ch 8 kaplan

Interviewing Techniques

Overview of Interview Techniques

  • A simple search of interview techniques yields numerous resources with varying efficacy.
  • Case Study - Maria's Interviews:
    • Maria was applying for a high-level public relations role requiring interaction with diverse stakeholders.
    • Involves policy statements for news media which are critical to the firm's reputation.
    • The application process included thorough testing, notably two interviews:
    • Interview 1: Personnel Selection Officer
    • Interview 2: Clinical Psychologist

The Importance of Interview Appearance

  • First and last impressions are crucial in interviews (Reece, 2009; Roeckelein, 2002).
  • Maria prepared by being neat and well-groomed for both interviews.

Structure of the Interviews

Interview with the Personnel Selection Officer
  • Type: Structured Interview
    • Uses a printed set of standardized questions.
    • Example questions:
    • Outline educational experiences.
    • Describe work history.
  • Sample Dialogue:
    • Officer: "I've read your application form and have gone over your qualifications. Would you now please outline your educational experiences, beginning with high school?"
    • Maria: "I graduated from high school in June 2001… earned my master’s degree in business administration in 2008."
  • Final Question: "Why do you believe you are a good candidate for this position?"
  • Maria felt satisfied with her performance in this structured format.
Interview with the Clinical Psychologist
  • Type: Unstructured Interview
    • Conducted without a set list of questions.
    • Questions flow based on the interviewee's responses.
  • Sample Dialogue:
    • Psychologist: "Maria, why don't you tell me a little bit about yourself?"
    • Maria: "Where do you want me to begin?"
    • Psychologist: Specific topics based on Maria’s statements (family responsibilities, education).

Differences Between the Two Interviews

  • Structured vs. Unstructured:
    • First: Narrow focus on education/work history.
    • Second: Broader exploration of Maria’s personal insights and feelings.
  • Directive vs. Nondirective:
    • First: Personnel officer directed interview flow.
    • Second: Psychologist allowed Maria to lead response direction.
  • Types of Interviews:
    • Employment Interview: Focus on qualifications and job performance.
    • Diagnostic Interview: Understand emotional functioning rather than qualifications.

Psychological Underpinnings of Interviews

  • Interviews resemble tests in gathering data about an individual.
  • Evaluated based on psychometric qualities: reliability and validity.
  • Classes of Interviews:
    • Individual vs. Group Interviews.
    • Structured vs. Unstructured Interviews.

The Reciprocal Nature of Interviewing

  • Interviews involve mutual interaction; participants influence each other (Breggin, 2002; Elmir et al., 2011).
  • Transactions in Interviews:
    • Increased activity levels correspond between interviewer and interviewee (Akehurst & Vrij, 1999).
    • High activity levels from interrogators lead to increased suspicion of suspects.

Principles of Effective Interviewing

Attitudes that Enhance Interviewing
  • Good interviewing is characterized by warmth, genuineness, and acceptance (Duan & Kivlighan, 2002).
  • Perceptions of warmth and understanding positively influence interview quality (Saccuzzo, 1975).
Responses to Avoid
  • Judgmental statements: Tend to inhibit open discussion.
  • Probing statements: Perceived as confrontational and may lead to anxiety.
  • Hostile responses: Can create defensiveness in interviewees.
  • False reassurance: Dismissive and can inhibit genuine exploration of issues.
Strategies for Effective Responses
  • Open-Ended Questions:
    • Encourage elaboration (e.g., "What interests you?").
  • Keep the Flow:
    • Use transitional phrases to maintain communication flow.
    • Keep responses thematic and avoid abrupt topic changes.

Types of Effective Interviewing Responses

  • Types of Responses:
    • Verbatim playback: Repeat exact words for confirmation.
    • Paraphrasing and restating: Capture essence of responses in different words.
    • Summarizing: Pull together main points from multiple responses.
    • Clarification: Help understand ambiguous statements.
    • Understanding responses: Showcase empathy towards interviewee’s feelings.

Skill Acquisition in Interviewing

  • Interviewing skills can be learned through theory, practice, and self-evaluation (Boegels et al., 1996; Levinson et al., 2010).
  • Continual practice and feedback are crucial for developing interviewing effectiveness.

Reliability and Validity of Interviews

Interview Validity
  • Early impressions often bias the evaluation (Metzger, 2005).
    • Halo Effect: General impressions affect specific judgments.
    • Standout characteristics may skew assessments (Burtt, 1926).
Interview Reliability
  • Reliability during interviews is variable (U.S. Office of Personnel Management, 2008).
  • Structured interviews tend to yield more consistent results.

Conclusion

  • Understanding and empathy in interviews significantly enhance the interview process.
  • Interviewing remains a complex, often subjective process but holds key implications in various professional fields.