The document discusses the definition, process, and dynamics of interviews, particularly focusing on employment interviews, which involve two-way communication between the interviewer and interviewee. It outlines important concepts such as types of interviews, barriers, and characteristics of a good interviewer, as well as practical tips for both interviewers and applicants for successful interaction. Additionally, it covers radio and TV interviews, highlighting preparation, conduct, and evaluation for effective media communication.

1. N6: Interviews
Chapter 9
Page 199-222
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3. An interview is a specialised form of pre-planned verbal and nonverbal interpersonal communication between two or more
parties on matters of mutual interest, which has to be completed
within a restricted period of time.
9.1 DEFINITION OF THE INTERVIEW
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4. 9.2 The employment interview
1. The employment interview as a communication process
Interviewer/Employer:
Communicator/sender
Message: questions to
interviewee
Interviewee/Employee:
Respondent/receiver
Feedback=answers to the
questions
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5. 9.2 Important concepts p.199
• Interviewer = Employer = Sender of the message =
Communicator
• Interviewee = Applicant = Receiver of the message =
Respondent
• Message: questions put during the interview
• Feedback: answer to the questions
• Two-way process and a continuous changing of roles:
• The respondent can also ask questions and in doing so
becomes the sender of the message
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6. 9.2 Barriers during an interview
p.200
• Physical barriers:
• telephone or other interruptions, excessive bright lighting,
poor air-conditioning, a very broad desk
• Psychological barriers:
• nervous gestures, lack of eye contact, sitting on edge of
chair, stuttering voice, nervous giggle
• Perceptual barriers:
• differences in background, qualifications, experience, religion
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7. 9.2 Verbal barriers
• Verbal communication can lead to the success or failure
• Interviewer must used words with “shared” / “pooled”
meaning
• Must indicate what he means when using words with more
than one meaning like infrastructure, logistic problems
• Semantic barriers could arise
• Avoid negative connotations
• I notice you have varied job experience (positive)
• I see you chop and change quite a bit (negative)
• Avoid using slang
• Check non-verbal indications to see if
interviewee understands
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9. 9.2.2 Aims and objectives
interviewer p.201
• Interviewee must make the most of time available
•
•
•
•
•
•
Find the best applicant
Will applicant fit in?
Gain more info than in CV
Provide info about company
Provide info about position
Interview is good investment
of company’s time/money
• Promote the image of
company
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10. 9.2.2 Aims & objective of
interviewee
• Info about qualities &
skills
• Get info about
company, staff, products
etc.
• Gain info about position
• See if properly qualified
• See if he/she will fit in
• Reasonable salary?
• Is job opportunity for
future
career, development, pro
motion?
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11. 9.2.3 Psychological aspects p.201
• Interviewer must have psychological expertise
• Should have understanding of employee’s
background, culture, personality, attitude and reactions in
interview
• Should be able to meet the interviewee at his level’s interest
and needs
• Should create pleasant atmosphere, positive climate, positive
relationship between him and interviewee
• Should be treated as equal partner in interview situation
• May not have a firing squad of a staccato
question and answer session
• Interviewer should accept the interviewee’s need
to be recognised as individual.
• Accept him with tolerance and empathy.
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12. 9.2.4 Types of employment
interviews p.202-203
1. Unstructured or non-directive
• Questions asked as they come to mind
2. Semi-structured or patterned
• Have a predetermined sequence of questions.
3. Structured or situational
• Job-related questions with predetermined preferred answers
4. Sequential or serialised
• Interviewed by separately or several
interviewers
5. The Panel interview
• Applicant faces a group of interviewers
6. Stress interview
• How applicant would react to stress in the job situation
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13. 9.2.5
Characteristics, skills, techniqu
es in a good interview
Characteristics of a good interviewer
•
•
•
•
Tactful and polite
Tolerant
Goal-oriented
Intelligent, sensitive, aler
t
• Get down to
interviewee’s level of
understanding
• Good listener
• Responsible, hardworkin
g
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14. 9.2.5 Skills and techniques to be
acquired by a good interviewer
• Establish relaxed atmosphere
• Put applicant at ease
• Direct conversation quickly
towards purpose
• Various types of questions
• Get interviewee to do most of
the talking
• Interpret non-verbal comm
accurately
• See if questions were
understood
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15. Hints for interviewer p.204
• Prepare thoroughly for interview
• Establish exactly what the position involves
• Study all info regarding the applicant
• Venue be prepared properly
• Welcome applicant, invite him to be seated, put him at ease
• Direct conversation quickly towards purpose of interview
• Is the applicant’s qualifications & expertise suitable for position?
