Pre-Interview Preparations

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, informed questions. E.g. “How old is the person?”, “Think about what events they have lived through.”, “How did they or their family earn a living?” Furthermore, this will also help the interviewers to identify specific areas that need to be explored in the actual interview. For instance, areas that are not clearly defined on the resume but are essential for the success of ‘sales personnel’ can become a focal point for the interview discussion.
Equipped with the above information, the interviewers can then progress to task three, which is to prepare a list of at least 10 to 20 questions.
For example, the interviewers can employ effective verbal cues in the questioning, by using language that is simple, appropriate, accurate, and clear. Most importantly, he/she must make sure not to ask leading questions. E.g. "Hasn’t the coal industry been a big influence on your life?" or "Wasn’t it hard to walk two miles to school?"
For example, the interviewer can phrase the questions in such a way that the interviewee can express their own opinion and not just react to his. By asking general questions first and the interviewer can save the more specific questions as "back- up" questions. This is in case the ones that he/she ask first do not get a clear response.

Task number four is to decide what information the interview is to provide. The main aim of any interview is to collect and give the necessary information in the time allowed. Therefore, the interviewers must structure their interview so that it follows a set procedure. That is, during your preparation, focus your thoughts on what you really need to know.

For example, the interviewers may find it useful to record, in one form or another, some of the major headings and individual points that can be ticked off as the interview proceeds. This ensures that at the end of the interview, they would have covered everything they wanted to know and avoids self-recrimin...