Strength-based interviewing focuses majorly on what a person loves to do while steering towards identifying the strengths during the interview. Strength-based interviewing has its footing in having a productive and positive mindset. This proves that being able to understand a person’s strengths, and consequently their weaknesses, can assist in work matching them to their perfect roles (Bouskila-Yam and Kluger, 2011). Besides, the work yield will improve, the person will feel accomplished at work and be able to learn new activities quickly. Confidence is key when answering the interview questions since the interviewer can gauge one’s liveliness and passion for a certain issue.
Furthermore, being honest is also vital because it encourages being true to one’s self in determining if the job in question is really what the person desires. Identifying a person’s preferences concerning their beliefs and values will pinpoint whether a certain job is compatible or not. Moreover, being calm and having a relaxed state of mind makes a person become authentic and thus improve their delivery during the interview. Enjoying the whole process and having positive energy will ensure a smooth interview (Manthey et al, 2011). Listening accurately and answering the questions accurately shows the interviewer that the interviewee is taking the process seriously.
Compliments during an interview are in most cases ice breakers and also a good sign that the interview is going in the right direction. This gives the parties in question the chance to speak about themselves and in the process be able to learn something about each other. Going off-topic sometimes and giving compliments by the interviewer is a way of getting the interviewee to loosen up. Additionally, making small talk will come in handy in creating a calm environment for the interviewee. The interviewee can also decide to compliment the interviewer with the agenda of creating a liking towards them because as a result, a positive notion will be associated with the interviewee (De Jong, 2013). However, the interviewee should be careful not to overdo the compliments.
A good example would be congratulating the interviewer on their achievements and calling to attention how hard it must have been to make it to where they are, after doing some research on platforms like LinkedIn. Client competence is the specific decision that a client can make at a specified time. It is critical because a client will be able to assess the situation to make two existing ideas to benefit from each other. In the quantitative study, dimensions such as communication, relationships, decision making, and interactions with people are a major focus (Starr and Wallace, 2011). These competencies will explain what a person can do, while the strengths point to what a person loves doing.
The diagnostic view allows the interviewer to build a relationship, understand and nurture an interviewee to gather adequate proof of a person’s sickly features (Bufferd et al, 2011). The strength perspective on the other hand concentrates on empowering the interviewee while focusing on the positive aura, potential, and knowledge of the individual. The diagnostic approach focuses on examining people that have had a file on medical history to get information that could be used when rehabilitation is an option. The strength perspective arguably focuses on aiding people to execute activities on their own to improve social connections and amplify one’s welfare.
Bouskila-Yam, O., & Kluger, A. N. (2011). Strength-based performance appraisal and goal setting. Human Resource Management Review, 21(2), 137-147
Bufferd, S. J., Dougherty, L. R., Carlson, G. A., & Klein, D. N. (2011). Parent-reported mental health in preschoolers: findings using a diagnostic interview. Comprehensive psychiatry, 52(4), 359-369
De Jong, P. (2013). Interviewing. In Encyclopedia of social work
Manthey, T. J., Knowles, B., Asher, D., & Wahab, S. (2011). Strengths-based practice and motivational interviewing. Advances in Social Work, 12(2), 126-151
Starr, S. S., & Wallace, D. C. (2011). Client perceptions of cultural competence of community-based nurses. Journal of Community Health Nursing, 28(2), 57-69.
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