Lesson II: Interview

At the end of this lesson, the students will be able to:

1. Identify the kinds of interview
2. Enumerate the pointers in planning an interview
3. Answer questions of a selection interview

Let’s start with this.

Give at least three (3) specific scenarios when communication takes place in the
workplace.
1. ____________________________________________________________

2. ____________________________________________________________

3. ____________________________________________________________

Let’s read and learn.

An interview is a two-way party conversation that always has a specific purpose.
There are many kinds of interviews (Adler & Elmhorst, 2008):
1. Selection interviews help in the hiring process.
2. Performance appraisal interviews help in reviewing employees’ job
performance and set targets for the future.
3. Disciplinary interviews help organizations decide on issues relating to
employees’ misconduct or poor performance.
4. Diagnostic interviews inform health practitioners about the needs of clientele.
5. Research interviews gather data for future decisions.

Planning the Interview

The following pointers can help you in planning an efficient and effective interview.
1. Define the goal. Make sure that your goal is clear.
2. Identify and Analyze the Other Party. Select the best person to give you the
needed information. Consider the following factors who will your interviewee
be:
a. Knowledge level. Ask questions that are related to the interviewee’s
experience and educational background.
b. The other’s concept of self. Consider the other party’s self-concept.
c. Your image. An employee’s self-image is her/his banner.
3. Prepare a list of topics. Write down the questions you would like to ask. As
an interviewee, he/she should have a clear plan about the kind of information
they are willing to share.
4. Choose the Best Interview Structure. Adler and Elmhorst (2008) presented
the differences between highly structured and non-structured interviews.
 Highly Structured Interview Non-structured Interview
 Usually takes less time  Usually takes more time
 Easier for the interviewer to  More difficult for the
control interviewer to control
 Provides quantifiable results  Results more difficult to
quantify
 Requires less skill by  Requires high degree of
interviewer interview skill
 Low flexibility in exploring  High flexibility in exploring
responses responses

5. Consider Possible Questions. You may consider writing different question

formats:
a. Open and Closed Questions. Closed questions do not give the interviewee
the chance to respond naturally. Open questions encourage the
interviewee to explain and elaborate.
b. Factual and Opinion Questions. Factual questions look for facts. Example:
What is your bachelor’s degree? When did you take your licensure exam?
Opinion questions ask for interviewee’s discernment. Example: Who
among your employees in your department deserves salary increase and
shy?
c. Primary and Secondary Questions. Primary questions introduce the main
topic while secondary questions aim to generate more information.
Type of Question Example
Primary question Why will our company hire you?
Secondary questions  Have you undergone
trainings related to the
position you are applying
for?
 Are you a team player?

d. Direct and Indirect Questions. The best way to get a direct answer is to ask
direct questions. However, do not ask your interviewee a direct question if
you think he/she is not the right person. It is smart to ask indirect question
that elicit the same information as would a direct question.
6. Arrange the setting. Let your interviewee know the exact time and place of
the interview. If you can avoid, do not schedule an interview right before
mealtime. Choose a neutral place for the interview. Be cautious also of the
implication of the physical arrangement of the setting.

Conducting the Interview.

An interview consists of three stages: an opening, a body, and a conclusion.
1. Opening. First impressions last.
a. Greeting and building rapport. A good introduction should begin with a
greeting and self-introduction.
b. Orientation. In this stage, the interviewer is the one in control the most.
The interviewer sets the agenda and prepares the interviewee for whatever
it is that may arise during the conversation.
 2. Body. This is the stage where the question and answers are exchanged. As
an interviewer, you must do the following tasks:
a. Do not drift from the main agenda. As an interviewer, you have to focus on
the discussion. You may start the conversation with small talks to loosen
up.
b. Give your full attention. You listen, jot down notes, budget time, think of the
next question, keep an eye contact, ask follow-up questions, respond to
responses and so on.
c. Use secondary questions when needed. You must use secondary
questions in order to give the other person the chance to elaborate and
explain in details.

If you are the interviewee, consider doing the following:

 Give your full attention. Careful listening will help you understand the
questions.
 Supply the information that is needed from you.
 Clarify any misunderstanding.
3. Closing. Do not end your interview with the last answer to the last question.
Plan a satisfactory way to close it. You may consider the following tasks:
a. Review and clarify main points of the interview.
b. Make future plans of action.
c. Express appreciation.
E-link: https://www.aber.ac.uk/en/media/departmental/careers/pdf/interviews_en.pdf

Let’s try to answer this.

I. A. Identify what is being described. Match column A with column B. Write the letter
of your answer.
Column A.
1. This is the stage in the interview
where questions and answers happen.
Column B.
2. This structure of interview is more
A. Highly Structured Interview
difficult for the interviewer to control.
B. Closing
3. This type of question encourages the
interviewee to elaborate. C. Factual Question
4. This structure of interview provides D. Body
quantifiable results.
E. Non-structured Interview
5. Making future plans of action is one
of the tasks that an interviewer may do. F. Opening
G. Open Question
B. Give at least five (5) other factors that an interviewee should consider for an
interview.
1. ___________________________________
2. ___________________________________
3. ___________________________________
4. ___________________________________
5. ___________________________________

Let’s do this. Video record this.

Assume that you are applying for a particular position in a company that you want to
work with in the future. Answer the following questions:
1. Make an introduction.
2. Why will our company hire you?
3. What work experience helped you gain the skills that we are looking for in an
applicant?
4. What is your edge over other applicants?
5. How would you describe your reputation as a (the specific position you are
applying for)?
6. Make a satisfactory closing.

Rubric:
Delivery – 20 pts.
Content of the Answer – 15 pts.
Physical Outlook – 5 pts.
Total – 40 pts.

References:
Books
Manzano, B.A., Arador, M.V.P., & Ladia, M.A.P. (2018). Purposive communication
for college freshmen. Quezon City, Philippines: St. Andrew Publishing House.
Uychoco, M.T. A., & Santos, M. L. (2018). Communication for society: Purposive
Communication. Quezon City, Philippines: Rex Book Store, Inc.
Abulencia, E.F. (2009). Fundamentals of public speaking. Quezon City, Philippines:
Rex Book Store, Inc.