Score level criteria

Excellent: relevant to assigned phonostylistic peculiarities.

Good: mostly relevant but lack of expressiveness, inadequate pitch patterns at times, rate and volume are not variable.

Fair: weak articulation skills, lack of accuracy in timing, melody; monotonous performance.

Poor: not enough to evaluate.

Score – mark

20-19 - 5

18-16 - 4

15-12 - 3

11-… - 2

Module 6

Interviewing

I. Input materials

1.1. Rhetoric strategy

Interviews are conversations with a specified informational objective - not only for you and your partner but also for your organization.

Although they sometimes involve several participants, they usually occur between only two people. But whether involving two people or so, productive interviews are purposeful and structured.

- We interview to achieve at least one and sometimes several specific purposes.

- We prepare both an agenda and our approach.

- We follow a structured agenda.

- We follow a fairly standard sequence of questions and answers.

Sometimes, especially as you start out in your organizational life, you find yourself the person being interviewed. You are the interviewee.

As you progress in experience and responsibility, you’ll be in a position to interview others. You are the interviewer.

What are some of the other interviewing variables that you should be aware of?

- the purpose (or occasion) of the interview

- the stages of the interview

- the personal interviewing styles from which you will choose.

An interview is defined, as ‘A meeting of persons face to face' and while this describes the common physical characteristics of all interview situations, it gives no indication of the many reasons why interviews are arranged. Some of those reasons are the following:

- to select a person for a specific task

- to monitor performance

- to exchange information

- to provide information

- to advise

- to counsel

Conducting a successful interview requires three important skills:

a) questioning

b) listening

c) summarizing

1.2. Using questions for control

Questions fall into five general types.

1. Closed questions - require only a ‘yes’ or ‘no’ answer.

2. Open questions - enable a breadth of information to be gathered (how would you ..., what are your ..., when are you ..., etc.)

3. Probing questions - to gain more information about something, which has already been said.

E.g. I can understand your pride in the project, but what precisely was your...

4. Situation-related questions — provide the interviewee with the opportunity to illustrate his / her skills in dealing with particular situation.

E.g. How did you deal with that member of staff who was repeatedly late for work?

5. Link questions - create a smooth logical flow. Here you form the question by picking up the last or an earlier response from the interviewe, in order to move on in a desired or different direction.

E.g. You mentioned that you were concerned about that way, how does this fit in with our plans for a new production control system.