MNG 2203: Business Communication - 8 Principles of Interviewing

Vocabulary flashcards covering the definitions, types, question styles, and strategies of interviewing as outlined in MNG 2203: Business Communication.

Interview

A two-party interaction in which at least one party has a specific, serious purpose and that usually involves the asking and answering of questions, often following a 70 – 30% speaking ratio with the interviewee doing the most talking.

Information-gathering interview

An interview where the interviewer seeks information for various purposes including surveys, diagnostics, research, investigations, or exit evaluations.

Survey interview

A type of interview used to gather information from a number of people to provide a basis for conclusions, interpretations, and determining future action.

Diagnostic interview

An interview used by professionals such as health care providers and attorneys to gather information that helps them respond to the needs of their clientele.

Research interview

An interview designed to provide information upon which to base future decisions.

Investigative interview

An interview conducted to gather information to determine the causes of a specific event or problem.

Exit interview

An interview used to determine the reasons why a person is leaving an organization.

Career research interview

A special type of informational interview where an individual speaks with someone who can provide valuable ideas and contacts to help define and achieve career goals.

Employment interview

A conversation designed to explore how well a candidate might fit a job, allowing employers to measure prospective candidates and candidates to decide if the job is right for them.

Cybervetting

The process where employers review a candidate's Facebook, social media, or other online sources to get a feel of who they are.

Panel interview

Also called a team or group interview, this format involves a candidate being questioned by several people simultaneously.

Stress interview

An interview format used to evaluate a candidate's behaviour under pressure by bombarding them with questions.

Audition interview

A format where the candidate is asked to demonstrate a specific skill the employer is looking for, such as creating a project or solving a problem.

Behavioural interview

An interview based on the assumption that past experience is the best predictor of future performance, requiring the candidate to give examples of what they did in specific situations.

PAR approach

A framework for backing up interview answers with evidence by identifying the Problem, describing the Action taken, and stating the Results produced.

Performance appraisal interview

Regularly scheduled meetings between a superior and a subordinate to discuss the quality of the subordinate's performance and set goals for the future.

Tell and sell

A performance appraisal style where the manager believes their assessment is correct and passes it to the subordinate in a somewhat authoritarian manner.

Tell and listen

A performance appraisal style where the manager offers an assessment and then listens to the subordinate's reaction, though the assessment may not necessarily change.

Listen and tell

A performance appraisal style where the subordinate begins by sharing their opinion of their performance, followed by the manager's reaction.

Problem solving (appraisal style)

A style where both parties define areas of concern together and work to develop appropriate solutions, with the manager acting as a helper rather than a judge.

Structured interview

An interview format that usually takes less time, is easier to control, provides quantifiable results, and requires less interviewer skill, but offers low flexibility.

Unstructured interview

An interview format that takes more time and is more difficult to control, but provides high flexibility in exploring responses and requires high interviewer skill.

Moderately structured interview

An interview that combines prepared topics and major questions with the flexibility to use follow-up probes, offering both control and spontaneity.

Primary questions

Questions used to introduce a new topic or open a new line of discussion in an interview.

Secondary questions

Follow-up questions used to gather additional information when a previous answer is incomplete, vague, irrelevant, or seemingly inaccurate.

Closed questions

Questions that restrict the interviewee’s response, used when specific information is needed or when maintaining control over the conversation is necessary.

Open questions

Questions that invite a broader, more detailed range of responses to discover opinions, feelings, values, or evaluate communication skills.

Factual questions

Questions used to seek objective, concrete information.

Opinion questions

Questions designed to explore the respondent's viewpoint, analysis, or judgment.

Direct questions

Straightforward requests for information used when the respondent is willing and able to provide the data sought.

Indirect questions

Questions that elicit information without directly asking for it, used when a respondent is unable or unwilling to answer a direct question.

Hypothetical questions

Questions that seek an answer to a 'what if' scenario, used to get input for decision-making or when the respondent lacks direct experience.

Critical incident question

A question that asks a respondent for a specific account of a real situation they have handled in the past.

Orientation

The part of an interview opening that establishes control and puts the interviewee at ease by explaining the reason for the interview and what information is needed.