Interviewing Midterm

Creating a Favorable First Impression:

Be interested in this interview and show it. Avoid self-fulfilling prophecies.

Civil Rights Act of 1964-

particularly Title VII, prohibits the selection of employees based on race, color, gender, religion, or national origin, and requires employers to discover discriminatory practices and eliminate them.

The pregnancy Discrimination act of 1978-

prohibits discrimination of women because of pregnancy alone and protects job security during maternity leave.

The Age Discrimination in Employment Act of 1967-

prohibits employees 25 or more persons from discriminating against persons because of age.

Work-related(specific)

Describe a typical strategy you would use to motivate people. What criteria do you use when assigning work to others? How do you follow up on work assigned to subordinates?

A Non-scheduled interview.

Merely an interview guide with no questions prepared in advance. A nonscheduled interview conducted from an interview guide gives maximum freedom to probe into answers and adapt to the interviewee and situation as the interview progresses.

Mirror Probes

Mirror questions summarize to ensure accuracy. 1. Used to summarize a series of exchanges to ensure understanding and retention. 2. Ensure accuracy 3. The purpose is to avoid problems in interviews caused by memory, assumptions, and interpretations.

(Opening the interview) Building Rapport

Greet the interviewee by name in a warm, friendly manner and with a firm but not crushing handshake. Introduce your self and your position wit the organization, but do not ask applicant to address you by first name. Engage in small talk while avoiding trite questions.

The most common Bipolar questions as for yes or no responses.

Have you received a flu shot? Are you going to the state conference? Do you have a top secret clearance?

Informational Probes

Used to get additional information or explanations. "Pry open vague, superficial, and suggestive answers" EXAMPLES include: "How exactly was the contract worded? Tell me more about your relationship with the sheriff. If an answer is vague or ambiguous, ask a question such as: You write that you went to a small college. How many students were enrolled at that time? You say you were upset with the judge's decision. How upset were you?"

Clearinghouse Probes

discovers whether a series of questions has uncovered everything of importance on a topic or issue. It encourages respondents to volunteer information you might not think to ask for and to fill in gaps your questions did not elicit. It literally clears out an area or topic, such as the following: What have I not asked that you believe is important in this case? Is there anything else you would like to tell me?"

The Rehabilitation Act of 1973 (Sections 501 and 505)-

Orders federal contractors to hire persons with disabilities, including alcoholism, asthma, rheumatoid arthritis, and epilepsy.

The Americans with Disabilities Act of 1990-

(Effective July25, 1992),Title I and Title V, prohibits discrimination against persons with physical and mental impairments that substantially limit or restrict the condition, manner, or duration under which they can perform one or more life activities and requires reasonable accommodation by employers.

Tunnel sequence.

- A comparable string of open or closed questions. - Works well with informal and simple interviews. - Each question may cover a specific topic, ask for a specific piece of information, or identify an attitude or feeling. - The tunnel sequence is common in polls, surveys, journalistic interviews, and medical interviews designed to elicit information, attitudes, reactions, and intentions. - Answers to closed questions are easier to record and quantify.

Performance:

- What do you believe are the most important performance criteria for a project engineer? - All of us have pluses and minuses in our performance. - What are some of your pluses (minuses)? How do you make difficult decisions?

Behavior-based questions:

- Ask applicants about past experiences in which they have had to deal with situations closely related to the position they are seeking. - Tell me about an of yours that was implemented primarily through your efforts. - How did you manage a past situation when the rules were changed at the last minute? - Tell me about your most difficult relationship with a team member. How did you handle it? - Describe a time when you experienced a setback in a class, in a sport, or on the job. How did you handle it? - - Tell me about a situation in which you had to deal with an irate customer or client. - Give me an example of how you sold an unpopular idea to fellow workers.

Question Pitfalls- Unintentional bipolar question

- Asking questions designed to elicit a yes or no answer or a choice among two poles such as conservative or liberal, like or dislike, approve or disapprove, and agree or disagree when the interviewer really wants a detailed answer. - Be aware of these common phrases that open bipolar rather than open questions: Do you, Did you, Are you, Have you, Will you, Were you, Can you, Would you, Is there, and Was it?

