication achieves something beyond the simple exchange of symbols, but these achievements and creations are not always purposeful and intended. Interviews have a clear purpose, a goal to be achieved. 

 Question–Answer

 Another characteristic of interviews is the question–answer nature of the transaction. The majority of an interview consists of one person (sometimes more than one) asking Chapter 15 n Interviewing 369 questions and another person answering those questions. Everyday communication includes occasional questions and answers—especially if people are getting to know one another—but not to the extent of an interview.

Structured 

Interviews also tend to be more structured than other types of communication. Whereas a casual interaction between two people may happen spontaneously and have no clear focus, interviews involve planning and preparation and also tend to have a clear sequence. Certain actions are expected during an interview in order to reach the clearly defined goal discussed previously. 

 Controlled 

Interviews are generally controlled by an interviewer, who is responsible for moving the interview toward its intended goal. The amount of control exerted during an interview depends on this goal, which is achieved in part by the questions asked and the communication environment established. 

Unbalanced 

A final characteristic of interviews is that the time spent talking by an interviewee and an interviewer is usually unbalanced. Typically, an interviewer will speak for 30% of the time, and an interviewee will speak for 70% of the time. Of course, the type of interview will dictate exactly how much time each party spends talking, but more often than not, an interviewee will talk more and an interviewer will talk less.

Types of Interviews

Employment interviews: 

Employment interviews are those in which a potential employer interviews a potential employee. Both parties have a great deal riding on the success of an interview. The potential employee is not only seeking employment but also determining whether the job is one that would be accepted if offered.

Performance Interviews

Performance interviews are those in which an individual’s activities and work are discussed. These interviews are most often conducted between employees and supervisors, but you may also experience them in educational and other settings.

Exit Interviews 

Exit interviews are those that occur when a person chooses to leave a place of employment. The conventional wisdom is that someone who is leaving may be more likely to provide honest answers about organizational cultures, policies, supervisors, compensation, and other aspects of the workplace.

Information-Gaining Interviews

Informationgaining interviews are those in which a person solicits information from another person. You have likely responded to surveys, which is one form of information-gaining interview. A doctor asking you about your symptoms during an office visit would be another example of this form of interview. You may conduct information-gaining interviews when preparing speeches and papers for school or work.

Persuasive Interviews 

Persuasive interviews are those that have influence as the ultimate goal. The interviewer may appear to be gaining information but is actually attempting to influence the thoughts or actions of the interviewee. This form of interview may sound a bit manipulative and perhaps underhanded, but it is quite common.

Helping Interviews 

Helping interviews are always conducted by someone with expertise in a given area and whose services are engaged by someone in need of advice. The most obvious example of a helping interview would be a psychologist asking questions of a client.

Intererviewing: Key points 

Interviewing masterclass with Natalie Jamieson: key points

  • Do your research otherwise you can make embarrassing mistakes. Use the internet and listen to or read previous interviews they've done. Make sure you know their name and that you get details about them correct

  • Ask open questions and remember the five W's; who, what, why, where, when. Don't forget 'how' can be useful too. It means people have to give you rounded answers and can't just say 'yes' or 'no'

  • Listen and ask follow up questions. It's good to have your questions written down but don't follow them religiously otherwise you might miss a really great exclusive that someone suddenly decides to reveal to you

  • Establish a rapport with your interviewee and stay relaxed. Have a chat and don't be too starstruck.


How to Interview Someone on Camera

This material explains how to interview someone on camera, giving us tips to do so.

Please watch it, and you can also go to https://www.youtube.com/watch?v=BZHbYo-gmRI



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