INTERVIEW

METHOD
By
Khushi Yadav, Sneha yadav, Annanya TS, Sachita, Astha Prakash, Sneha Singh, Priyanka Kumari
 EVOLUTION OF INTERVIEW
OBJECTIVES OF INTERVIEW
TYPES OF INTERVIEW
IMPORTANCE OF INTERVIEW

INDEX
AREAS OF USAGE
ETHICS INVOLVED IN AN INTERVIEW
SKILLS REQUIRED IN AN INTERVIEWER
ADVANTAGES OF INTERVIEW METHOD
LIMITATIONS OF INTERVIEW METHOD
KNOWLEDGE INTERVIEWS AIM TO PRODUCE
INTERVIEWING TECHNIQUES
THOMAS EDISON
THE EVOLUTION OF INTERVIEW
• THE JOB INTERVIEW WAS BORN IN 1921, WHEN THOMAS EDISON CREATED A WRITTEN TEST TO
EVALUATE JOB CANDIDATES' KNOWLEDGE

• IT WASN'T TRULY UNTIL THE 1920S THAT THERE WERE ENOUGH COLLEGE-EDUCATED
INDIVIDUALS ENTERING THE WORKFORCE THAT EMPLOYERS STARTED TO REALIZE THEY COULD
BE A BIT MORE SELECTIVE. BUT THE MAN WHO "INVENTED" THE MODERN JOB INTERVIEW IS
PROBABLY A NAME FAMILIAR TO YOU: THOMAS EDISON.
AS THE STORY GOES, EDISON WOULD GET HUNDREDS OF APPLICANTS WHENEVER HE WAS
SEEKING TO ADD SOMEONE TO HIS WORKFORCE. HOWEVER, EDISON WAS A GENIUS AND BECAME
INCREASINGLY FRUSTRATED THAT THE COLLEGE GRADUATES WHO MET WITH HIM SEEKING
EMPLOYMENT ALWAYS SEEMED TO LACK KNOWLEDGE COMPARABLE TO HIS OWN.
EDISON CREATED A "TEST" FOR ALL PROSPECTIVE EMPLOYEES IN THE FORM OF A SERIES OF
QUESTIONS OF GENERAL KNOWLEDGE. SOME OF THESE QUESTIONS RELATED DIRECTLY TO THE
POSITION THAT THE APPLICANT WAS SEEKING, WHILE OTHERS WERE MORE ESOTERIC AND
RELATED TO TOPICS SUCH AS WORLD GEOGRAPHY OR LITERATURE. IT’S UNLIKELY THAT  MORE
THAN ABOUT SEVEN PERCENT OF ALL APPLICANTS COULD PASS EDISON'S TEST.

https://www.monster.com/career-advice/article/evolution-and-future-of-the-job-interview-infographic
An interview is a qualitative research method that relies on asking
questions in order to collect data. Interviews involve two or more
people, one of whom is the interviewer asking the questions.
There are several types of interviews, often differentiated by their
level of structure.
• THE PURPOSE OF AN INTERVIEW IS USUALLY TO COLLECT DETAILED AND IN-DEPTH
INFORMATION, SO THE DATA IS QUALITATIVE. QUALITATIVE DATA WILL INVOLVE MORE OF
AN EXPLORATION OF  IDEAS AND OPINIONS AS WELL AS SOME 'YES' AND 'NO' ANSWERS.

• SOME QUANTITATIVE DATA MAY ALSO BE COLLECTED DURING THE INTERVIEW , SUCH AS
AGE, LENGTH OF TIME AT A JOB OR OTHER PERSONAL INFORMATION AND THIS
 QUANTITATIVE DATA CAN BE SHOWN IN  NUMBERS OR PERCENTAGES.

• IF THE INTERVIEW IS  VERY STRUCTURED, THEN IT IS MORE LIKELY THAT QUANTITATIVE

DATA WILL BE GATHERED; THE LESS STRUCTURED THE INTERVIEW IS, THE MORE
QUALITATIVE DATA IS GATHERED.

