Conducting Effective Interviews
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The document outlines strategies for conducting effective interviews, emphasizing the importance of preparation, questioning techniques, and rapport-building. It identifies key components such as understanding communication objectives, managing time constraints, and analyzing both verbal and non-verbal cues. Additionally, it highlights the significance of concluding discussions properly and following up with interviewees.
Conducting Effective Interviews
- 1. Conducting Effective Interviews Strategies of Effective Interviewing - By Suresh Patidar
- 2. Agenda • What is Interviewing? • Engagement in Interviewing • Key Constraints • What is an effective Interview? • Research Findings • Planning and Preparation • Building the Rapport • Questions and Questioning techniques • Guiding the conversation • Analyzing data • Concluding the Meeting & Follow Up 2
- 3. What is interviewing? “Interviewing is the process whereby individuals (usually two) exchange information.” Individual may be concerned with: • A Job Opening • A Promotion • A Special Assignment • A Product Sale • A Proposed Merger • Or other questions 3
- 4. Engagement in Interviewing Individuals Involved • Executives engaged in normal conduct of Business • Managers • HR and Recruiters • Technical Panel • Sales Personnel • Team Members and Job Seekers • many more… 4
- 5. Key Constraints • Sense of Urgency • Limited time • Guided Interviews in majority of situations 5
- 6. Effective Interview An effective interview is one that optimizes the perceived communication objectives of the individuals involved, with time as principal constraints. It requires: • The proper kind of preparation for the interview • Outline of points to be covered and taking notes • Use of questions and questioning techniques • Understanding of the kind and amount of control to be exercised over the discussions • Analysis and evaluation of the information obtained 6
- 8. Planning and Preparation • Set and communicate clear expectations • Avoid over planning and detailing • Know the person you are interviewing • Create a general structure for the process • Outline the points to be covered • Prepare must-ask questions • Understand and Use STAR interview process • Situation – Describe the situation • Task – What goal the candidate was working towards • Action – Actions taken to complete task • Result – Outcome of the action and learning 8
- 9. Building the Rapport • Set tone of helpfulness and friendliness • Avoid districting interruptions • Put interviewee at ease • Have allowance for adjustment to environment 9
- 10. Use of Questions and Questioning Techniques • Questions are the tools for obtaining information • Avoid Sarcasm or obscure humor • Clarify your objective • Don’t talk too much (just about 20-30% of total time) • Start with broad general questions • Listen intently • Stay focused • Watch non-verbal signs • Avoid questions with build-in response • Review questioning technique from time to time 10
- 11. Use of Questions and Questioning Techniques (cont...) Questioning Techniques: • Open Questions • Closed Questions • Probing Questions • Funnel Questions • Leading Questions • Clarifying Questions • Recall Questions • Contingency Questions • Process Questions • Hypothetical Questions 11 Avoid Questions on: • Age • Ethnic Origin/Race • Religion/Political Beliefs • Disabilities
- 12. Guiding the conversation • Use reactions to steer the conversations • Repeat phrases already expresses • Support by nodding or semi verbal expressions like “Umm…” • Overcome the fear of silence • Master the art of listening 12
- 13. Analysing the Data • Objective • Content – What is actually being said and whether or not it is reliable • Form – How , When and Why • Verbal • Non-Verbal • Subjective • Feelings • Attitude Other Points to consider • Define and use consistent scoring for ranking • Use your outlined points and notes for evaluation • Use whole discussion to evaluate each criteria 13
- 14. Concluding the Meeting & Follow-Up • Last 10% of time is most important • Avoid premature termination of discussion • Allow the interviewee to ask questions • Share a plan of action with clear and concise summary • Document just what occurred in talks • Significant events • Impressions • Agreed-on Information 14