Chapter Six


• Be familiar with the stages of conducting survey interviews.
• Know the importance of careful and intentional question phrasing.
• Be able to recognize various questions strategies including the filter, repeat, leaning, shuffle and contingency strategies.
• Be able to distinguish between social distance, ordinal, interval and nominal scales
• Know the difference between simple random sampling, skip interval sampling, stratified random sampling and block sampling.


Chapter Seven


• Recognize the correct order of the selection interview stages.
• Know the most recent EEO legislation of concern to employers.
• Know what the Civil Rights Act of 1964 Title VII addresses.
• Know what a BFOQ is, what they include and how they are used in the employment interviewing process.
• Be able to recognize lawful and unlawful questions as identified in the text and through the handout provided to the class.
• Know what Behavior Based Interviewing involves and be prepared to recognize or create behavior based interviewing questions.
• Know the limitations of an unstructured employment interview
• Know how to structure the employment interview.
• Know the rules to keep in mind when asking questions.
• Know what is relevant to the opening and closing of the selection interview.


Chapter Eight


• Know the first and most important step/stage for applicants in the selection interview process.
• Be able to explain the purpose and structure of a typical cover letter.
• Be familiar with the two general approaches to structuring a resume.
• Be able to offer an appropriate response to an unlawful question.



• Be prepared to explain and give examples of how an interviewee could "end on a high note".
Chapter Nine


• Know why climate is important to the performance interview.
• Be able to recognize elements that create defensive and supportive climates in performance appraisal interviews.
• Be able to discuss and explain the six key words in the universal performance interviewing model by Cash on page 274.
• Be able to explain the responsibilities of the interviewee and interviewer in the performance appraisal interview.
• Be familiar with the four step feedback planner process discussed in class.


Chapter Ten


• Be able to recognize the five interrelated conditions for persuasion.
• Be prepared to differentiate between identification theory, balance theory, inoculation theory, forced compliance theory and psychological reactance theory.
• Why is it important to analyze the interviewee prior to a persuasive interview and what types of issues should you analyze?
• Understand the importance of creating a need with the interviewee being persuaded.
• Distinguish between reasoning from condition, two choices, example, cause-effect, facts, and analogy.
• Be able to offer several approaches to overcoming opposition such as minimizing the objection, capitalizing on the objection, denying the objection, confirming it...
• What is "criteria" and why is it important in a persuasive/sales situation?
• Explain the following elements of a persuasive interview closing: trial closing, filling out the contract or agreement, and leave-taking.

Developed by David Bodary, Comments and Suggestions
Last modified: March 27, 2008