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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
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
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
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
Who
does this person have access to information that you want?
approaching interviewees & their organizations
When
schedule when no competing demands approach with attitude that their time is
more important than yours sequencing
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