ABSTRACT
The interview is probably the event that most lay people associate most directly with careers guidance. Many would be surprised, however, to learn of the variety of ‘models’ of interviewing that guidance practitioners may employ. Ten or fifteen years ago, the main differences in approach could be characterised quite simply: the choice was between a counselling-type interview using Rogerian relationship skills, and a content-oriented model where the aim was to obtain certain categories of information from the client and make recommendations as to the action he or she should take. Rodger’s Seven-Point Plan (Rodger, 1952) was often used as a framework for this latter approach.
