(10) Interviews : End Sem Video Components
Media Interview
What is a Media Interview?
Media interviews are conversations of a journalist or a host with a person of interest with the purpose to broadcast or publish. The discussion usually has a focus like a latest development, work, issue or the journey of a celebrity to give both professional and personal insights into their personalities and lives. Talk shows like Koffee with Karan, Late Night with Conan O’Brian, in depth interviews by Karan Thapar, Oprah Winfrey are all examples of media interviews.
What is the purpose?
Media interviews usually focus on celebrities. Celebrities aim to promote their success, ventures, initiatives, ideologies or opinions. Media interviews have also been used by terrorist groups, extremist organizations, and dictators to assert their beliefs, opinions and agenda. When media interviews are not objective or biased to push forward an agenda, it becomes a means of propaganda. This has been observed in several mainstream media platforms where politicians and other influential people are interviewed as a way to promote their ideologies and show them in a positive light which might not be the reality.
Media interviews have mass reach and therefore influence the thinking and opinions of large populations. When driven by an agenda they have the power to shape the socio-political conditions of a population that favors a particular person or the ideologies of a specific group. Therefore, media interviews are usually conducted by trained journalists to bring the attention of the world to a specific event, issue or development.
How are they conducted?
These interviews could take place through print, radio or broadcast media. Media interviews can be structured, semi-structured or unstructured. Structured interviews are more rigid and set to a fixed set of questions, Semi-structured interviews give room to improvisation and follow up questions according to the responses of the interviewee, and Unstructured interviews are spontaneous and involve an unplanned encounter or conversation with a potential interviewee. Most media interviews are usually recorded, semi-structured and are pre-planned. They can be recorded in the studio or a location relevant to the interviewee or live interviews.
Script
Chai with Claire
(Celebrity: Jane Caryn)
Claire: Hi Jane! Welcome to Chai with Claire!
Jane: Hello! Glad to be here!
Claire: First of all, congratulations for all the global and domestic screenings of Her Story, from Paris to the villages of Uttar Pradesh.
Jane: Thank you. All the hard work pays off when the world can see reality through your eyes.
Claire: I must say you’ve told a compelling story, one that couldn’t be ignored. How is the shift from telling your story to showing your story to the world?
Jane: Oh, it has been very adventurous. As a writer, direction was very new and challenging but I think that’s what fascinated me the most. The mystery of how what I see on the screen comes from a script on a paper hooked me and I wanted to do it. That's it, I fell in love.
Claire: Elegantly put. This film is an adaptation of your book Her Story. But can you tell us about the documentary you made as a student even before your book, ‘Can Somebody Hear Me?’ ?
Jane: Woww, that’s a very old one. How did you find it?
Claire: Well, we do our research.
Jane: Okay, I had witnessed a domestic abuse case in my neighborhood and that triggered something. I felt so helpless and as if nobody was listening to her plight. I just wanted to listen to her story. It pushed me to share it with my friends and family. And I did not want to tell her story, I wanted people to hear her out. And that's how the documentary came out, ‘Can Somebody Hear Me?’.
Claire: You should put that documentary out. It would really show the beginning of your journey.
Jane: Oh, yes. I would love to do it.
Claire: So, how was the experience of working with a 200 people crew on the field especially transitioning from working solo as a writer?
Jane: Oh it was insane. I love my room and I write with my music on. First day at the set was so overwhelming with like 50 people right in front of me shouting and running all over. I had to find my calm. The clarity I had about how the scene had to look was my rescue from the chaos. But once I got a hang of it, the experience was amazing. The amount of work that goes into a scene just raised my respect for films.
Claire: Definitely! It was lovely to have you on the show today! All the best for your upcoming projects.
Jane: Thank you Claire! It was great to be here.
Appraisal Interview
What are Appraisal Interviews?
Appraisal interviews are conducted in an organization by managers with their employees to discuss the performance and the aspects of the job role. It works as a feedback mechanism that helps the employees to understand where they stand in their performance and productivity in their current job role. The manager evaluates the employee’s performance and gives a frank review of their working in the organization.
