Conducting an Interview

 Introduction

In fulfilling the objectives of the assignment, I interviewed with a friend. The interview aimed to assess their personal and professional abilities. A cognitive interview technique was applied which sought to acquire reliable and accurate responses from the interviewee. Following the questions below the objective was achieved. It is concluded that the interviewee was able to interpret the questions accurately and efficiently respond even though the responses were not precise which might have been influenced by the informal setting of the interview. To make the questions more active, the improvement that I would make is to provide optional choices to ensure that the interview does not divert from the objective.

Interview questions to a friend

1. Do you value your current job position?
2. Have you ever accomplished a given task under a rather constricted deadline while collaborating with someone who is challenging to understand?
3. How do you handle distress and conflicts in the workplace?
4. What contribution do you make to your organization?
5. What is your motivating factor professionally and personally?
6. What setting do you find ideal for your personal growth and desirable performance?
7. What are the most essential skills and features for the achievement of success? And do you believe that you own them?
8. Do you consider yourself as a successful or able person? And why?
9. How do friends describe you?
10. What type of personalities do you see as a challenge to work for or with?

The interview questions were designed for a friend. The purpose was to establish their strengths and abilities both professionally and personally. The success of any interview is not determined by the general ability to answer professional queries correctly, but the personal ones also matter in telling the kind of personality that one owns. I designed the questions to determine if my friend would answer them correctly as well as gauge their chances of securing a job if the same questions were asked in the hiring interview. Since I lack the needed skills in conducting a successful interview, the questions were developed from thorough research to ensure that they were all relevant and measurable.

The responses that were acquired from the interview were honest and reliable. My friend held that despite the challenges faced on a daily basis at the workplace, they value their jobs very much. The contribution to the organization that was stated is o productivity, quality performance and ensuring that the company strives to the fulfillment of the set objectives. However, working with inpatient and authoritative personalities is one of the challenges that they face. In that such personalities is a source of discouragement that works to ensure that specific objectives are not achieved.

 On the other hand, stress and conflicts are mainly handled by compromising since the workplace environment does not offer a setting that encourages any form of negotiation or discussions. My friend’s motivational force is the ability to be of help to those that are in need and with that one can commit their all to offer support. He also believes that the needed skills of being successful are the ability to overcome challenges, interact well with others and develop consistently without stopping. He thinks that her rating is high although most of his skills are not entirely designed he is trying.

The purpose of asking the questions was to establish the ability of the interviewee to understand and respond to questions correctly. In that, one is only able to acquire a job opportunity in the instance that they respond appropriately as expected without hesitation. Based on the responses it is evident that the interview interpreted and answered the questions as needed. However, the appropriateness might have been driven by the fact that the interview was performed in an informal setting in general. To make the questions more precise and effective the changes that I would make include offering optional choices. The approach helps by providing hints for the participants and enable them to answer the questions as needed (Colwell, Hiscock, & Memon, 2002). Cognitive interview is the interviewing technique that was applied to this interview. Cognitive interview is an approach where the participants are asked about what they know about a certain situation or event. The main objective of the cognitive interview method is to ensure that the interviewees as the victims or those that holds knowledge of a situation are well informed of everything that took place. The approach is most commonly used on witnesses to gain their understanding of an event (Miller, 2014). The approach was effective given that it resulted in obtaining reliable and accurate answers. However, the approach is very strategic since it must be used on a specific event or situation without generalization.

In conclusion, the interview was successful as it generated credible and reliable responses. The interviewee generally understood the questions however some improvement are necessary in making the interview more effective. Providing optional choices would ease the questions and lead to an accurate interpretation while seeking to fulfil the aims of the interview.

 

                               

 

 

 

 

 

References

Colwell, K., Hiscock, C. K., & Memon, A. (2002). Interviewing

Techniques and the assessment of statement credibility. Applied Cognitive

Psychology, 16(3), 287–300.

Miller, K. (2014). Cognitive interviewing methodology. Hoboken, New Jersey: Wiley.