Interviews
Agenda
Interview process
 Types of interviews
 Good and bad examples

INTERVIEW TYPES
General interviews
 Information gathering interviews
 Employment selection interviews
 Performance appraisal interviews

Guidelines for effective
interviews
Follow general guidelines for:
Planning the Interview
Conducting the Interview
Incorporate specific guidelines for type of interview
Performance Appraisal
Information gathering
Employment selection
Planning the interview
1.
2.
3.
4.
Establish the purpose and agenda
Create good questions that encourage
information sharing
Plan the setting to enhance rapport
Anticipate problems and prepare
responses
1: Establish the purpose & agenda

Task focus
– Write out list of topics that need covering

Interpersonal focus
– Consider the audience
2: Create good questions
Any interviewer can
ask questions; only a
well prepared
interviewer can ask
good questions.
Write questions for each topic
Open questions
 Closed questions
 Lousy questions

– Double barreled questions
– False bi-polar questions
– Leading questions
Structure the questions:

Interview guide
 The questioning sequence
Transitions
Interview guide formats
Structured
 Semi-structured
 Unstructured

Sequencing: funnel method

Funnel: General to specific
– To discover frame of reference
– You want to avoid leading the interviewee
– You want to maximize ability to probe
issues
– The interviewee is willing to talk
Sequencing: funnel method

Inverted funnel: Specific to general
– You want to jog the interviewees memory
– You want to motivate a reluctant participant
– You want to get specific facts before
general impressions
Transitions

Help interviewee maintain focus and
keep them aware of “where you are” in
the process

Difficult to prepare ahead (in interview
guide), but should look for transition
points
3. Plan the setting

Formal vs informal
What is
my goal?
4. Anticipate and prepare
What kinds of responses should I
expect?
 What questions will I be asked?
 Do I have the supporting data I need?

Your assignment…
1.
2.
3.
4.
Identify the major strengths that members of
the group share in common
Identify the major weaknesses that the
group members share in common
What other dominant things do the group
members have in common
Identify the most striking difference you find
among members of the group.
Conducting the Interview
1.
2.
3.
4.
5.
Establish and maintain a supportive
communication climate
Introduce the interview
Conduct the body of the interview
Conclude the interview
Record the information
1. The climate
You set the tone and atmosphere
 When climate gets “chilly” shift focus
away from content to relational

2. Introduce the interview
The purpose of interview
 How he or she will help meet that
purpose
 How the information will be used

… use a transition
3. Conduct the body of the
interview

Use your interview guide
– What degree of structure is there?

Use of probes
– The least structured, the more important
the probes
Probes

Encouragement
– Silence
– nondirective

Elaboration
– immediate
– retrospective

clarification
– immediate
– retrospective

repetition probe
4. Conclude the interview
Be explicit
 Summarize
 What will happen next?
 Thank them

5. Record the information
Notes during
 Notes after
 Tape?

To Tape or Not to Tape

Advantages
– more accurate and less distracting
– better than relying on your memory
– excellent training tool for interviewer

Disadvantage
– one thing to tell you, another to go on permanent
record
– worry about sound of their voice
– worry who will hear tape
IF Using a Tape Recorder
tell respondent who will have access to
tape
 erase tape as soon as transcribed
 place recorder in obvious place

– you can turn off/on; confirm working...
– no question of subterfuge
IF Using a Tape Recorder

check recorder before you show up
– tape blank?
– bring extra tape
– check batteries
– confirm that it is working!
– move tape past leader
– check volume control
– practice with tape recorder
Groups

Using list of questions, conduct
interviews

Role of observers
Who
does this person have access to
information that you want?
 approaching interviewees & their
organizations

Individual assignment

Interview a manager
When
schedule when no competing demands
 approach with attitude that their time is
more important than yours
 sequencing

Where
respondent’s place of business
 respondent’s home
 neutral spot

Mary’s tips

probes must probe
 formulate question before speaking
 keep questions simple
– no preface
– do not give respondent information they don’t
need





note taking controls flow
avoid ritual agreement
monitor the universe of discourse
observe body language
convey expectation of cooperation
Types
Information gathering interviews
 Employment selection interviews
 Performance appraisal interviews