• Will he fit into organisation (personality, age, attitude etc)
•
•
•
•
•
•
Ask incisive questions – get applicant to talk
Make sure if applicant understands questions
Do not do all the talking himself (interviewer)
Beware of embarrassing questions
Listen carefully to applicants answers (analyse, evaluate)
Give applicant opportunity to ask questions throughout
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16. Hints for the interviewer p.205
• Indicate tactfully that interview has been concluded
• Rise, thank applicant, greet him, see him to door
• Assess and evaluate inconspicuously
• Complete written evaluation immediately after he has left
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17. Different types of questions
Type of question
• Open-ended
• Closed
• Specific
• Reflective
• Leading
• Hypothetical
Example
• “Why did you decide to do a secretarial
course?”
• According to your CV, you have
matric, is that true?
• In what year did you start?
• I enjoy jogging, do you enjoy jogging?
• I think a woman’s place is at
home, don’t you?
• If you have to reschedule
appointments, how will you do it?
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18. 9.2.6 Phases of the interview
1. Planning the
interview
2. Establishing rapport
3. Questioning
4. Conclusion
5. Reviewing or
evaluation of the
interview
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19. 9.2.7 Common mistakes p.207
1.
2.
3.
4.
5.
6.
Snap judgements
Negative emphasis
Poor knowledge of the job
Pressure to make an appointment
Candidate-order error
Non-verbal behaviour
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20. 9.2.8 Hints for the applicant
p.208
Before the interview
• Pay attention to appearance, dress, posture
• Prepare thoroughly for the interview
•
•
•
•
Determine: where, when, who is conducting interview
Get info: the firm, the particular position
You may have to prove skills (word processing)
Be prepared for typical interview questions
•
•
•
•
•
Your background
Your salary
Reason you want to give up current job
Reason you are interested in that position
Which aspects of your studies you enjoyed
• Be prepared for strange questions (stress questions)
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23. 9.2.8 Hints for the applicant
During the interview:
• You are being evaluated all the time (remember it!)
• Be punctual
• Wait until invited to be seated
• Maintain eye-contact throughout interview
• Do not chew gum or smoke
• Use acceptable language, avoid slang
• Concentrate on questions asked
• Answer concisely but comprehensively
• Be honest, tactful, positive
• Be realistic about salary you want
• Try to be relaxed for duration of interview
• Pay attention to non-verbal clues given
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24. 9.2.8 Hints for the applicant
p.210
After the interview
• Thank the interviewer for having given you opportunity
• Write a letter of thanks if you feel it is appropriate
• Remember – no interview is a waste of time, even if you do
not get the job
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25. 9.2.9 Criteria for evaluating
applicants p.210
Interview assessments may include the following:
•
•
•
•
•
•
•
•
•
Appearance
Health
Scholastic achievement
Intellectual ability
Relevant experience
Personality
Sincerity
Leadership-qualities
Potential
• Attitude
• Enthusiasm
• Positive approach
• Motivation
• Determination
• Goal-settings
• Goal orientated
• Comm skills
• Sense of judgement
• Decision-making abilities
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26. 9.3 Radio & TV Interviews p.213
The radio or television interview is also a communication process
• Interviewer/presenter = sender of message
• Interview questions = message conveyed in a code consisting of
words or words and facial expressions or gestures
• Interviewee/respondent = provisional receiver of message
• Feedback or reaction = direct and immediate: verbal or nonverbal, positive or negative, conscious or unconscious
• Listener/viewer = ultimate receiver for which message is
intended
• Feedback from listener/viewer is indirect and delayed; positive
or negative, usually conscious and verbal, can be directed at
interviewer, interviewee or both
• Channel: studio equipment or line, how message reaches the
listener or viewer, radio or satellite signal and related equipment.
