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.