There are certain fundamental characteristic features of appraisal interviews. They should be based on actual or objective data like statistics, productivity reports, leaves, orders, working hours, number of projects led or completed, success rate of the projects undertaken, et cetera. It is also essential to not get personal or negatively affect the employee directly. Employee’s performance should be compared to a standard and not to other employees.
What is the purpose?
Appraisal interviews can be of four types. They can be satisfactory and can lead to a promotion, thereby including the discussion about the further career plans and the specific action plan necessary to move up the organizational hierarchy. The appraisal interview can be satisfactory where the manager is satisfied with the employee’s performance but there is no opportunity for promotion currently. Here, the objective is to encourage the employee to maintain and improve their work performance. It can be unsatisfactory but yet correctable where the employee has the opportunity to improve their shortcomings and prove to be better and satisfactory to the manager or the organization. This aims to correct the poor performance of the employee and provide a chance to remain in the current position. The last type is an unsatisfactory and uncorrectable interview where the manager decides that the performance is unsatisfactory in a way that there is no scope for improvement and therefore fires the employee.
How are they conducted?
While it is important to be polite and respectful, it is also important for the managers to lay out their review and assessment clearly and in detail. They have to clearly tell and explain to the employees what was done correctly and what was done incorrectly. They also hold the responsibility to recommend or suggest ways to improve the shortcomings in the employee’s work performance. The appraisal interview is also a means for the employees to make their case regarding their work performance, decisions and shortcomings if any. Therefore, it is important for the managers to let the employees share their opinions and viewpoints. It should be a discussion involving both the parties.
Script
(Interview of a serving staff or waiter, Seri, in a multi cuisine restaurant, ‘Soel’)
Seri: Good morning ma’am.
Manager: Good morning Seri. Please take your seat.
Seri: Thank you.
Manager: It has been the end of the quarter and I have your performance review both based on customer reviews offline and online, peer evaluations, your supervisor’s observations. I can see a significant growth in your performance in the last 4 months. What are the major changes you have brought in your working style to improve your performance?
Seri: Thank you ma’am. Your feedback from the last appraisal interview has been instrumental in improving my performance. I worked on my communication skills, especially while welcoming and providing details about the dishes on the menu to the customers. I have also worked on my temper issues to contribute to the smooth functioning of the team.
Manager: I appreciate your efforts and great job in doing so. The most important quality Soel values is the willingness to learn and genuine efforts. You have proved that right. But Soel is also one of its kind restaurants that aims to give a pleasant food experience with the highest standards. You need to work on the nuances of attending to the requirements of the customers to ensure a pleasant experience.
Seri: Sure ma’am. I am willing to learn more from the experience of the supervisor and I would be approaching the supervisor to help me understand the nuances.
Manager: I appreciate that. Keep in mind that only if you can be honest and value your job, you will be able to be the best at your job. If you keep at it, I see no reason to not promote you next quarter.
Seri: Thank you for recognizing my efforts ma’am. I will make sure to improve my work to my best. I will be grateful if you put in a word as a recommendation for the cooking workshop I have enrolled for at Soel.
Manager: Definitely, I will talk to the workshop manager. All the best.
Seri: Thank you ma’am. Have a good day.
Manager: You too.
Exit Interview
What are Exit interviews?
Exit interviews are part of an organization’s survey of the employees who are leaving the organization. This is done to understand the reasons for the exit of the employee and get feedback about their experience with the organization.
What is the purpose?
The main objective of exit interviews is for the employer to understand the reasons for the employee turnover. The employee turnover refers to the rate at which employees are leaving a company. It helps the employer to identify the issues faced by the employees and improve the working conditions and in turn the company’s efficiency. Job duties, workflow, work culture, company mission, training methods, management styles are some of the major areas to gain employee feedback.
Exit interviews are also a tool for the company to track the changing trends in employee satisfaction. Employee retention is a crucial part of the company’s success. Companies invest a lot of time, training and efforts in hiring, training and paying employees. The more the employee retention rate is the better the returns of the company’s investment.
How are they conducted?
Exit interviews can be in person, on phone, on paper or online. During the interview, the employees personal impression regarding the company and their opinions regarding the working conditions are sought by the employer. Their suggestions to improve the shortcomings in the company according to them are also seeked. The discussion is usually based on a structured questionnaire. While it is not legally required for companies to conduct exit interviews, it is strategically preferred by the human resource department of the company for understanding and addressing the shortcomings in the management of the company.
