Answer:communication In what follows, we examine five characteristics of interviews: 1. goal-driven 2. question–answer, 3. structured 4. controlled and .5 unbalanced...
Explanation:An interview is a goal-driven transaction
characterized by questions and answers, clear structure, control, and imbalance.
An interview is usually a dyadic transaction, meaning that it takes place between two
people. A talk show host asking questions of a celebrity would be one example of a dyadic
interview. Sometimes, however, a person may be interviewed by two or more people
or in a panel situation. Consider, for instance, when someone testifies before Congress
is asked a series of questions by a panel of senators. We introduce various types of
interviews in this chapter, but we primarily focus on employment interviews
since those are the types of interviews the majority of people reading this book are most concerned about at this point in their lives.
Interviews share many characteristics with other types of communication. Certainly
all of the properties of communication discussed throughout the book remain intact. Communication within an interview is transactional and symbolic (both verbal and
nonverbal), requires meaning, is both presentational and representational, and takes
much for granted. An interview requires effective listening (engaged, relational, and
critical) on the part of everyone involved in order to be successful. Furthermore, identity, relational, and cultural work are all being conducted during an interview. There are certain characteristics, though, that make interviews very unique types of communication, and we will examine those later.
This chapter ultimately focuses on how to conduct and participate in employment
interviews. We begin by discussing the preparation for an interview. We then examine what must take place during the beginning of an interview. Next, we explore what
happens during the question-and-answer portion of an interview. From an interviewer standpoint, we discuss developing different types of questions, sequencing the questions, directive and nondirective questioning, and avoiding illegal questions. From
an interviewee standpoint, we discuss adjusting the interview frame for greater success,
learning from successful and unsuccessful interviews, answering common interview
questions, and handling illegal questions. We then examine what must take place during the conclusion of an interview. We next discuss the responsibilities of interviewers
and interviewees following an interview. Finally, since most people will not be invited
on interview with an organization without an effective cover letter and résumé, we discuss the construction of these vital application tools.
Interviews encompass unique characteristics that distinguish them from other types of communication. In what follows, we examine five characteristics of interviews: (1) goal-driven, (2) question–answer, (3) structured, (4) controlled, and (5) unbalanced.
Explanation:
An interview is a goal-driven transaction
characterized by questions and answers, clear structure, control, and imbalance.
An interview is usually a dyadic transaction, meaning that it takes place between two
people. A talk show host asking questions of a celebrity would be one example of a dyadic
interview. Sometimes, however, a person may be interviewed by two or more people
or in a panel situation. Consider, for instance, when someone testifies before Congress
and is asked a series of questions by a panel of senators. We introduce various types of
interviews in this chapter, but we primarily focus on employment interviews, since
those are the types of interviews the majority of people reading this book are most concerned about at this point in their lives.
Interviews share many characteristics with other types of communication. Certainly,
all of the properties of communication discussed throughout the book remain intact.
Communication within an interview is transactional and symbolic (both verbal and
nonverbal), requires meaning, is both presentational and representational, and takes
much for granted. An interview requires effective listening (engaged, relational, and
critical) on the part of everyone involved in order to be successful. Furthermore, identity, relational, and cultural work are all being conducted during an interview. There are
certain characteristics, though, that make interviews very unique types of communication, and we will examine those later.
This chapter ultimately focuses on how to conduct and participate in employment
interviews. We begin by discussing the preparation for an interview. We then examine what must take place during the beginning of an interview. Next, we explore what
happens during the question-and-answer portion of an interview. From an interviewer standpoint, we discuss developing different types of questions, sequencing the questions, directive and nondirective questioning, and avoiding illegal questions. From
an interviewee standpoint, we discuss adjusting the interview frame for greater success,
learning from successful and unsuccessful interviews, answering common interview
questions, and handling illegal questions. We then examine what must take place during the conclusion of an interview. We next discuss the responsibilities of interviewers
and interviewees following an interview. Finally, since most people will not be invited
to interview with an organization without an effective cover letter and résumé, we
discuss the construction of these vital application tools.