Attitudes:

- Be sincerely interested in taking part in the interview and show it. Enthusiasm is contagious. On the other hand, if you have little interest in the position or the organization, are interviewing merely for the experience, or have not been able to find a position that you really want, you are likely to find it difficult to get fired up. - Authentic enthusiasm is difficult to Faith and, if you succeed, what have you accomplished? - Drive to communicate positive attitudes about yourself including your qualifications, relationship, current, and past employers, and Future. - Be professional and ethical and everything you say and do during the interview.

Funnel Sequence.

- Begins with a broad, open-ended question and proceeds with more restricted questions. - Works well with motivated interviewees. - Most appropriate when respondents are familiar with a topic, feel free to talk about it, want to express their feelings, and are motivated to reveal and explain attitudes.

Inverted Funnel Sequence.

- Begins with a closed question and proceeds toward open questions. - Provides a warm-up time for those reluctant to talk. - It is most useful in motivating interviewees to respond or when interviewees are emotionally involved in an issue or situation and cannot readily reply to open questions. - Appropriate when the interviewee doesn't know enough about the topic or are hesitant. - Closed questions serve as warm-ups and memory enhancers when open-ended ones might overwhelm a person or result in disorganized and confusing answers

COMPLIANCE WITH EEO LAWS-

- Bona fide occupational qualifications (BFOQs) are the keys to nondiscriminatory hiring. - BFOQs include work experiences, training, education, skills, conviction records, physical attributes, and personality traits that have a direct bearing on one's ability to perform a job effectively. - BFOQs exclude gender, age, race, religion, marital status, sexual orientation, physical appearance, disabilities, citizenship, place of birth, ethnic group, veteran status, military records, military discharge status, and arrest records that have no bearing on one's ability to perform a job effectively. - Exceptions to laws and orders are made when an employer can demonstrate that one or more normally unlawful traits are essential for a position. For example, appearance maybe a BFOQ for a modeling position, religion for a pastoral position, age for performing certain tasks (serving alcohol, operating dangerous equipment), physical abilities such as eyesight and manual dexterity for pilots, physical strength for construction workers, the legal right to be employed in the United States, and English language skills for an English teacher. - EEO violations are easy to avoid. -Focus on the positive, not the negative.

Career Field:

- What do you think is the greatest challenge facing your field? - What do you think will be the next major breakthrough in your field? - How do you feel about environmental regulations in your field?

Structural Options.

- Built-in interviewer bias may be worse than accidental bias encountered in nonscheduled and moderately scheduled interviews. - A schedule designed for a survey would be a terrible schedule for an employment interview. Consider a strategic combination of schedules. For instance, use a nonscheduled approach when obtaining easily accessible information at the start of an interview and then switch to a moderately scheduled approach when carefully crafted questions are essential. - When conducting a survey, employ a highly scheduled approach to ask open-ended questions and then switch to a highly scheduled standardized approach to obtain easily quantifiable information. - Consider a strategic combination of schedules. - Combined schedules enable interviewers to satisfy multiple needs.

Interview guide

- Carefully structure outlines of relevant topics and subtopics to be addressed in the interview. - Identifies specific areas of inquiry to ensure coverage of all important topics. - Not a list of questions, but it will assist in phrasing questions, recording answers, noting impressions and insights, and recalling information when the interview is over.

Don't Ask Don't Tell Questions.

- Delves into information and emotions that respondents may be incapable of addressing because of social, psychological, or situational constraints. - Explain why a question is essential to ask and delay "touchy" or "taboo" questions until you have established a comfortable climate and positive relationship.

Options for responding to unlawful questions:

- Do not be surprised by unlawful questions Review EEO laws and your rights. - Beware of recruiter tricks to get unlawful information. - Your primary goal is to get a good position, and if you are hired, you may be able to change organizational attitudes and recruiters practices. You can do nothing from the outside. - If questions are gross violations, consider reporting the recruiter to his or her supervisor or to the career center. - Practice using a variety of answer tactics for example I will not answer that question because it is unlawful.

Combination Sequences.

- Enables you to approach interview situations and interviewees with flexibility adaptable. - Hourglass- Begins with open questions, proceeds to one or more closed questions, and concludes with open questions. - Allows you to narrow your focus before proceeding to broader concerns when the situation or topic warrants it.

A few guidelines will help you avoid most EEO violations and lawsuits.