Reference -McLeod, S. A. (2014, February 05). The interview research method. Simply Psychology. www.simplypsychology.org/interviews.html
OBJECTIVES OF AN INTERVIEW
• TWO BASIC OBJECTIVES= (A) DISCOVERY AND, (B) MEASUREMENT.
• DISCOVERY
• DISCOVERY INDICATES GAINING NEW KNOWLEDGE, NEW CONSCIOUSNESS OR NEW
ENLIGHTENMENT OF CERTAIN UNEXPLORED QUALITATIVE ASPECTS OF THE PROBLEM WHICH IS
THE PRIMARY OBJECTIVE OF THE INTERVIEW.

•  ONE CAN INTERVIEW ALL THE MEMBERS OF A GROUP, OR COMMUNITY OR ALL THE PERSONS
SELECTED UNDER SAMPLE OR ONLY SOME SELECTED PERSONS.

•  IN SPECIFIC TYPE OF PROBLEMS THERE IS NO NEED OF INTERVIEWING ALL INFORMANTS OF

THE COMMUNITY OR THE UNITS OF THE SAMPLE. INTERVIEWING FEW EXPERIENCED PEOPLE
MAY PROVIDE SUFFICIENT INFORMATION E.G. A LABOUR LEADER OR AN INSPECTION CAN GIVE
SUFFICIENT INFORMATION IN RELATION TO PROBLEMS FACED BY BOTH LABOUR
R’S AND ADMINISTRATIVE PERSONNEL IN RUNNING OF A FACTORY.

REFERENCE-Introduction to Qualitative research methods in psychology, third edition, Dennis Howitt

•  INTERVIEW METHOD THUS HELPS IN IDENTIFYING NEW VARIABLES AND SHARPENING
OF CONCEPTUAL CLARITY.

•  INTERVIEW GIVES SOMETHING MORE THAN PURE STATISTICAL DESCRIPTIONS

ACHIEVED THROUGH MAIL SURVEYS.

•  WHILE STATISTICAL STUDIES AND DESCRIPTIONS TELLS US AS TO WHAT PERCENTAGE

OF PEOPLE FROM WHICH CLASS ARE IN FAVOUR OF A GIVEN TOPIC.

•  THE INTERVIEW METHOD, ON THE OTHER HAND PROVIDES US WITH ADDITIONAL

QUALITATIVE DESCRIPTION OF THE PEOPLE, HOW THEY FEEL AND WHY THEY DO SO.

•  IT ENHANCES THE UNDERSTANDING OF SOCIOLOGICAL NATURE OF THE FACTS.

REFERENCE-Introduction to Qualitative research methods in psychology, third edition, Dennis Howitt

• MEASUREMENT:
•  THIS IS THE SECOND MAJOR OBJECTIVE OF THE INTERVIEW.
•  OFTEN IN ONE PROJECT WE FIND BOTH THE OBJECTIVES, DISCOVERY AND
MEASUREMENTS. BUT AS MORE EMPHASIS IS PLACED UPON ONE OBJECTIVE THE
OTHER ONE IS SUBORDINATED. USUALLY THE RESEARCH WORK IN WHICH
MEASUREMENT IS THE PREDOMINATING OBJECTIVE, SCHEDULED INTERVIEWS ARE
USED. BUT IN SEVERAL SITUATIONS NON SCHEDULED INTERVIEWS PROVIDE MORE
VALID MEASUREMENTS.

REFERENCE-Introduction to Qualitative research methods in psychology, third edition, Dennis Howitt

TYPES OF INTERVIEWS
 STRUCTURED INTERVIEW
THESE ARE INTERVIEWS THAT STRICTLY ADHERE TO THE USE OF
AN INTERVIEW PROTOCOL TO GUIDE THE RESEARCHER. IT IS A
MORE RIGID INTERVIEW STYLE, IN THAT ONLY THE QUESTIONS
ON THE INTERVIEW PROTOCOL ARE ASKED. AS A RESULT, THERE
ARE NOT A LOT OF OPPORTUNITIES TO PROBE AND FURTHER
EXPLORE TOPICS THAT PARTICIPANTS BRING UP WHEN
ANSWERING THE INTERVIEW QUESTIONS. THIS METHOD CAN BE
ADVANTAGEOUS WHEN RESEARCHERS HAVE A COMPREHENSIVE
LIST OF INTERVIEW QUESTIONS, SINCE IT HELPS TARGET THE
SPECIFIC PHENOMENON OR EXPERIENCE THAT THE RESEARCHER
IS INVESTIGATING.

