Interview: Difference between revisions
Reypenate620 (talk | contribs) Adding the 1 on 1 interview discussion because it was left out and it is very important <ref>https://www.prevuehr.com/resources/insights/group-interviews-vs-1-on-1-interviews/</ref> |
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</ref> Government officials may conduct interviews with prospective foreign students before allowing them to study in the nation. |
</ref> Government officials may conduct interviews with prospective foreign students before allowing them to study in the nation. |
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'''1-on-1 interviews'''. are the traditional one candidate at a time approach to hiring, where questions can be more direct and more information about the candidate can be shared. In this format, it is much easier for the interviewer to ask additional questions to better understand responses and to gauge the accuracy of the answer. Another added benefit is that the results are not dependent on other candidates. Given that each of the candidates are interviewed separately, a response by one candidate will not affect another candidate’s response. Since these interviews are more catered to the individual, there is more flexibility in the direction that the interviewer may choose to guide the conversation. Sometimes the most outspoken or well-spoken candidate does not always mean the best fitting candidate. In a 1-to-1 setting, more introverted candidates may feel more comfortable sharing with fewer people listening to their response, and also be given the time to present their own case, without the added difficulty of other applicants looking to actively participate. |
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* [[Repertory grid]] interview |
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Revision as of 11:41, 29 March 2018
An interview is a conversation where questions are asked and answers are given.[1] In common parlance, the word "interview" refers to a one-on-one conversation with one person acting in the role of the interviewer and the other in the role of the interviewee. The interviewer asks questions, the interviewee responds, with participants taking turns talking. Interviews usually involve a transfer of information from interviewee to interviewer, which is usually the primary purpose of the interview, although information transfers can happen in both directions simultaneously. One can contrast an interview which involves bi-directional communication with a one-way flow of information, such as a speech or oration.
Interviews usually take place face to face and in person, although modern communications technologies such as the Internet have enabled conversations to happen in which parties are separated geographically, such as with videoconferencing software,[2] and telephone interviews can happen without visual contact. Interviews almost always involve spoken conversation between two or more parties, although in some instances a "conversation" can happen between two persons who type questions and answers back and forth. Interviews can range from unstructured or free-wheeling and open-ended conversations in which there is no predetermined plan with prearranged questions,[3] to highly structured conversations in which specific questions occur in a specified order.[4] They can follow diverse formats; for example, in a ladder interview, a respondent's answers typically guide subsequent interviews, with the object being to explore a respondent's subconscious motives.[5][6] Typically the interviewer has some way of recording the information that is gleaned from the interviewee, often by writing with a pencil and paper, sometimes transcribing with a video or audio recorder, depending on the context and extent of information and the length of the interview. Interviews have a duration in time, in the sense that the interview has a beginning and an ending.
Contexts
Interviews can happen in a wide variety of contexts:
Employment. Interviews in an employment context are typically called job interviews which describe a formal consultation for the purpose of evaluating the qualifications of the interviewee for a specific position.[7] Interviews are seen as a useful tool in assessing qualifications.[8] A specific type of job interview is a case interview in which the applicant is presented with a question or task or challenge, and asked to resolve the situation.[9] Sometimes to prepare for job interviews, candidates are treated to a mock interview as a training exercise to prepare the respondent to handle questions in the subsequent 'real' interview. Sometimes the interviews happen in several waves, with the first interview sometimes being called a screening interview which is a shorter length interview, followed by more in-depth interviews later on, usually by company personnel who can ultimately hire the applicant. Technology has enabled new possibilities for interviewing; for example, video phoning technology has enabled applicants to interview for jobs despite being in different cities or countries than the interviewer.
Psychology. Psychologists use a variety of interviewing methods and techniques to try to understand and help their patients. In a psychiatric interview, a psychiatrist or psychologist or nurse asks a battery of questions to complete what is called a psychiatric assessment. Sometimes two people are interviewed by an interviewer, with one format being called couple interviews.[10] Criminologists and detectives sometimes use cognitive interviews on eyewitnesses and victims to try to ascertain what can be recalled specifically from a crime scene, hopefully before the specific memories begin to fade in the mind.[11][12]
Research. In marketing research and academic research, interviews are used in a wide variety of ways. Interviews are often used in qualitative research in which firms try to understand how consumers think. Consumer research firms sometimes use computer-assisted telephone interviewing to randomly dial phone numbers to conduct highly structured telephone interviews, with scripted questions and responses entered directly into the computer.[13]
Journalism and other media. Typically, reporters covering a story in journalism conduct interviews over the phone and in person to gain information for subsequent publication. Reporters can interview political candidates on television shows. In a talk show, a radio or television "host" interviews one or more people, with the choice of topic usually being chosen by the host, sometimes for the purposes of entertainment, sometimes for informational purposes. Such interviews are often recorded and some of them can be released on an interview disc.