- First, meet the test of job-relatedness by establishing legally defensible selection criteria. - Second, be sure that all questions are related to these selection criteria. - Third- standardize the interview by asking the same questions to all applicants for a position. If you ask specific questions only of applicants who are female, disabled, older, or minority, you are asking unlawful questions. - Fourth- Be cautious when probing into answers because a significant number of EEO violations occur in these created on the spot questions. - Fifth- be cautious of innocent chit chat during informal parts of interviews, usually the opening and closing or the minutes following the formal interview. - Sixth- Focus questions on what an applicant can do rather than on what an applicant cannot do. - Seventh- if an applicant begins to volunteer unlawful information tactfully steer the person back to job-related areas. Your organization is liable if unlawful info. Is maintained or used even if you didn't ask for it.

Advantages/disadvantages of non-scheduled interview.

- Gives maximum freedom to probe into answers and adapt to the interviewee and situation as the interview progresses and requires considerable skill as there are no prepared questions and it may be difficult to maintain control during a freewheeling interaction.

Guidelines for Resumes:

- Honesty is the best policy. - Choose words carefully. Preferred actions verbs: Administered, advised, arbitrated, facilitated, fashion, formulated, oversaw performed, persuaded. Consulted, counseled, created, designed, directed, eliminated, evaluated, maintained, managed, modified, negotiated, operated, organized, trained, updated, wrote, tested, supervised. - Proofread and then proofread some more- - Take mechanics seriously- Print your resume on white, off-white, light grey, or Light Beige bond paper. pay attention to how the resume is blocked so it looks neat, attractive, organized, carefully planned, and uncrowded. - Employers like white space on resumes so ended sections carefully double-spaced parts, and at least one-inch margins all around. - Center your name at the top and bolt letter so it stands out. Use a different printer font so headings guide The Reader through important information about you. - Employers prefer resumes with bullets that separate and call attention to important information because this helps them scam resume more efficiently. - If you provide two addresses, Place one on each side under your name. If you provide one address in the center or at the right side away from Staples and paper clips. - Outside activities indicate motivation, communication skills, ability to work with people, work ethic, ability to lead, and that you are not a narrow specialist. - The functional format focuses attention on relevant skills to match the ideal application profile. It does not repeat the same skills and experience under different positions, so it can be tighter and shorter. - Some employers do not like functional resumes because they often do not identify dates for education, training, and work experiences, so they cannot detect gaps in employment.

Career Paths And Goals:

- If you join us, what would you like to be doing five years from now? - How do you feel about the way your career has gone so far? - What are you doing to prepare yourself for advancement?

Chronological Format Resume- (Most common resume)

- List your experiences (including internships, co-op arrangements, assistantships, unpaid positions, organizational activities) in reverse chronological order so the employer can see quickly what you have done most recently. - List organization, the title of your position or positions, dates, and what you did in each position. - Emphasize the skills and experiences most relevant for this opening. - Chronological resumes are easy to write and organize, emphasizes relevant experiences and skills, and are easy for employers to scan quickly.

Mechanics of the Cover Letter:

- Make your letter brief, usually three or four paragraphs in length, and never more than one page. provide margins of 1 and 1/2 in left and right in order to adjust top and bottom margins to balance your letter on the page. - If you have difficulty placing all information you feel is absolutely necessary to include on a single page, adjust the margins to keep the letter to one page. - Use Simple to read fonts of 10 to 12 points. - Ask another person to read your resume. - Your letter must be neat, printed on white Bond paper, and professional with no typos, grammatical errors call my punctuation errors or misspelling.

Application Forms-

- Modify application forms to fit the applicant profile. When creating application forms be sure all info requested is BFQQs. - Keep both EEO laws and the applicant profile in mind. - Provide adequate space for applicants to answer questions thoroughly. - Ask a few open questions similar to the ones you will ask in an interview. - When receiving an application, look for what is and is not on the form.

Functional Format Resume:

- Most appropriate for creative positions and those in which writing is important, place your experiences under headings that highlight your qualifications for the position. Typical headings are management, advertising, training, counseling, financing, team building, organizational development, teaching, administration, supervision, project manager, and marketing. - Include a variety of experiences from different positions, internships, and organizations under each heading. This is important when you have had few paying positions or ones directly related to the opening.

The Yes/no questions

- Obvious questions, generate obvious answers. - Occurs when you ask a question that has only one obvious answer, a yes or a no. Example - Asking a student, "Do you want to graduate?"

