Productive Interviewing Quizlet


Productive Interviewing

Directions: Read the questions below and provide a thorough response in your own words using proper APA guidelines for formatting and citations.  Your answer to each question should be at least two paragraphs in length composed of five to seven sentences.  Please provide examples from books, required videos, or required Web resources, if applicable.


  1. Explain the four principal phases to a productive interview.

The first key phase of an interview is the introduction phase. At this point, both the interviewer(s) and the interviewee identify themselves. The purpose of the interview is stated. The other stage is the questions stage. The interviewee is subjected to general and specific questions that seek to unravel more about him or her especially with regard to their qualifications.

This is followed by the summary stage. What the interviewee has said is reviewed providing an opportunity to confirm what has been said to ensure accuracy. The final stage is the closing stage. The interviewee should take this opportunity to thank the interviewers. It is also the time to request them to make further contact with you and provide them a way to do so.

  1. Discuss the two types of interview approaches and explain why one is more useful than the other.

The two main interview approaches are qualitative and non-qualitative approaches.

In the qualitative approach, the interviewees expand their answers and these answers are not necessarily pre-categorized in the interview schedule. The unravel more about the interviewee and the subject matter. On the other hand, non-qualitative interview approach is more general and does not go into such details.

A qualitative approach is much more productive as the main aim of any interview is to ensure that certain of certain issues is achieved. With this approach, it is possible to get all the details of the interviewee. Hence, the decision of the interviewing panel more informed.



  1. List and detail the four behaviors a good interviewer must avoid when conducting an interview.

Avoid any distractions from the subject matter at all costs. Objects such as recorders, coffee or even pens easily take away the attention from the interviewee. Another thing to be avoided is vocal stumbles. Statements like ‘aaahhh and ‘mmmhhh’ are annoying and can be avoided by preparing for the interview.

Poor listening skills make interviewers miss out on important information that is key. It leads to repetition of question and this may make an interviewee feel insulted. Again any behaviors like failing to pay attention to the interviewee are very disrespectful and should be avoided.

  1. Discuss the myth or about the practice of interviewing.

There is always a myth about the practice of interviewing. Most interviewees believe that there are the right questions that they will be asked. Therefore they never prepare past the obviously asked questions.

This is simply a myth that will most definitely lead to an interviewee failing. There is also the belief that the most qualified person gets the job. In this age, there is a lot to do with other factors such as interpersonal skills.


  1. Give a detailed explanation of why an interviewer should never walk into a room with any preconceptions about the subject or the interview.

An interviewer should not walk into a room with any preconceptions about the subject or the interview otherwise they may find themselves in a position where they are stereotyping, for example, an interviewer may assume that a woman cannot handle a position as a construction project manager. The interviewer may also find themselves in a position where they are keen to pay attention to the first impressions such as where the person being interviewed went to school or the grades attained by such person. The interviewer may also allow his or her values to dictate the way the interview is going to be carried out, for example, an interviewer may feel offended with a person who has a piercing or a tattoo.

The interviewer may also place Undue emphasis on nonverbal cues that are unrelated to job performance, for example, a person who has a distracting habit such as playing with a pen. An interviewer may also wrongly attach more emphasis on a candidate who has the same characteristics as him more than the other candidates and as such in his mind he may pick the candidate rather than on the merit of job-related criteria. The interviewer may also use the outcome of a previous interview and compare and contrast it with an interview being carried out for example the interviewer may interview a relatively weak candidate in a previous interview and compare that with an interview of a fairly average candidate which will make the second candidate appear to be more qualified which is not the case.

  1. Explain how people are better able to control their verbal kinesic signals than they are able to control their nonverbal kinesic signals.

Verbal kinesic signals are those which are voluntary in that we control them ourselves. They may be the use of hand gestures, facial expressions in a view of passing a message. For example, a person being interviewed may use hand gestures to explain a point better than when he or she is not using any hand gestures. These signals if used correctly can be used to pass information at a better success rate.

However nonverbal kinesic signals are those which the brain does involuntarily without us knowing. It may be the face one makes when he is frightened or surprised or the posture one gives when he or she is feeling tired.

  1. Explain why verbal signals are usually the most productive kinesic cues and are the easiest for the interviewer to identify, but they occur less frequently.

