The need of the interview to be certain that he understands clearly what the applicant is saying has been explained earlier lesson. The necessity for careful phrasing of the interviewer’s comments and questions is equally strong. Interviewers often go wrong.

1. By framing question which lead the applicant to give what he thinks is the desired answers because wording of the questions implies a preferred answers;
2. Using words which are beyond the vocabulary level of the applicant; and
3. Phrasing the questions in such a manner that the applicant is encouraged to stretch the truth.

Permissive Attitude

By far the best method of making the applicant reveal the truth is to adapt a permissive attitude. Interviewee will feel that he is not being criticized and there is a chance to express himself fully without any fear. In this regard, it should be remembered that the visible behaviour of the interviewer during the interview is as important as his words. A warm, relaxed manner is recommended to achieve the goal-to encourage interviewee to reveal the truth. The interviewee must not lose sight of the fact that the candidate’s behaviour in the interview is strongly influence by that of the interviewer. If the interviewer is cold and humorless, those he interviews are likely to appear shy, retiring and over serious, but the same candidates may give quite a contrary impression with a different interviewer. Interviewer must

therefore be constantly aware that the actions he observes are partly the product of his own actions.

Some Do’s for the interview

Following list gives an idea of the care and alertness needed in a professional interviewer

1. Throughout the interview observe applicant carefully. While maintaining good conversational level and giving impression to the applicant that interviewer is easy-going and in agreement with the applicant, he (the interviewer), unknowing the applicant, will be operating at the evaluation level. He will be constantly alert in picking up every significant clue.
2. During the interview, keep job specifications clearly in mind. This will help to know what is to be listened to carefully and to look for relevant clues.
3. Be observant and good listener. This implies many things. First and foremost it means lightened sensitivity and alertness. Interviewer should attend to every observable response that applicant makes. He should not only perceive what the applicant says, but how he says it. Interviewer should also more applicant’s physical characteristics, his facial expression, bodily postures, and general manners. Being a good listener mean interviewer should do relatively little talking and give applicant undivided attention. An indication that interviewer is interested in the applicant’s story, the later will be inclined to talk more freely. When interviewer offers sympathetic hearing, applicant often makes special efforts to express his thoughts fully, giving interviewer new insights into applicant.
4. Look for direct indirect information. Interviewer on the one hand can secure certain clues from direct observation of the applicant’s behaviour during the interview. However, on the other hand, most significant information about the applicant may come in indirect ways from applicant’s report of his experience and background, and his pauses and hesitancies in discussion, gaps and inconsistencies and discrepancies in his story. In many cases, such slight clues represent the most significant observations in the entire interview, however, for his interviewer must listen analytically and critically. Interviewer must also bear in mind that it is only natural for applicant to try to put his best foot forward.
5. Be flexible listener. Observant listening calls for flexibility on the part of the interviewer. It does not mean, however, that interview should not proceed as per plan. The plan will set overall pattern of interview. However certain clues during the interview may indicate need for another approach, albeit temporarily, to be followed. Such flexible approach will ultimately help interviewer to derive required information from the applicant.

Closing

During the closing, the interviewer should thank the interviewee and determine whether there is anything else the interviewee would like to tell about himself or herself. The interviewer then presents information about the job, the organisation, benefits and finally, provides the applicant with an opportunity to ask questions. The ‘Sell’ part of the closing should be based on the interviewer’s evaluation of the candidate and directed to the personal and career needs of the applicant.

The applicant should have feeling that he or she should have been fully heard and fairly treated and that this has been a worthwhile investment of time and energy. If an offer is not made, the interviewee should clearly know what the next step is and when it will be taken.