The Unintentional leading Question

- Occurs when the interviewer asks a question that suggests how a person ought to respond. - Avoid this pitfall by phrasing and asking questions nonverbally that are clearly neutral. - Listen carefully to every question and ask yourself "How would I reply to this question?

The Tell Me Everything Question.

- Occurs when the interviewer asks an extremely open-ended question with no limits or guidelines. - Example - "Tell me about yourself"

The Open-to-Closed Question.

- Occurs when the interviewer asks an open question, but, before the interviewee can respond, he/she rephrases it into a closed or bipolar question. - Example - "Tell me about your trip to New York" or "Did you visit the 9/11 memorial? - The interviewee is most likely to limit the answer to the memorial, and you lose a significant amount of important information. - Avoid this trap by preparing questions in advance of the interview and thinking through each question carefully before asking it.

The Curious Question.

- Occurs when you ask for information you do not need. - For example, are you merely curious about a person's age, marital status, income level, or religious beliefs that have nothing to do with the interview and its stated purpose.

The Guessing Question.

- Occurs when you try to guess information instead of asking for it. A string of guessing questions may fail to accomplish what a single open-ended or informational question can. - Instead of asking "Were you in your car when you saw the accident?" ask "Where were you when you saw the accident?" Instead of asking "Did you attempt to apply CPR?" ask "What did you do?"

Steps for writing an effective cover letter:

- Purpose is to gain the employers attention and to entice the employer to read your resume. - The first purpose requires you to make a good impression by revealing a positive attitude, pleasant personality, motivation and enthusiasm. - Second purpose requires you to include highlights of your education, training, and experiences that show you are interested in and qualified for a specific position in the employer's organization. Never send a resume without attaching a cover letter.

Too High or Too Low Questions.

- Questioning above or below a respondent's information level. - Questions above these levels may cause embarrassment or resentment for appearing uninformed, ill-informed, uneducated, or unintelligent. - Questions below these levels may be insulting. Know whether a respondent is a layperson, novice, or expert on a topic or issue and phrase your questions accordingly.

Cover Letters.

- Read the cover letter carefully, oftentimes applicants will have the cover letter if the first opportunity to create favorable impressions.

Building a Network of contacts is the best way to find an internship or job:

- When setting up an informational interview, the first thing to say is that you are not looking for an internship or job but are seeking information about the field. This contact may lead to future opportunities, but your first contact is to gather information only.

Content of the Cover Letter:

- Tailor each letter to the position and organization. Address your letter to the specific person involved in the hiring process, and spelled this person's name correctly. - Organize your letter into three paragraphs. - In the first paragraph tell them why you are writing, and which position you are interested in, and why this position With the organization appeals to you. - Reveal how you discovered this opening and that you have researched both position and organization. - In the second paragraph explain briefly how your education, training, and experiences- your qualifications- make you an ideal fit for this position, with this organization, at this time. Be persuasive! - In the third paragraph restate your enthusiasm for the position and ask for an interview opportunity. Indicate when and where you will be available for an interview. -- Mention enclosures and offer to send additional information if needed. - Express appreciation for the employer's consideration.

Work-related(general)

- Tell me about the position that has given you the most satisfaction. How have your previous work experiences prepared you for this position? What did you do that was innovative in your last position?

Traditional Questions-

- The following traditional recruiter questions avoid pitfalls and gather important job-related information. Interest in the organization. Why would you like to work for us? What have you read about our organization? What do you know about our products and services?

Closing the interview (functions and required components)

- The purpose of closing the interview is to signal the end of the interview, not the relationship. It is meant to ensure that the interview does not have an abrupt ending and both parties leave feeling comfortable and respected. - The closing is important because people remember the last thing you said or did in an interview.

Some techniques for closing an interview are:

- Use clearinghouse questions. - Declare completion of the intended purpose. - Summarize the interview. - Signal that time is up. - Explain the reason for closing. - Express appreciation/satisfaction. - Be persuasive.

Open-ended questions you might address in your post interview evaluation:

- What are the applicant's strengths for the position? - What are the applicants' weaknesses for this position? - How does the applicant compare with other applicants for this position? - What makes the applicant a good or poor fit for the position? - What makes the applicant a good or poor fit with our organization?

Salary And Benefits:

- What are your salary expectations? - Which fringe benefits are most important to you? - How does our salary range compare to your last position?