Answers & Comments
Answer:communication In what follows, we examine five characteristics of interviews: 1. goal-driven 2. question–answer, 3. structured 4. controlled and .5 unbalanced...
Explanation:An interview is a goal-driven transaction
characterized by questions and answers, clear structure, control, and imbalance.
An interview is usually a dyadic transaction, meaning that it takes place between two
people. A talk show host asking questions of a celebrity would be one example of a dyadic
interview. Sometimes, however, a person may be interviewed by two or more people
or in a panel situation. Consider, for instance, when someone testifies before Congress
is asked a series of questions by a panel of senators. We introduce various types of
interviews in this chapter, but we primarily focus on employment interviews
since those are the types of interviews the majority of people reading this book are most concerned about at this point in their lives.
Interviews share many characteristics with other types of communication. Certainly
all of the properties of communication discussed throughout the book remain intact. Communication within an interview is transactional and symbolic (both verbal and
nonverbal), requires meaning, is both presentational and representational, and takes
much for granted. An interview requires effective listening (engaged, relational, and
critical) on the part of everyone involved in order to be successful. Furthermore, identity, relational, and cultural work are all being conducted during an interview. There are certain characteristics, though, that make interviews very unique types of communication, and we will examine those later.
This chapter ultimately focuses on how to conduct and participate in employment
interviews. We begin by discussing the preparation for an interview. We then examine what must take place during the beginning of an interview. Next, we explore what
happens during the question-and-answer portion of an interview. From an interviewer standpoint, we discuss developing different types of questions, sequencing the questions, directive and nondirective questioning, and avoiding illegal questions. From
an interviewee standpoint, we discuss adjusting the interview frame for greater success,
learning from successful and unsuccessful interviews, answering common interview
questions, and handling illegal questions. We then examine what must take place during the conclusion of an interview. We next discuss the responsibilities of interviewers
and interviewees following an interview. Finally, since most people will not be invited
on interview with an organization without an effective cover letter and résumé, we discuss the construction of these vital application tools.
Answer:
Interviews encompass unique characteristics that distinguish them from other types of communication. In what follows, we examine five characteristics of interviews: (1) goal-driven, (2) question–answer, (3) structured, (4) controlled, and (5) unbalanced.
Explanation:
An interview is a goal-driven transaction
characterized by questions and answers, clear structure, control, and imbalance.
An interview is usually a dyadic transaction, meaning that it takes place between two
people. A talk show host asking questions of a celebrity would be one example of a dyadic
interview. Sometimes, however, a person may be interviewed by two or more people
or in a panel situation. Consider, for instance, when someone testifies before Congress
and is asked a series of questions by a panel of senators. We introduce various types of
interviews in this chapter, but we primarily focus on employment interviews, since
those are the types of interviews the majority of people reading this book are most concerned about at this point in their lives.
Interviews share many characteristics with other types of communication. Certainly,
all of the properties of communication discussed throughout the book remain intact.
Communication within an interview is transactional and symbolic (both verbal and
nonverbal), requires meaning, is both presentational and representational, and takes
much for granted. An interview requires effective listening (engaged, relational, and
critical) on the part of everyone involved in order to be successful. Furthermore, identity, relational, and cultural work are all being conducted during an interview. There are
certain characteristics, though, that make interviews very unique types of communication, and we will examine those later.
This chapter ultimately focuses on how to conduct and participate in employment
interviews. We begin by discussing the preparation for an interview. We then examine what must take place during the beginning of an interview. Next, we explore what
happens during the question-and-answer portion of an interview. From an interviewer standpoint, we discuss developing different types of questions, sequencing the questions, directive and nondirective questioning, and avoiding illegal questions. From
an interviewee standpoint, we discuss adjusting the interview frame for greater success,
learning from successful and unsuccessful interviews, answering common interview
questions, and handling illegal questions. We then examine what must take place during the conclusion of an interview. We next discuss the responsibilities of interviewers
and interviewees following an interview. Finally, since most people will not be invited
to interview with an organization without an effective cover letter and résumé, we
discuss the construction of these vital application tools.