The Interactional Negotiation of the Rules ...
Document type :
Compte-rendu et recension critique d'ouvrage
DOI :
Title :
The Interactional Negotiation of the Rules of the Employment Interview Game: Negative Remarks About Third Parties and “Doing” Trust
Author(s) :
van de Mieroop, Dorien [Auteur]
Clifton, Jonathan [Auteur]
Groupe d'Études et de Recherche Interdisciplinaire en Information et COmmunication - ULR 4073 [GERIICO ]
Schreurs, Charlotte [Auteur]
Clifton, Jonathan [Auteur]
Groupe d'Études et de Recherche Interdisciplinaire en Information et COmmunication - ULR 4073 [GERIICO ]
Schreurs, Charlotte [Auteur]
Journal title :
International Journal of Business Communication
Pages :
560-585
Publisher :
Sage Publications Inc.
Publication date :
2016-10-23
ISSN :
2329-4884
English keyword(s) :
employment interviews
workplace identity
negative remarks about third parties
small talk
trust
comembership
workplace identity
negative remarks about third parties
small talk
trust
comembership
HAL domain(s) :
Sciences de l'Homme et Société/Sciences de l'information et de la communication
English abstract : [en]
Job interviews have been the object of extensive academic research and of advice literature. Yet both have largely neglected to incorporate findings drawn from naturally occurring job interviews. In this article, we focus ...
Show more >Job interviews have been the object of extensive academic research and of advice literature. Yet both have largely neglected to incorporate findings drawn from naturally occurring job interviews. In this article, we focus on the case of giving negative remarks about third parties. Popular how-to books strongly advise against such comments; however, while analyzing our corpus of more than 20 naturally occurring Belgian employment interviews, the frequent use of negative remarks about third parties was striking. This discrepancy between actual practice and prescriptive literature inspired us to investigate this phenomenon by focusing on the interactional dynamics of one job interview in which a candidate comments negatively on his boss after having constructed a personalized identity of a trustworthy person. We argue that, in this particular case, this negative comment demonstrates the candidate’s adaptability to the discursively renegotiated “rules” of the “interview game” and that this can be a successful strategy in employment interviews. To conclude, in the light of these findings, we speculate on the utility of the advice that “how-to books” provide.Show less >
Show more >Job interviews have been the object of extensive academic research and of advice literature. Yet both have largely neglected to incorporate findings drawn from naturally occurring job interviews. In this article, we focus on the case of giving negative remarks about third parties. Popular how-to books strongly advise against such comments; however, while analyzing our corpus of more than 20 naturally occurring Belgian employment interviews, the frequent use of negative remarks about third parties was striking. This discrepancy between actual practice and prescriptive literature inspired us to investigate this phenomenon by focusing on the interactional dynamics of one job interview in which a candidate comments negatively on his boss after having constructed a personalized identity of a trustworthy person. We argue that, in this particular case, this negative comment demonstrates the candidate’s adaptability to the discursively renegotiated “rules” of the “interview game” and that this can be a successful strategy in employment interviews. To conclude, in the light of these findings, we speculate on the utility of the advice that “how-to books” provide.Show less >
Language :
Anglais
Popular science :
Non
Collections :
Source :