Other situations. Sometimes college representatives or alumni conduct college interviews with prospective students as a way of assessing a student's suitability while offering the student a chance to learn more about a college.[14] Some services specialize in coaching people for interviews.[14] Government officials may conduct interviews with prospective foreign students before allowing them to study in the nation.
1-on-1 interviews. are the traditional one candidate at a time approach to hiring, where questions can be more direct and more information about the candidate can be shared. In this format, it is much easier for the interviewer to ask additional questions to better understand responses and to gauge the accuracy of the answer. Another added benefit is that the results are not dependent on other candidates. Given that each of the candidates are interviewed separately, a response by one candidate will not affect another candidate’s response. Since these interviews are more catered to the individual, there is more flexibility in the direction that the interviewer may choose to guide the conversation. Sometimes the most outspoken or well-spoken candidate does not always mean the best fitting candidate. In a 1-to-1 setting, more introverted candidates may feel more comfortable sharing with fewer people listening to their response, and also be given the time to present their own case, without the added difficulty of other applicants looking to actively participate.
See also
- Repertory grid interview
- In research
- In journalism and media
- In other contexts
- College interview
- Reference interview, between a librarian and a library user
References
- ^ Merriam Webster Dictionary, Interview, Dictionary definition, Retrieved February 16, 2016
- ^ "Introduction to Interviewing". Brandeis University. Retrieved 2015-05-02.
- ^ Rogers, Carl R. (1945). Frontier Thinking in Guidance. University of California: Science research associates. pp. 105–112. Retrieved March 18, 2015.
- ^ Kvale & Brinkman. 2008. InterViews, 2nd Edition. Thousand Oaks: SAGE. ISBN 978-0-7619-2542-2
- ^ 2009, Uxmatters, Laddering: A research interview technique for uncovering core values
- ^ "15 Tips on How to Nail a Face-to-Face Interview". blog.pluralsight.com. Retrieved 2015-11-05.
- ^ Dipboye, R. L., Macan, T., & Shahani-Denning, C. (2012). The selection interview from the interviewer and applicant perspectives: Can't have one without the other. In N. Schmitt (Ed.), The Oxford handbook of personnel assessment and selection (pp. 323-352). New York City: Oxford University.
- ^ "The Value or Importance of a Job Interview". Houston Chronicle. Retrieved 2014-01-17.
- ^ Maggie Lu, The Harvard Business School Guide to Careers in Management Consulting, 2002, page 21, ISBN 978-1-57851-581-3
- ^ Polak, L; Green, J (2015). "Using Joint Interviews to Add Analytic Value". Qualitative Health Research. 26 (12): 1638. doi:10.1177/1049732315580103.
- ^ Memon, A., Cronin, O., Eaves, R., Bull, R. (1995). An empirical test of mnemonic components of the cognitive interview. In G. Davies, S. Lloyd-Bostock, M. McMurran, C. Wilson (Eds.), Psychology, Law, and Criminal Justice (pp. 135-145). Berlin: Walter de Gruyer.
- ^ Rand Corporation. (1975) The criminal investigation process (Vol. 1-3). Rand Corporation Technical Report R-1776-DOJ, R-1777-DOJ, Santa Monica, CA
- ^ "BLS Information". Glossary. U.S. Bureau of Labor Statistics Division of Information Services. February 28, 2008. Retrieved 2009-05-05.
- ^ a b Sanjay Salomon (January 30, 2015). "Can a Failure Resume Help You Succeed?". Boston Globe. Retrieved January 31, 2016.
...A 'failure resume' is ... a private exercise ... outline what they learned from the experience ... Mark Efinger is president and founder of Interview Skill Coaching Academy in Great Barrington, where he prepares candidates for the job interview experience. ...
