A) enables you to relax and concentrate, you can hear and watch what was said hours later, you can pick up answers that might be inaudible at the time.
B) attention, shows the interviewee you care, conceals your nervousness.
C) serves as a memory jogger, keeps track of details, makes the respondent think you care.
D) gives you something to do with your hands, suggests additional questions, aids creating the final report.
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A) poor memory
B) failing health
C) fear of risk
D) state of shock
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A) get ideas, find respondents, and check tape recorder.
B) obtain phone numbers of respondents, write questions, and clarify the topic.
C) find a topic, prepare a schedule of questions, and write the report.
D) determine your goal, research the topic, and structure the interview.
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A) humor.
B) fake hostility.
C) ambiguous language.
D) embarrassment.
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The fundamental purpose of an informational interview is to gather information and insights about a particular job, career path, industry, or company from someone who has firsthand experience in that area. Unlike a job interview, where the primary goal is to secure employment, an informational interview is a more informal conversation where the person conducting the interview (the interviewee) seeks advice, knowledge, and understanding from the person being interviewed (the interviewee).
Key objectives of an informational interview include:
1. **Learning about a specific job role**: Understanding the day-to-day responsibilities, challenges, and rewards of a particular position from someone who has worked in that role.
2. **Gaining industry insights**: Gathering information about trends, future directions, and current practices within a specific industry.
3. **Exploring career paths**: Discovering how professionals in the field have navigated their careers, including steps they took, skills they developed, and experiences they had.
4. **Networking**: Building professional relationships that could lead to future opportunities, mentorship, or referrals.
5. **Evaluating fit**: Assessing whether a particular job, company culture, or industry aligns with one's interests, values, and career goals.
6. **Getting advice**: Receiving guidance on how to break into a field, improve qualifications, or enhance a resume and interview skills.
7. **Clarifying goals**: Helping the interviewee refine their career objectives and understand what steps they need to take to achieve them.
Overall, an informational interview is a strategic tool for career exploration and professional development, providing valuable insights that are not easily obtained through other sources such as job descriptions, company websites, or industry publications.
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A) level of information
B) talkativeness
C) willingness
D) ability
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B
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A) person is available for only a few minutes
B) source is too far away
C) source is unavailable until after a deadline
D) all of the above
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Handling difficult interviewees can be a challenging task, but with the right approach, it is possible to navigate these situations effectively. Here are some strategies for handling four of the seven difficult types of interviewees:
1. The Overly Talkative Interviewee: This type of interviewee tends to dominate the conversation and may struggle to stay on topic. To handle this individual, it's important to politely redirect the conversation back to the relevant topics. You can do this by acknowledging their input and then steering the conversation back to the interview questions.
2. The Defensive Interviewee: Defensive interviewees may become confrontational or resistant when asked challenging questions. In these situations, it's important to remain calm and professional. Try to reframe the questions in a non-confrontational manner and provide reassurance that the interview is a two-way conversation aimed at finding the best fit for the role.
3. The Unprepared Interviewee: Some interviewees may not have adequately prepared for the interview, leading to vague or incomplete responses. In these cases, it can be helpful to ask more specific questions or provide prompts to help the interviewee expand on their answers. Additionally, offering them the opportunity to take a moment to gather their thoughts can also be beneficial.
4. The Overly Negative Interviewee: This type of interviewee may express a consistently negative attitude or outlook. It's important to acknowledge their concerns but also redirect the conversation to focus on the positive aspects of the role and the organization. Additionally, asking open-ended questions about their previous experiences and achievements can help shift the tone of the conversation.
In all of these situations, active listening, empathy, and maintaining a professional demeanor are key. By approaching difficult interviewees with patience and understanding, it is possible to navigate these challenging interactions and still gather valuable insights into their qualifications and fit for the role.
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