Sources:
https://www.personio.com/hr-lexicon/exit-interview/
Script
(The research and content development head, Meera, is exiting an organic agricultural products company, ‘Raithu’)
HR manager: Good evening Meera! How are you doing today?
Meera: I am good. Thank you.
HR manager: So, we are here to understand your feedback on our company and seek your suggestions now that you are leaving.
Meera: I am happy to share my experience of 3 years at the company.
HR manager: Precisely. You have been working in the research and development department of Raithu since our inception and have been part of our journey since the first day. I still remember your job interview that I took. You joined us for a reason. You were passionate about our mission to ensure ‘a greener planet and a happy farmer’. So I want to know what has made you move on from us?
Meera: I still remember that interview too ma’am. I am a girl from a village who came here to Mumbai to bring a change to life back at home. I wanted to impact the lives of the farmers I have seen battling everyday growing up. I was really moved by your mission. I have been committed to share that mission through my words and campaigns for Raithu. But after three years, I have grown and want to contribute from a better position. Since our company is based in only Maharashtra, I saw little scope to increase my exposure. It is my growth that I am chasing and choosing right now.
HR manager: Right. I understand. Now that you have identified a limitation to the company, do you have any ideas in mind that we can use to be better?
Meera: Sure, ma’am. I have also been talking to investors from other parts of the country to help us expand our reach. As I still have a month's notice period, I will submit a detailed proposal for expansion and a few strategic models for marketing and advertising that I have been researching based on our company’s performance in the past three years. I also have few modifications to our hiring procedures which I have put in the recommendations. I really hope to see Raithu thrive in the coming years.
HR manager: Thank you for all the passionate work you have done for Raithu. This is one of the very few exit interviews that I am really happy to have had. You have always been a determined employee and more than anything a girl with a billion dreams. I see in you the fierce desire to find solutions for the issues the world is facing. I wish you all the best and look forward to seeing your future endeavors.
Meera: Thank you ma’am! Have a good day.
Reprimand Interview
What is a Reprimand interview?
An interview conducted by a company to reprimand the actions of an employee who has disregarded the company’s rules and policies and displayed unacceptable behavior. Reprimand involves a written or verbal warning to inform the employee that their performance does not comply with the company standards. The nature of the violation or behavior determined the severity of the reprimand. In some cases employees under the reprimand are given a soft warning while in some they are recommended the ways to improve their performance. Formal documentation would be required to be issued depending on the severity of the reprimand.
What is the purpose?
The ultimate objective of the reprimand interview is to inform an employee that disciplinary action will be taken against them if their behavior or violation is not corrected. It also warns the employee of the consequences of repeating the action or the problems that they would face if the issue is not resolved. It is important to note that a reprimand interview does not usually lead to a termination of the employee or their salary reduction. It is more to resolve a disruption or discrepancy from the employee's part.
How are they conducted?
The timing of the reprimand interview is important. The sooner the interview is conducted after the issue has arised, the better it is to address the issue. It should begin with a verbal warning. This helps in building the relationship between the manager and the employee. This acts as an anchor that allows the manager to discuss the issue before it is escalated. The HR manager is required to reflect upon the company’s policies before conducting the reprimand interview. Everything that is talked and discussed in the interview is documented. Active listening of the manager is fundamental for a productive reprimand interview. It is also an opportunity for the employee in question to defend their case and provide an explanation and their point of view about the issue.
Sources:
https://www.indeed.com/hire/c/info/definition-of-reprimand
https://www.mightyrecruiter.com/recruiter-guide/hiring-glossary-a-to-z/reprimand/
Script
(Reprimanding a marketing employee, Vishara, who has committed verbal abuse against a housekeeping employee)
Disciplinary committee: Good morning Vishara. Please sit down.
Vishara: Good morning ma’am.
Disciplinary committee: It has come to my notice about the incident that took place last evening. It is very disappointing to see the employer of the month behave in such a manner.
Vishara: I apologize for my behavior last evening ma’am. I lost my well held temper.