Verbal signals are usually the most productive kinetic cues as the lay emphasis on your words. They also help one to better explain a point to an interviewer. In addition, it keeps the interviewer’s mind alert as it engages his brain not only in words but also in actions. This can be useful as it shows that the person is confident in what he or she is saying. It may also indicate that the person has a strong command of the subject or topic of discussion. Persons who use verbal signals usually appear to have a strong personality and thus attract people.

Verbal signals occur less frequently due to different reason; the main one being that the person being interviewed may be nervous and thus fidgeting. Another reason may also be that the person may not be confident and comfortable as he would want to be and thus may appear rigid. This may give the person conducting an interview a sense that the person may not be as competent as required and this at times may not be true. It is important for a person to use verbal signals as it gives the person conducting the interview a sense that the person being interviewed is competent.


  1. How are contradictions in the subject’s behavior possible strong indicators of possible deception?

This can be explained in the example that Y cannot be non-Y. A person who gives two contradicting views can be the outcome of two possible explanations, either he is unsure of the answer or the person is deceiving another. A good definition of the truth can be said to be when words become one with deed/actions. An example is when a person says that he is a smoker yet he doesn’t smoke, his words do not correspond with his deeds. Similarly, when a person says that he is a not a smoker and yet he smokes, we can say that he is deceiving people

Thus a person who is telling the truth cannot contradict himself either in words or in actions. As it is said, one advantage of truth over lies is that it does not contradict itself. A person’s body language may also sell out a person for example if a person is asked a question and starts fidgeting while answering it may indicate that the person is not being truthful. Another example is if a person claims to be a strong leader and yet very timid in answering and airing out his or her views, this may raise suspicion of deception.

  1. Explain how changes in the pitch of the voice, as well as the volume and rate of speech, can be indicative of deception.

When a person lies, they are thought to experience an increase in arousal which often leads to certain traits related to arousal such as an increase in pitch or speech disturbance which can affect the rate of speech. Pitch is said to be normally higher during deception rather than when one is telling the truth. We can be able therefore to detect if a person is lying with an increase in the pitch of their voice. Thus if a person, for example, is accused of doing something and replies “I did not do that!” with a high pitch, research has shown that the person is most likely lying.

While it is clear that a higher pitch normally relates to deception, the rate of speech can vary between different people. Rate of speech is calculated usually in words or syllables per second. It is not clear as to whether an increase of the rate of the speech or the decrease can point out to the fact that a person may be deceiving another. However, in most cases, a decrease in the rate of speech can be attributed to an indication of deception. Thus if a person is asked a question and tends to speak slowly, it can be an indication that the person is lying

  1. Explain how subjects demonstrate more speech dysfunction than truthful subjects.

A person may suffer speech dysfunction in the event that he is caught lying. This can be attributed to the fact that the person may try to come up with a quick fix lie in his brain at the same time appearing as if he is suffering from speech dysfunction. Thus if a person is asked a question and takes a long time to answer or answers while using a lot of words such as ‘uhm’ can indicate that the person may be lying. This is not, however, to say that the person may not be telling the truth as in some circumstances, that may be the case.

However, a truthful subject will not need to cook up any answers as he already knows the answer since it is the truth and thus he will give the answer quickly without appearing to have any speech dysfunction. So that a person telling the truth will appear to be confident in his words and thus speech dysfunction may rarely occur when he is giving out his answer. For example, a person being asked a question will often answer truthfully much quicker than when they are lying as it would seem that they are hesitant with the answer.


Arthur, D. (2012). Recruiting, Interviewing, Selecting & Orienting New Employees. NewYork: AMACOM Div American Mgmt Assn.

Associates, G. J. (1980). Productive Interviewing Techniques. WashingtonD.C: Glyph Publishing Compan.

Beam Morrin Drake, I. S. (1994). Seven Imperatives for Fair, Legal and Productive Interviewing: A Guide for Anyone Who Makes Or Influences Hiring Decision. NewYork: D B M Publishing.

Kramer, E. P. (2012). Active Interviewing:: Branding, Selling, and Presenting Yourself to Win Your Next Job. Boston: Cengage Learning.

Martin, R. A. (1971). Toward More Productive Interviewing. Ohio: Personnel journal.

Romano, L. G. (1977). The Management of Educational Personnel: Readings on the Administration of Human Resources. NewYork: Ardent Media.

Seidman, I. (2012). Interviewing as Qualitative Research: A Guide for Researchers in Education and the Social Sciences. NewYork: Teachers College Press.



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