Developing an applicant profile-

- With EEO Laws in mind, conduct a thorough analysis to develop a competency-based applicant profile for each position for which you are recruiting. - This profile of the ideal employee typically includes specific skills, abilities, education, training, experiences, knowledge levels, personal characteristics, and interpersonal relationships that enable a person to fulfill a position with a high degree of Excellence. - The intent is to measure all applicants against this profile to ensure that recruiting efforts meet EEO laws, are as objective as possible, encourage all interviewers to cover the same topics and traits, and eliminate or minimize the birds of the feather syndrome in which recruiters favor applicants who are most like themselves- traditionally this has favored white, male applicants.

Diamond Sequence.

-Begins with closed questions, proceeds to open questions, and ends with closed questions. Top-to-top.

Loaded Questions

-Extreme form of a leading question that virtually dictates the desired answer. - The use of extreme language is a common way to load a question. - This includes name-calling, emotionally charged words, expletives, and unequal options that may lead an interviewee to choose the least onerous choice. Entrapment is another way to load a question. - An interviewer may ask a no-win question as the iconic "Are you still beating your wife?' question. Interviewees cannot reply without seeming to admit to an onerous or illegal act. - Leading questions are useful and often necessary question tools. Recruiters use them to see how applicants respond under stress. Sales reps use them to persuade customers to make decisions. Police officers ask leading and sometimes loaded questions to provoke suspects to reveal information and truths. Journalists ask them to prod reluctant interviewees into responding.

Obtaining and reviewing info. on applicants (application forms, etc.)

-Gather as much information as possible about each applicant through application forms, resumes, letters of recommendation, objective tests, and social networking Websites. -Application forms -Cover letters -Resumes -Letters of recommendation and references -Standardized tests -Aptitude tests -Personality tests -Basic skills tests -Honesty tests -Integrity interviews

Resumes.

-Have an individual not involved in the selection process delete any information that may violate EEO laws when the resume arrives. -Have each person in the recruiting process review the resume prior to the interview. -When reading the resume start with the career objective if one is included. How well does the objective match the applicant profile? -How well does the applicants education, training, and experience complement the career objective and fit the profile? Does the applicant appear to be overqualified or under qualified? -Are there gaps in dates and details concerning education, employment and relevant experiences?

Advantages and disadvantages of Highly Scheduled Interviews.

-Highly scheduled interviews are easy to replicate and conduct, take less time than non scheduled and moderately scheduled interviews. - Prevent parties from wandering into irrelevant areas or spending too much time on a topic. - Flexibility and adaptation are not options, however. Probing questions must be planned. Researchers and survey takers use highly scheduled interviews"

Teams and teamwork-

-How do you feel when your compensation is based in part on team results? -What does the word teamwork mean to you? -How would you feel about working on cross-functional teams?

The Double Barreled Question

-Occurs when the interviewer asks a question with two parts or topics. - Example - "Tell me about your trips to Rome and Venice" - Ask one Question at a time.

Reviewing EEO Laws:

-Review carefully federal equal employment opportunity (EEO) laws and executive orders as well as those in the states in which you conduct recruiting efforts. -Some state laws are more stringent than federal laws. - You can trace such laws back to the civil rights Act of 1866. - Review these laws thoroughly so you understand their relevance to the employment interview.

Education and training:

-Tell me about the computer programs you have used. -How has your education prepared you for this position? -If you had your education to do over, what would you do differently?

Highly Scheduled Standardized Interviews.

-The most thoroughly planned and structured. - All questions and answer options are stated in identical words to each interviewee who then picks answers from those provided. - There is no straying from the schedule by either party. -Easiest to conduct, record, tabulate and replicate you may not probe into answers, explain questions, or adapt to different interviewees. -Respondents cannot explain, amplify, qualify, or question-answer options.

Disadvantages of Closed Questions

1. Answers often contain too little information, which requires asking several additional questions when one open question would have done the job 2.Interviewers talk more than interviewees 3.Less information is exchanged

Leading Questions

1. Direct interviewees to specific answers. 2. The leading question may intentionally or unintentionally suggest the answer the interviewer expects or prefers. Hence, the interviewee gives this answer because it is "easier or more tempting" to give that answer, which will lead to interviewer bias.

