The monitoring one has to do with the spontaneity and sincerity of the feedback. Finally, the supportive-critical one reflects the divergence or convergence of the feedback with the original message.
Self-centered feedback is a combination of the feedback types previously mentioned, being a person-focused one, most likely supportive, intentional and positive. This type of feedback can enhance the communication content if it reflects a sincere, unbiased opinion, but because it's likely to be subjective, it can distort the feedback message and implicitly become detrimental to the communication.
6. Interviewing
It is said that non-verbal communication accounts for more than 90% of the message sent out in an interview. In fact the verbal content weights only 7% of the message the interviewer receives from the candidate. The non-verbal communication is divided into body language and the way the candidate speaks, such as the tone of the voice. This type of communication has several ways of being expressed, such as posture, eye-contact, voice delivery and the hands' position.
Posture has to do with the way the candidate seats in his/her chair. This should be upright, but not too stiff; otherwise it wouldn't inspire self-confidence and the feeling of comfortable. Relaxing and leaning forward, roughly 10 degrees towards the interviewer, should reflect interest and involvement.
Direct eye-contact with the interviewer, when this one is talking reflects active listening. The overuse of eye-contact can seem challenging and lecturing for the interviewer. Experts suggest the eye-contact for about 10 seconds before briefly looking away and then re-establishing the eye-contact.
A controlled and clear voice should inspire confidence to the interviewer. It is advised to talk to the interviewer as an equal, rather than a subordinate, avoid monotone voice or high-pitched one, and breathe or pause before or after a question. Smiling or nodding could be appropriate at times, but the candidate needs to be careful not to overdo it.
Hands' control might not seem very important, but they can send various messages to the interviewer, so the candidate needs to be careful with them. Therefore, if the candidate doesn't' know what to do with them, he/she should rest them on the table or in his/her lap. Experts' opinion is that the less the candidate moves his/her hands, the more in control he/she is.
7. Difficult Question
When asked difficult questions, the candidate feels instinctively that the interviewer is probing, making the former feel like he/she is under great scrutiny. As one prepares his/her responses before the interview, one might want to consider what information these difficult questions seek: that is, are there ways in which the candidate can become a liability to the company through his/her answers? or, if the company intends to invest in the candidate after being hired, what kinds of things would this one need to overcome? Is the candidate kind of person who can deal with things when these get rough, or not?
Experts suggest being honest, but reassuring in answering sensitive questions. The candidate should use tact and...
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