Interview Analysis: Interviewing Principles And Practices

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
As previously mentioned, one objective of this particular performance interview is to discuss the achievement of previous performance goals and set future performance goals for the interviewee. Based on this objective and my analysis of the interview, I believe that this particular interview, on a scale from one to ten, scored a seven for effectiveness. The reason I gave this objective an effectiveness rating of seven was because of the amount of discussion about the achievement of previous performance goals and the setting of future performance goals between the interviewer and interviewee. During the interview, the interviewer mentions specifically what goals the interviewer was supposed to be working on for the last three months. The interviewer touches on the goals of meeting production quotas, being on time with orders, and turnover of associates, but they do not cover the goal of quality improvement. There are some other areas of improvement that the interviewer could make, but I will cover these recommendations later on in the paper. So, if the interviewer’s objective was to discuss the achievement of previous performance goals and set future performance goals for the interviewee, then the interview was rather
For example, the interviewee was very informed about what their goals were for this quarter and was able to provide proof to whether or not she had completed these goals. The interviewee was also able to pinpoint the exact reason to why one of the goals wasn’t being met (a certain employee having severe arthritis) and was able to work with the interviewer to provide a solution for this problem. However, one reason I did not give this category a rating of ten was because it did not seem to me like the interviewer gave specific enough goals for the future. The interviewer says, “Since everything else seems to be in order, let’s continue with the same goals for the next quarter” (pgs. 263 – 264). I will discuss ways the interviewer could have improved this comment later on in the paper. So, if the interviewer’s objective was to add value to the company and create a positive working or professional relationship with the interviewee, then the interview was quite