Discussion 1
K G
Interviewing strategies
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Hireview is an interesting concept because it allows you to conduct interviews through a computer screen. It also allows you to get to now potential employees beforehand by watching introductory videos of them as opposed to just glancing through their resume. Computer mediated communication can impact job interviews in that the full effect of first impressions are lost. A manager may form a first impression that affects what he or she sees during the rest of the interview (Hynes, 2011, pg. 267). For example, a firm handshake may give a good first impression but that firm handshake impression is lost on computer mediated interviews. Also, the interviewing manager may miss some nonverbal communication that they may otherwise see in face to face interviews. For example, if the candidate is fidgeting and unable to keep their hands still during the interview, the manager may not see the interviewee’s level of discomfort through the computer screen.
As a manager, I would have to adjust my interview technique to focus more on the questions and less on the environment. In face to face interviews, the best place to conduct the interview is in a neutral environment (Hynes, 2011, pg. 280), but in the case of computer mediated interviews, the environment is no longer a concern. Both manager and interviewee will be able to choose their environment and, therefore, should already be at ease. Instead it will be important to focus on questions. With computer mediated interviews, it would be best to use a semi-structured interview approach that at least points the interview in a certain direction. Through a computer, it is almost impossible to see the nonverbal communication indicating if the interviewee is uncomfortable or at ease. Therefore, as the interviewing manager, it would be best to develop more of a structure to the interview compared to a typical face to face one.
References
Hynes, G. (2011). Managerial communication: Strategies and applications. (5thed.). New York: McGraw-Hill.
Discussion 2
N B
Interviewing Strategies
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HireVue is an organization that developed a video based job interview and hiring management platform. Interviewers prepare a set of questions that candidates can answer on their own time. Candidates only have one shot at recording their answers to create a similar feel to a face-to-face interview. This relatively new idea of computer-mediated communication changes the way of traditional interviews. Companies are able to save time and money with scheduling and rescheduling interviews (Finley, 2012). However, I see that there are some down sides to this way of interviewing. There are many barriers when it comes to communication in an interview.
The main barrier I see with this type of interviewing it non-verbal communication. According to Hynes (2011), Non-verbal information can be a problem in an interview because interviews are generally short and intensive. Accurately reading non-verbal signals in a compact time is complicated by the primary effect, one piece of information over powering all others. Although it is a video and the interviewer can see facial expressions, it becomes more difficult to read nonverbal cues. It also seems more like a one-way conversation. If a candidate answers the question the interviewer isn’t able to build off of their answer to find out more about them. There isn’t rapport being created and you aren’t able to get a feel for a candidate’s personality as they are simply just answering questions that are given to them. In addition, one way to measure the reliability of a person is to see if they will show up on time to the interview. It seems like this platform is more convenient for the candidate because they can complete it on their time. While that is a great feature, it doesn’t demonstrate reliability
If I were a manager using this medium I would strategize to use this in the preliminary stages. I would use it with a larger number of candidates to narrow it down to the top two or three. It would give me a greater feel for a person rather than just looking at resumes. I believe it is extremely important to meet someone in person before you hire him or her for a position.
References:
Finley, K. (2012, August 30). HireVue Lands $22 Million To Reinvent The Job Interview | TechCrunch. Retrieved from http://techcrunch.com/2012/08/30/hirevue-lands-22-million-to-reinvent-the-job-interview/
Hynes, G. (2011). Managerial Communication: Strategies and Applications (5th ed.). New York: McGraw-Hill.
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Discussion 3
S P
Been there…done that…
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How can computer mediated communication impact job interviews? If you were a manager interviewing a potential employee via this medium, how would you modify your interviewing strategy?
Computer mediated communication refers to any form of communication that occurs through electronic devices. “Four concepts help us understand the use of mediated communication: bandwidth, perceived personal closeness, feedback, and the symbolic interactionist perspective” (Hynes, 2011, p. 48). It all depends how clear these concepts are in the interview. From personal experience, I actually had an interview this past April over the phone at a school in a different state and they offered me the job immediately. There was a perceived personal closeness that all persons involved experienced and we were able to provide feedback and communicate effectively even over the phone. As a manager, I would be very careful in this type of interview because I prefer to see the facial expressions and non-verbal communication messages that are sent in a face-to-face interview. If that were not possible, I would ask questions that would allow me to get to know the other person in a more personal approach and then incorporate questions that related to the job itself. This method allows the person to become comfortable and open up but then switch back and hopefully answer the other questions professionally and effectively.
Hynes, G. (2011). Managerial Communication: Strategies and Applications, 5th Edition. [VitalSource Bookshelf version]. Retrieved from http://online.vitalsource.com/books/0077359739
Discussion 4
S O
Informal and Formal Networks
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Informal networks can be a great asset to an organization if the communication and goals of the informal network match the organization’s goals. A great example of an informal network is found in Employee Resource Groups. Employee Resource Groups have evolved from merely being social clubs into important groups representing members of an organization. Managers must take into account the role these groups play and engage with them to further the organization’s vision. Managers can benefit from ERG’s by seeking meaningful feedback to improve employee/employer relations.
But informal networks can also be detrimental. This can occur if the informal network is unable to effectively communicate with the company. Perceived differences, misunderstandings, or unfair treatment of a group of people can foster a sense of resentment towards the company. An informal group of people who feel they have been wronged can grow into a serious problem if the organization disregards them and fails to engage in some form of constructive communication.
“In many companies, ERGs are being forced to redefine their “engagement model” in order to recruit and retain long-term volunteer participation that is purposeful and that rewards employees for their efforts – by helping them advance their careers, develop their leadership skills, and gain greater visibility with and access to senior executives so that they can get discovered” (Llopis, G. 2012).
Llopis, G. (2012). 7 ways to enable your employee resource groups into a powerful advancement platform. Retrieved on December 07, 2015 from http://www.forbes.com/sites/glennllopis/2012/06/18/7-ways-to-enable-your-employee-resource-groups-into-a-powerful-advancement-platform/
Discussion 5
N B
Informal and Formal Business Networks
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Networking is extremely important for building relationships and to advance in a career. “Social and professional networking provides excellent resources for intellectual and career management (Hynes, 2011). “ Networking can occur in formal and informal settings. One does not have to be at work or in a professional environment to network as it can happen at the coffee shop or even online. One reason that managers should be concerned with informal networking is that boundaries can be crossed and people can become too comfortable. Sometimes it is hard for people to draw the line for what is appropriate to share and talk about with a friend and what should be talked about while networking. In addition, follow up is often forgotten when people are communicating in an informal way.
However, managers can harness the power of informal networking by utilizing it in the context of managerial interviewing. “Personal social networks, both within and outside of companies, increase the value of collaboration by reducing the search and coordination costs of connecting parties who have related knowledge and interests (Bryan, Matson, & Weiss, 2007).” Let’s take social media for informal networking for example. On sites such as LinkedIn, managers are able to communicate with people that work in the same industry and have more of a conversational interview rather than transactional communication. Managers can also get a feel for a person’s real personality as both parties are in a mutual setting. People can often reveal more about themselves when the environment and topic of conversation is more relaxed. Time and resources are saved because employers are able to reach out to qualified candidates right away and if that person isn’t interested, maybe they will know someone else who is.
References:
Bryan, L., Matson, E., & Weiss, L. (2007, November). Harnessing the power of informal employee networks | McKinsey & Company. Retrieved from http://www.mckinsey.com/insights/organization/harnessing_the_power_of_informal_employee_networks
Hynes, G. (2011). Managerial Communication: Strategies and Applications (5th ed.). New York: McGraw-Hill.
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