How to Conduct an Interview

How to Conduct an Interview

　　在平凡的學(xué)習(xí)生活中，相信大家一定都接觸過知識點(diǎn)吧！知識點(diǎn)就是“讓別人看完能理解”或者“通過練習(xí)我能掌握”的內(nèi)容。你知道哪些知識點(diǎn)是真正對我們有幫助的嗎？以下是小編為大家收集的How to Conduct an Interview知識點(diǎn)，供大家參考借鑒，希望可以幫助到有需要的朋友。

　　How to Do an Interview

　　1. Write your subjects name and the time and date of the interview at the top of the page.

　　2. Prepare ahead of time appropriate questions considering what you already know, and what you want to find out.

　　3. Bring extra blank paper with you. You may need more paper than the page or pages with your interview questions.

　　4. Take notes on what your subject says. Its better to write phrases, not whole sentences. Get the main idea, or summarize what you hear. To get your subjects approval, paraphrase what you have heard before you write it down.

　　5. Ask your subject to repeat what he or she said if you missed it.

　　6. Ask your subject to help spell or explain unusual words.

　　7. If you think of a new, important question during the interview, ask it. Write the question and the answer on your interview sheet.

　　8. Thank the subjects for sharing their time with you.

　　9. Revise and edit your work using correct punctuation. Use direct discourse int eh answers using quotation marks.

　　Preparing for Interviews: Ideas for Teachers

　　Create the questions in class using brainstorming techniques. At this point, introduce the concept of "open-ended" questions.

　　Open-ended questions will include starters such as:

　　what kind

　　how

　　what are some examples

　　why

　　what is

　　when

　　tell me about

　　Open-ended questions avoid yes or no answers.

　　Students may write down what they already know, and use it as an introduction to the subject of the interview.

　　Use the technique of "questioning the questions." This requires taking a look at the audience,and making sure that teh questions will not produce repeated answers, or provide already knwon or irrelevant information.

　　For relatives that live far away, the students may write letters, and send extra paper with self-addressed envelopes for answers.

　　Students may tape conversations and transcribe them later on.

　　"How to Do an Interview:" A Checklist

　　1) BE PREPARED: with questions.

　　2) INTRODUCE YOURSELF: by name, where you come from, the project you are working on.

　　3) KNOW WHAT YOU WANT TO FIND OUT: Remember that people like to talk about themselves and their past. If you have specific information you want to find out, make sure you keep them on track. If you want general information, you can let them ramble, but not for too long!

　　4) BRING A GOOD PEN OR PENCIL AND A NOTEBOOK: It will take a while to train yourself to write quickly and to record the most important points.

　　5) BRING A TAPE RECORDER and tapes. Good historians transcribe their interviews word for word, including the "ahs" and "ums."

　　6) MAKE EYE CONTACT: Even though you will be writing a lot, try to keep looking at the person you are interviewing as often as possible. Theyll know that you are listening and you wont forget what they look like.

　　7) WRITE DOWN OTHER DETAILS: such as the date and time of the interview, some general descriptions about the person, and where the interview is taking place.

　　8) SAY THANK YOU and ask for the persons PHONE NUMBER, in case you have follow-up questions or need clarification.

　　Three things to remember about how to conduct a job interview:

　　Don’t underestimate the importance the importance of interviews, and the risk of doing it badly

　　Don’t wing it. Prepare in advance, and follow up afterwards

　　Think of an interview as a way to establish a good match between an individual’s skills and the competencies required for a position

　　A good interview process greatly improves the chances of landing the best possible hire. This is critical because turnover is expensive.

　　A bad interviewis an inquisition that provides the illusion of power to the interviewer and a high level of anxiety to the candidate –“tell me about your strengths and weaknesses….”

　　A great interviewis a mutually respectful conversation that determines the quality of the match between a candidate’s skills and the competencies required for a specific position.

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