Page 70 - DENG401_Advance Communication Skills

Unit 3: Interview Skills

Promotion Interview Notes

Persons due for promotion are interviewed even if there is no competition. The interview is
likely to be informal and serves as induction into a new team, with new responsibilities. In such
cases, the capabilities desired are matched with capabilities attained. As the person is already
working in the department, his interview will be focused primarily on job profile and the
ability to handle new assignments and situations, which may evolve after occupying the higher
position.

Orientation Interview

The purpose of orientation interviews is to acquaint the new employee with his job and with the
organization. It is also to establish a positive relationship between the employer and the
employee. It is said that the first impression is the last impression. The initial attitudes and
perceptions formed in this interview strongly influence the employee’s motivation and morale
on the job. They also give a lasting impression of employee’s personality on the employer. In
this type of interview, it is always the interviewer who plays the important role, therefore he
must make ample preparation for the purpose. The manager conducting such an interview must
provide information that the employee needs, at the same time clearly stating performance
expectation from him.

Reprimand Interview

Reprimand means to criticize anyone severely for making an undesirable statement or action.
In such cases, the manager summons the employee to his room and talks to him in his formal
capacity. A reprimand is a form of disciplinary action likely to be presented by the employees.
A reprimand interview has three-fold aim:

1. To improve the work performance.
2. To prevent the recurrence of such offences.
3. To protect other employees from the malaise of anti-organizational behaviour.

Appraisal Interview

An appraisal interview is one of the methods of periodical assessment of employees. There are
other methods like completion of self-assessment forms and assessment by supervisors. But
annual appraisal interview is the best method for judging employees’ attitudes. A face-to-face
confidential talk is an opportunity for both, the employee and the supervisor to discuss several
issues. This interview is more a discussion than question-answer. The focus is on the career
development of the employee, shortcomings, areas which need improvement; areas which can
be further strengthened, training needs, job enrichment and opportunities for promotion, etc.,
may be discussed at the interview.

Grievance Interview

A grievance interview gives an opportunity to the employee to bring a complaint to the
management voicing his grievance with the functioning of the organization. The interview is
less formal at the preliminary stage and most grievances are resolved at the time of the interview.

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