References https://www.simplypsychology.org/interviews.
Howitt d.(2010) Introduction to qualitative research methods in psychology (3rd ed). Pearson education.
UNSTRUCTURED INTERVIEW
•
Unstructured interviews do not use any set questions, instead, the interviewer asks open-ended
questions based on a specific research topic, and will try to let the interview flow like a natural
conversation. The interviewer modifies his or her questions to suit the candidate's specific
experiences. Unstructured interviews are sometimes referred to as ‘discovery interviews’ and are
more like a ‘guided conservation’ than a strict structured interview. They are sometimes called
informal interviews.
• . THESE ARE INTERVIEWS THAT TAKE PLACE WITH FEW, IF ANY, INTERVIEW
QUESTIONS. THEY OFTEN PROGRESS IN THE MANNER A NORMAL CONVERSATION
WOULD, HOWEVER IT CONCERNS THE RESEARCH TOPIC UNDER REVIEW. IT IS A
RELATIVELY FORMLESS INTERVIEW STYLE THAT RESEARCHERS USE TO ESTABLISH
RAPPORT AND COMFORT WITH THE PARTICIPANT, AND IS EXTREMELY HELPFUL
WHEN RESEARCHERS ARE DISCUSSING SENSITIVE TOPICS. THE RESEARCHER IS
EXPECTED TO PROBE PARTICIPANTS IN ORDER TO OBTAIN THE MOST RICH AND IN-
DEPTH INFORMATION POSSIBLE.

References https://www.simplypsychology.org/interviews.
Howitt d.(2010) Introduction to qualitative research methods in psychology (3rd ed). Pearson education
SEMI-STRUCTURED INTERVIEWS
THESE ARE INTERVIEWS THAT USE AN
INTERVIEW PROTOCOL TO HELP GUIDE THE
RESEARCHER THROUGH THE INTERVIEW
PROCESS. WHILE THIS CAN INCORPORATE
CONVERSATIONAL ASPECTS, IT IS MOSTLY A
GUIDED CONVERSATION BETWEEN THE
RESEARCHER AND PARTICIPANT. IT DOES
MAINTAIN SOME STRUCTURE (HENCE THE
NAME SEMI STRUCTURED), BUT IT ALSO
PROVIDES THE RESEARCHER WITH THE
ABILITY TO PROBE THE PARTICIPANT FOR
ADDITIONAL DETAILS.
DIFFERENCE BETWEEN STRUCTURED AND QUALITATIVE
INTERVIEW
Structured interview Qualitative interview
• 1. THE INTERVIEW USES A PRE-WRITTEN LIST OF ‘CLOSED’
• 1. ALTHOUGH THE RESEARCHER USUALLY HAS A LIST OF ‘AREAS’ TO EXPLORE THROUGH
QUESTIONS WHICH IS NOT USUALLY DEPARTED FROM AND THE
QUESTIONING, THERE IS NO RIGID STRUCTURE AND FLEXIBILITY IS VITAL.
QUESTIONS ARE ASKED IN A STANDARD FASHION.
• 2. THE QUALITATIVE INTERVIEW NORMALLY DOES NOT LEND ITSELF TO QUANTITATIVE
• 2. THE STRUCTURED INTERVIEW FACILITATES A QUANTITATIVE ANALYSIS METHODS.
ANALYSIS.
• 3. QUALITATIVE INTERVIEWERS ENCOURAGE ‘RICH’ DETAILED REPLIES LEADING TO
• 3. STRUCTURED INTERVIEWS ARE RELATIVELY SHORT AS WELL AS LENGTHY INTERVIEWS OF A SOMEWHAT UNPREDICTABLE DURATION.
BEING FAIRLY PREDICTABLE IN DURATION.
• 4. A RECORDING IS VIRTUALLY ESSENTIAL FOR MOST QUALITATIVE INTERVIEWS.
• 4. STRUCTURED INTERVIEWS ARE NOT NORMALLY RECORDED.
• 5. THE ASSESSMENT OF THE RELIABILITY AND VALIDITY OF A QUALITATIVE INTERVIEW IS
• 5. THE HIGH DEGREE OF STRUCTURING FACILITATES RELIABILITY, A COMPLEX ISSUE AND NOT EASILY ADDRESSED.
VALIDITY AND SIMILAR ASSESSMENTS.
• 6. THE QUALITATIVE INTERVIEW REQUIRES THE INTERVIEWER TO BE AN ACTIVE LISTENER
• 6. THE INTERVIEWER IN THE STRUCTURED INTERVIEW IS CONCENTRATING ON WHAT THE INTERVIEWEE SAYS WHILE FORMULATING QUESTIONS
BASICALLY A QUESTION ASKER AND ANSWER RECORDER. TO HELP THE INTERVIEWEE EXPAND ON AND CLARIFY WHAT HAS ALREADY BEEN SAID.