Disciplinary committee: Well, I believe you have a good reason for such verbal abuse against a housekeeping employee.
Vishara: I am really sorry ma’am. I got drunk more than I could handle yesterday as we were playing beer pong. And I was losing when the housekeeping staff spilled a cup of sizzling hot soup on me. I lost my control and took out my frustration on him. I admit that it was completely inappropriate to verbally abuse anyone due to my temper. But I want to persuade you to consider my condition when I was drunk and was not fully in my senses.
Disciplinary committee: Company parties are work parties to relieve stress and socialize with your co-workers. But there is a code of conduct we cannot violate. Although I consider your physical and mental state after alcohol consumption, I talk on behalf of the company while warning you that any repetition of the same would lead to a fully formal investigation.
I hope you understand we treat all our employees irrespective of their designation with equal respect and fairness. Thereby we hope you understand and adhere to the same. Thank you for coming in.
Vishara: Thank you for the consideration ma’am. I will ensure that this won’t be repeated. Have a good day.
Stress Interview
What is a Stress Interview?
Stress interviews are interviews conducted by organizations to check a candidate’s response to stress. It is part of the hiring process and job applicants are tested how they would perform under the stressful conditions of the job to determine if they can psychologically handle the pressure of the job. It mainly checks the candidate’s style of problem solving and see if it suits the organization and the job or not.
Why are Stress interviews important?
It is essential to test the problem solving skills of the candidate and how efficiently they can use them. It also gives the hiring team a psychological framework of the candidate’s personality so that they determine if it is good for the job and the organization. It also brings out the amount of research and preparation the candidate has done, along with their clarity when dealing with uncertainty or unplanned situations.
How the candidate prioritizes when faced with several important tasks, or how would the candidate deal with challenging clients, or confusing and uncertain situations, are all the questions the hiring team aims to find out in a Stress interview.
How are they conducted?
How the hiring team conducts these interviews or which tactics it uses depends on the type of role the candidate is being interviewed for. Generally, the hiring team poses complex or confusing questions. It also involves simulation or role-plays and asks what the candidate would do in such a situation. If the job is technically intense, they might also ask the candidate to perform a task to demonstrate the candidate’s technical abilities.
Sources:
https://www.topinterview.com/interview-advice/what-is-a-stress-interview
Script
(An UPSC candidate, Jodha, is being interviewed by the psychological assessment board of the government selection committee)
Jodha: Good evening ma’am.
Board Member: Good evening Ms. Jodha. Hope you are seated comfortably. Shall we start?
Jodha: Sure ma’am.
Board Member: How did you get here from your place?
Jodha: I took an auto ma’am.
Board Member: If you had an option to pick between a cycle and carpooling, what would you choose?
Jodha: Well, that depends on where I am trying to reach and how important it is to reach quickly. Given a free choice, I would prefer a train ma’am. It is affordable, time saving and resource efficient.
Board Member: Okay, but you came in an auto today. Imagine you are traveling on a train, you see a little kid has collided with a chai seller and all his chai spills off. The Chai seller is blaming the parents and asking to give him the money and the parents are just scolding the kid. There is a chaotic noisy situation with people blaming and panicking, what is your first response if you were one of the passengers?
Jodha: Firstly, I would check if the kid is okay and check if anyone else is hurt. If yes, I help them get the required medical assistance. That would be my priority before trying to help resolve the conflict there.
Board Member: Can you stand up and shut the door behind you? Is it not the minimum manners to close the door after you enter the room?
Jodha: I can do that ma’am. It is basic manners and I did follow. The latch of the door is loose and after the peon brought your coffee here, the door didn’t fully close when he returned. Usually I would have asked you to hold him accountable but I closed the door now, because he had a tray in his hands and couldn’t close it tightly. Therefore the one who should actually be held accountable is the management of the building for the poor maintenance of the door.
Board Member: Alright. Don’t you think you are being oversmart and could annoy us with this?
Jodha: Well, you are not my parents or annoying relatives to pretend and comply with your ego. I am here for you to know my personality and this is who I am.
Board Member: Well, at least it's good to have that clarity. Thank you for coming in.
Jodha: Thank you ma’am, have a good evening.
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