Interview Analysis

Interview Analysis #2

By: Megan Gustafson

November 29, 2007

Theories of the Interview

Professor Phillip Clampitt

Purpose/Effectiveness of the Interview

As we have learned from class lecture and our textbook, there are often several different purposes or objectives an interviewer can have for holding an interview. For example, in the Performance Interview for Review and Analysis on pages 262 – 264 of “Interviewing Principles and Practices,” one of the possible objectives the interviewer may have is to discuss the achievement of previous performance goals and set future performance goals for the interviewee. In this particular interview, the interviewer begins by wanting to discuss the interviewee’s past goals of quality improvement, meeting production quotas, being on time with orders, and employee turnover. Also, at the end of the interview, the interviewee tells the interviewer that they will continue with the same goals for the next quarter.

Another goal the interviewer might have is to motivate the interviewee to keep up their level of performance or to change/improve their level of performance. In this specific example, the interviewee and interviewer discuss a problem they have noticed concerning a rise in the interviewee’s overtime budget. Throughout the last half of the interview they discuss ways to overcome and correct this issue.

Of course, the number one objective or goal of most interviewers in a performance interview is to add value to the company. This should be the interviewer’s number one priority. This particular content purpose of the performance interview goes along with the relationship purpose of the performance interview of creating a positive working or professional relationship with the interviewee. The interviewer does not want to create a hostile environment or relationship between themselves and other employees, as this could produce negative...