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27. 9.3.2 Radio vs TV-interviews –
differences p.213
Radio interviews
• Participants can be heard
• Listeners judge participants
by the quality of their voice
Television interviews
• Participants can be heard
and seen
• Listeners judge according
to voice quality but also
appearance
• They are judged harshly by
appearance, should
concentrate on
clothing, posture, facial
expressions, body language
and mannerisms.
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28. 9.3.3 Types of
radio & tv interviews p.214
• Short, informative interview
• Slot up to 3 minutes on magazine or actuality
programme. Examples of this on Carte
Blanche, Frontline, Top Billing
• News interview
• Very brief, could be restricted to 1 minute slot following
reportage of factual information regarding accident, a
disaster,
a strike, amalgamation of two companies or any other
news item.
• The in-depth interview
• Forms part of an actuality programme and fills a
relatively huge large time-slot. Respondent is an expert
in his field who has been invited on a programme such
as Focus to discuss issues of
political, religious, moral, social, industrial or
economical nature.
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29. 9.3.4 Guidelines for interviews
Before the interview p.215
• Find out as much possible from the editor or presenter
hosting the programme – see questions on p.215
• Research your topic well, be prepared to answer difficult or
hostile questions.
• Select three or four main points which you would like to put
across as “your side of the story”, and stick to them
• Put down main points and any figures you want to quote on
small record cards which you can hold in your hand. DO NOT
read straight from these cards
• Try to rehearse the interview beforehand, using a friend
• Dress to suit the occasion, which will project and enhance the
image of your firm.
• Arrive early at the studio, it gives you time to get acquainted
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30. 9.3.4 Guidelines for the interview
During the interview p.216
• Listen carefully to the interviewer’s questions. Only answer
what is asked. Be brief and to the point.
• Give direct answers to direct questions. Admit if you do not
know the answer, tell the truth: even if it hurts.
• Use simple, everyday language; avoid being pompous, using
jargon which the viewers/listeners might not understand.
• Look straight at the interviewer when answering. This way you
can pick up non-verbal clues indicating if you should conclude.
• Try to be lively, enthusiastic and natural. Try not to be
intimidated by the lights and technical equipment.
• Try to be courteous and control your temper throughout the
interview, even if questions are aggressive and hostile.
• Avoid mannerisms such as gesturing, blinking, twirling in your
chair. This will irritate the audience at home.
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31. 9.3.4 Guidelines for the interview
After the interview p.216
• Thank the interviewer and
producer for the opportunity
to air your views. A telephone
call or letter would be in order.
• Ask to see a pre-recorded
programme in full before it is
viewed.
• Lodge a complaint with the
producer if you feel the
programme has been edited to
such an extent that you have
been quoted out of context or
treated unfairly in any way.
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32. 9.3.5 Guidelines for interviewer
- planning p.217
• Meticulous preparation is essential. Research
• The topic to be discussed
• Possible (obvious and controversial) questions
to be asked
• Most suitable participants to discuss the
matter
• Background of each of eventual participants
• Before programme starts, get the
interviewees to relax.
• Courteous conduct
• Discussing interview strategy and programme
sequence, subject outline, possible line of
questioning
• What to expect in terms of
lights, cameras, microphones etc.
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33. 9.3.5 Guidelines for interviewer
– conducting the interview p.217
• An experienced interviewer do not
read from a piece of paper and will
ask questions to get more than a
“yes” or “no”.
• Refrain to interrupt the interviewee.
• Interviewer must control interview at
all times, direct it and keep it on
track.
• Use effective non-verbal gestures
such as direct eye-contact, nods and
smiles.
• Good listening skills are
essentials, prompt questions for a
lively discussion.
• Should be concluded by thanking
participants for their time.
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34. 9.3.5 Guidelines for interviewer
–reviewing the interview p.218
• Get the opinion of colleagues
• Get the opinion of participants in various interviews – orally or
by a questionnaire
• Survey done among viewers or listeners
• Take note of opinions on interview skills in “Letters to the
Editor” section of daily and weekly newspapers
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