Advantages of Closed Questions

1. Enable interviewers to control the length of answers and guide respondents to specific information 2. Require little effort from either party and allow the interviewer to ask more questions, in more areas, in less time 3. Brief answers are easy to record and tabulate Closed questions provide control and direction

Neutral Questions

1. Enable respondents to decide upon answers without direction or pressure from questioners. 2. In an open, neutral question, the interviewee determines the length, details, and nature of the answer. 3. In a closed, neutral question, the interviewee may choose between equal choices. All questions discussed and illustrated so far have been neutral questions.

Developing an Interview Guide.

1. Identify major topic areas. 2. Locate each subtopic. 3. Consider subtopics of subtopics.

Interviewer Bias

1. Leads to dictated responses. 2. May occur because of the way the question was phrased, how the question was asked nonverbally, the interviewees desire to please a person of authority. 3. What may appear at first glance to be a bipolar question is actually unipolar because one option is made less acceptable than the other.

Evaluating the interview:

1. Record your impressions and reactions immediately. 2. Assess the performance of both interview parties 3. Take minimal notes during the interview to maintain the conversational nature of the interaction. 4. Review your notes and thoughts as soon as possible after the interview closes. 5.Try to build in time between each interview for review while the interview is still fresh in your mind. 6. If you have a written interview schedule of primary and probing questions, leave space between questions so you can write your reactions under each. 7. Some organizations develop review evaluation forms that list major questions are criteria for each position and may include a rating scale. The sheets enable you to record your thoughts and Impressions quickly so you can move on to the next interview or tasks on your to-do list.

Disadvantages of Open Questions

1. Single answer may consume a significant portion of interview time. 2. Respondents may give unimportant or irrelevant information. 3. Respondents may withhold important information they feel is relevant or too obvious, sensitive, or dangerous.

SKILLFUL INTERVIEWING WITH PROBING QUESTIONS

1. Skillful probing leads to insightful answers. 2. Be patient and be persistent. 3. Listen carefully to each response and determine if the answer is clear and complete. 3. Probing questions discover more relevant, accurate, and complete information.

Techniques for Opening an Interview

1. Thank them immediately for their time. 2. Make sure they are comfortably seated. 3. Ask permission to record. (if necessary) 4. State the purpose of the interview. 5. Summarize some of the main topics. 6. Be kind, patient, and respectful.

Information interview (purpose) - review handout posted on D2L.

1. To gather information to make an informed major or career choice. 2. To make valuable contacts in your field of interest for future opportunities. 3. To be remembered and referred on later, because 80% of the currently available opportunities are in the "hidden job market." Remember the saying, "it's not so much what you know, but who you know.

Reflective Probes

1. Used to verify or clarify an answer to be certain that the interviewer has received it as intended.. Avoid any wording or nonverbal signals. interviewees might interpret as an attempt to lead or trap them into giving the desired answer.

Nudging Probes

1. Used when a silent probe fails or words seem necessary to get what is needed. 2. Nudge the interviewee to reply or to continue be Simple and brief. A common mistake is an assumption that all questions must be multiple-word sentences. A lengthy probing question may stifle the interchange or open up a new area or topic, the opposite of what you want. For example: I see. And? Go on. So?Yes? Uh-huh?

Primary Questions

1. make sense out of context. 2. Introduces topics or new areas within a topic and can stand alone even when taken out of context. For example: How did you prepare for the Bar exam? Tell me about your experiences when hiking the Appalachian Trail. Which U.S. President of the last century do you admire most?

Advantages of Open Questions

Advantages of open questions 1. show interest and trust in the respondents ability to disclose important information and are easier to answer. 2.. They encourage respondents to determine the type and amount of information to disclose. 3. Lengthy answers open questions, generate, reveal what respondents think is important and encourage them to provide details and descriptions you might not think to ask for. Answers are likely to disclose knowledge level, uncertainty, intensity of feelings, perceptions and biases.

Highly Scheduled Interviews.

All questions are asked exactly as they are worded on the schedule. There are no unplanned probing questions, word changes, or deviation from the schedule. Sacrifices flexibility and adaptability for control.

Moderately Closed Questions-

Ask specific, limited pieces of information, such as: What are your favorite classes? Which NC beaches have you visited or what times of year do you prefer to travel? Highly closed questions are very restrictive, often asking respondents for a single piece of information. When were you in Haiti? What is the interest rate on your student loan? Where were you born?

