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Comm Techniques Fall2004 Session12

Reminder: Your persuasive speech is next week: December 12


Type of Interview Interviewer Interviewee
Job Interview Wants to pick the best person for the job based on some set of criteria. Asks questions designed to get to know the candidate, and their suitability for the position, better. Wants to get the job. Gives answers with the intention of looking like the right person for the job. Should research the company in advance and arrive having thought out the answers to some standard questions (outlined below). Should also arrive with some good questions about the employer or job.
First Conversation with Someone Both participants are both interviewer and interviewee. Each has decided, as a precondition of the conversation, that there is something interesting enough about the person to have a conversation with them. Each seeks to learn enough about the other person to decide whether they should have another conversation.
The Counseling Interview Takes on the role when the interviewee asks for help with a problem or decision, often with little or no preparation time. An important role insofar as talking about problems is healthy for the other person. The interviewer (or counselor) should focus on being a good listener, summarizing what they are hearing, and asking appropriate questions. Advise should be given cautiously. Letting the other person talk will often help them reach their own decision. Indeed, sometimes empathy is all that is desired Seeks out the interviewer (usually a friend, family member, or professional) because they have a problem or difficult decision and want to talk about it. Should generally focus on describing the problem, possible solutions, and the difficulties associated with each. Should generally avoid asking for specific advice and instead using the interaction as a learning and decision making tool.
First Date Both participants are both interviewer and interviewee. Each has the goal of deciding whether the other person is interesting enough to date again. To the extent that the other person is interesting, each will seek to influence their willingness to go out on another date. Towards that end, each person will selectively disclose information about themselves and ask questions of the other person. In the general interest of safety, this interview will generally occur in neutral territory and involve an activity that can be enjoyed even if the date doesn't work out.
The Information Gathering/ Survey Interview Seeks information from a person who has some level of expertise. This may be formal, as might be the case in a marketing survey, or informal, as might be the case when we ask a person who has done something we are interested in doing about their experience. A volunteer role we often pick up because a person who knows us also knows the interviewer. The interviewee has no necessary goal in this sitation and is generally free to provide almost any level of detail they would like. That includes decling to be interviewed.
The Persuasive Interview The most common opening to a persuasive interview is "How can I help you?", but there are many variations, including telemarketing calls that start with "Do you have time to take a short survey?" The Interviewer is often a salesperson or other person who has something the want to sell to or get from you. The core of a persuasive interview is controlling something, real or imaginary, that the interviewee wants or can be convinced to want. The questions in a persuasive interview are oriented to making that desire real and immediate. The Interviewee is a target in this situation and should approach the interview with caution. It is often fairly easy to get people to make decisions in the short term that they wouldn't make under normal conditions and you should generally avoid making quick decisions. Some states have laws that allow you to back out of these kinds of decisions within a short period after the decision is made.
The Performance Appraisal The interviewer, in this type of interview, is generally a manager whose job, in this context, is to help someone to develop their job related skills. Usually, the best way to do this is to help the employee to tell you their weaknesses through structured questioning and good listening. The interviewee, in this type of interview, is often an employee who knows that promotions and raises depend on the outcome of the appraisal. It is generally best to arrive as this kind of interview having thought about the things you've done well and poorly since the last appraisal and to be willing to acknowledge the places where improvement is possible.


Latitudes of
Acceptance Non-Commitment Rejection

Persuasive Speech Lab

Next time:

Final exam is December 19

-- Last edited September 18, 2015

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Foulger, D. and other participants. (September 18, 2015). Comm Techniques Fall2004 Session12. MediaSpaceWiki. Retrieved on from
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