Interviews. Agenda Interview process Types of interviews Good and bad examples.

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

P erform ance A p p ra isa l In form ation g athering E m p loym ent se lection

Incorp orate spec if ic g u ide lines for typ e of in terv iew

F ollow g enera l g u ide lines for:P lanning the In terv iew C onducting the In terv iew

Planning the interview

1. Establish the purpose and agenda

2. Create good questions that encourage information sharing

3. Plan the setting to enhance rapport

4. 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 sequenceTransitions

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. Identify the major strengths that members of the group share in common

2. Identify the major weaknesses that the group members share in common

3. What other dominant things do the group members have in common

4. Identify the most striking difference you find among members of the group.

Conducting the Interview

1. Establish and maintain a supportive communication climate

2. Introduce the interview

3. Conduct the body of the interview

4. Conclude the interview

5. 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