Moderately scheduled Interview.

Contains all major questions with possible probing questions under each. Allows freedom to probe into answers and adapt to different interviewees, imposes a greater degree of structure, aids in recording answers, and is easier to conduct and replicate.

Interviewers may include open and closed questions with varying degrees of constraint to get the information desired.

For instance, an interviewer might follow up a bipolar question such as "Are you familiar with the village master plan?" with an open-ended question such as "What do you know about this plan?" An open-ended question such as "Tell me about your internship at C-SPAN" may be followed up with a more closed question such as, "What was your first assignment?

Quintamensional design sequence.

George Gallup the famous poll designer designed this. A five-step approach that proceeds from an interviewee's awareness of the issue to attitudes uninfluenced by the interviewer, specific attitudes, reasons for these attitudes, and intensity of attitude. Effective at assessing attitudes and beliefs. 1. Awareness: What do you know about the new environmental regulations on using coal to generate electricity? 2. Uninfluenced attitudes: How might these regulations affect you? 3. Specific attitude: Do you approve or disapprove of these new regulations? 4. Reason why: Why do you feel this way? 5. Intensity of attitude: How strongly do you feel about this—strongly, very strongly, not something you will change your mind on?

Opening the Interview: The Opening Question

Make your first question open-ended, easy to answer, and on a specific topic with which the applicant is familiar such as education, experience, or a recent internship. Avoid the two common questions: tell about yourself, that offer no guidelines for answering.

Open Questions

Open questions- Vary in degree of openness in which respondents have considerable freedom to determine the amount and kind of information to give. Highly open questions place virtually no restrictions on the interviewee. Moderately open questions are more restrictive but give respondents considerable latitude in answers.

Closed Questions

Questions that can usually be answered with yes or no. Narrowly focused and restrict the interviewee's freedom to determine the amount and kind of information to provide.

Probing Questions-

Questions that dig deeper into answers that may be incomplete, superficial, suggestive, vague, irrelevant, or inaccurate. Unlike primary questions that can stand alone and make sense, probing or follow-up questions make sense only when connected to the previous question or series of questions. 1. Attempt to discover additional information 2. Make sense only when connected to the previous question or series of question

The Equal Pay Act of 1963-

Requires equal pay for women and men performing work that involves similar skill, effort, responsibility, and working conditions.

Restatement Probes -

Restate or rephrase to get complete answers.

Structural Sequence.

Sequences help organize topics and impose a degree of structure on interviews. The traditional journalist's guide consisting of six key words—who, what, when, where, how, and why—is useful in many interview settings. Topical: Follows natural divisions of a topic or issue- For example, if you are planning to interview an attorney about law schools you might attend, your guide would include such topics as ranking among law schools, areas of specialization, quality of the law school review, number and type of law firms that come to campus for interviews, and cost. Time: Treats topics or parts of topics in chronological order. Space: Arranges topics according to spatial divisions Cause-to-effect: Explores causes and effects but not necessarily in that order. Problem-solution: Consists of a problem phase and a solution phase.

Opening the interview

The purpose of the interview is to motivate both parties to participate willingly and to communicate openly and freely. Opening the interview helps establish rapport and sustain a genuine relationship with the interviewee.

Silent Probes

Used when an answer is incomplete or the respondent seems hesitant to continue. Nonverbal signals include eye contact, a head nod, or a gesture to encourage the person to continue. Silence shows interest in what is being said For example: "1.Interviewer: How was your dinner at The New Age Restaurant last night? 2.Interviewee: It was not too bad. 3.Interviewer: (silence) 4.Interviewee: The salmon was not cooked as thoroughly as I like, but the side dishes were excellent."

The Civil Rights Act of 1991 (often referred to as the 1992 Civil Rights Act)-

cap compensation and punitive dam-ages for employers, provides for jury trial, and created a commission to investigate the "glass ceiling" for minorities and women and reward organizations that advance opportunities for minorities and women.

Closed questions are bipolar when:

they limit respondents to two polar choices, sometimes polar opposites. Example: Did you attend the in-service workshop in the morning or afternoon? Do you usually take U.S. 31 or I-65? Are you a conservative or a liberal? Some bipolar questions ask for an evaluation or attitude. i.e. do you approve or disapprove, like/dislike, are you against/in favor of.