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3. Intro to Interviewing

Introduction to Interviewing

  • Interviewing is defined as an interactional communication process between two parties, at least one of whom has a predetermined and serious purpose, that involves the asking and answering of questions.
  • Interactions like everyday talking share some characteristics with interviews but are significantly different; interviews are a formal, relational form of communication with structure and purpose.

The Fundamental Characteristics of Interviews

  • Interactional
    • There is an exchanging or sharing of roles, responsibilities, feelings, beliefs, motives, and information.
    • Involves a mutual creation and sharing of meanings that come from words and nonverbal signals (touches, hugs, handshakes, facial expressions).
    • These signals express interest, concerns, reactions, and a willingness to take risks.
  • Two Parties
    • Interviewer and Interviewee (dyadic).
    • It could involve more than two persons.
  • Purpose
    • Dyadic purpose: one or both parties come with a predetermined and serious purpose.
    • All interviews have some structure and planning: opening, select topics, prepare questions, gather information, close the interview.
  • Questions
    • All interviews involve questions and answers.
    • Questions serve multiple roles: to obtain information, check the accuracy of messages, verify impressions and assumptions, provoke feeling or thought.

Forms of Interviewing

Traditional Forms

  • Information-Giving Interviews
    • Occur during orienting, training, coaching, instructing, and briefing sessions.
    • Primary purpose is to exchange information.
  • Information-Gathering Interviews
    • Occur in surveys, exit interviews, research sessions, investigations, diagnostic sessions, journalistic interviews, and brief requests for information.
    • The interviewer’s primary aim is to gather accurate, insightful, and useful information through the skillful use of questions.
    • Many questions are prepared in advance; some are created on the spot to probe responses, attitudes, and feelings.
  • Selection Interviews
    • Common form used by recruiters to select the best qualified applicant for a position.
    • The applicant aims to attain the position; a placement interview may determine ideal placement for an existing employee.
  • Performance Review
    • Focuses on the interviewee’s skills, performance, abilities, or behavior.
    • Emphasis on coaching and setting future goals.
  • Counseling
    • Used when the interviewee has a personal problem.
    • The interviewer helps the interviewee gain insights and possible ways of dealing with the problem.
  • Focus Group Interview
    • Small group (usually 6 or 12) with a skilled interviewer (moderator).
    • Asks a carefully selected, small set of questions focusing on a specific topic.
    • Emphasis on opinions, insights, and responses from listening and recording to generate hypotheses, ideas, and impressions.
  • Persuasion
    • When one party attempts to alter or reinforce the thinking, feeling, or acting of another.
    • Examples: selling products/services, recruiting members, fundraising and development.
    • May be formal or informal.

Non-Traditional Forms

  • Telephone Interview
    • Used for initial employment screening, fundraising campaigns, and opinion polls.
    • Benefits: can reach multiple people simultaneously, quick feedback.
    • Major challenge: lack of presence of parties.
  • Videoconference Interview
    • Interviewees should manage answer length, turn-taking, and avoid dominating.
    • Consider upper-body movement, gestures, eye contact, and facial expressions.
    • Practical tips: speak clearly, dress conservatively, look at the camera, limit movements, forget the camera, expect lag between questions and responses.
  • E-Mail Interview
    • Enables large-scale inquiries and problem discussions remotely.
    • Obstacle: people may resist lengthy typed responses compared to in-person or phone.
  • Webinars
    • Popular for conferences, lectures, training sessions, seminars, and workshops.
  • Virtual Interview
    • Some organizations use virtual job fairs to reduce travel costs.
    • Screening interviews may be conducted virtually instead of face-to-face, especially when hundreds of candidates are involved.

Ethics in Interviews

  • Informed consent: clearly explain the purpose and procedures of data collection, including risks, and obtain voluntary participation.
  • Confidentiality: anonymize names and other identifying information to prevent tracing; protect personal data.
  • Obtain permission for recording, note-taking, and capturing visuals (no facial photos of participants when not consented).
  • Avoid harassment (in any form; e.g., SARA) – aligned with the Code of Ethics in Psychology (Pasal 14).
  • Minimize potential harm: anticipate risks (e.g., choosing interview location/time, considering interviewee age and schedule) to determine interview duration (Pasal 16).
  • Avoid conflicts of interest: e.g., avoid interviewing employees when results will be used for work evaluation (Pasal 17).
  • Note: The Psychology Code of Ethics can be downloaded from: https://himpsi.or.id/kode-etik

Informed Consent

  • Informed consent is a statement, usually written, that explains aspects of the study to the participant and asks for voluntary agreement to participate before the study begins.
  • Key details typically included:
    • A brief description of the purpose and procedure of the research, including the expected duration of the study D.
    • A statement of any risks or discomfort associated with participation.
    • A guarantee of privacy, anonymity, and confidentiality of records.
    • Identification of the researcher and where to receive information about participants’ rights or questions about the study.
    • A statement that participation is voluntary and can be terminated at any time without penalty.
    • A statement of alternative procedures that may be used.
    • A statement of any benefits or compensation and the number of participants involved.
    • Offer to provide a summary of findings.

Summary of Key Points

  • Interviewing is an interactional process with a clear purpose and structure.
  • Skilled interviewers distinguish themselves from unskilled ones, and practice improves performance when the underlying process is understood.
  • The essential first step in developing interview skills is understanding the complex process and the interacting variables involved.

References

  • Stewart, C. J. & Cash, W.B. (2017). Interviewing, principles and practices (15th Ed.). New York: McGraw-Hill.
  • Himpunan Psikologi Indonesia (2010). Kode etik Psikologi Indonesia. Jakarta: Himpsi.