• 7. THE STRUCTURED INTERVIEW IS DRIVEN BY THE RESEARCHER’S • 7. THE QUALITATIVE INTERVIEW IS LARGELY STEERED BY THE RESPONSES OF THE
AGENDA AND IS BASED ON PRIOR KNOWLEDGE AND THEORY. THAT INTERVIEWEE WHICH THE INTERVIEWER MAY EXPLORE FURTHER WITH THE USE OF
IS, THE STRUCTURED INTERVIEW IS NOT GENERALLY CAREFUL QUESTIONING. THE QUALITATIVE INTERVIEW SEEKS TO EXPLORE THE THINKING
EXPLORATORY. OF THE INTERVIEWEE.

• 8. STRUCTURED INTERVIEWS ARE INFLEXIBLE IN NATURE. • 8. QUALITATIVE INTERVIEWS ARE FLEXIBLE IN NATURE.
FOCUS GROUP INTERVIEW

FOCUS GROUP INTERVIEW IS A QUALITATIVE

APPROACH WHERE A GROUP OF RESPONDENTS ARE
INTERVIEWED TOGETHER, USED TO GAIN AN IN‐DEPTH
UNDERSTANDING OF SOCIAL ISSUES. THE METHOD
AIMS TO OBTAIN DATA FROM A PURPOSELY SELECTED
GROUP OF INDIVIDUALS RATHER THAN FROM A
STATISTICALLY REPRESENTATIVE SAMPLE OF A
BROADER POPULATION.

REFERENCE HTTPS://WWW.STATISTICSSOLUTIONS.COM
TELEPHONIC INTERVIEW

TELEPHONIC INTERVIEWS ARE ONE OF THE ONLY TYPES OF

INTERVIEWS THAT ARE NOT HELD FACE TO FACE. A PHONE
INTERVIEW IS CONDUCTED BETWEEN CANDIDATES AND
EMPLOYERS WHO ARE IN DIFFERENT AREAS OF THE STATE,
COUNTRY, OR WORLD. THE QUESTIONS ONE WILL ANSWER
IN SUCH AN INTERVIEW ARE GENERALLY THE SAME AS
THOSE ASKED IN A FACE TO FACE INTERVIEW, BUT OTHER
QUESTIONS ABOUT RELOCATION AND TRAVEL MAY BE
ASKED AS WELL.

REFERENCE HOWITT D.(2010) INTRODUCTION TO QUALITATIVE RESEARCH METHODS IN PSYCHOLOGY (3RD ED). PEARSON EDUCATION.
STRUCTURED TELEPHONE INTERVIEWS – ARE USUALLY SHORTER AND CONSIST
OF CLOSED QUESTIONS. USED TO GATHER QUANTITATIVE DATA.

SEMI-STRUCTURED TELEPHONE INTERVIEWS – CONSIST OF A MIXTURE OF

CLOSED AND OPEN QUESTIONS TO GATHER QUANTITATIVE AND QUALITATIVE
DATA.

IN-DEPTH TELEPHONE INTERVIEWS – CONSIST OF MAINLY OPEN-ENDED

QUESTIONS TO GATHER QUALITATIVE DATA. THESE INTERVIEWS ARE LONGER IN
LENGTH.

Reference Howitt d.(2010) introduction to qualitative research methods in psychology (3rd

ed). Pearson education.
PERSONAL INTERVIEW

A PERSONAL OR FACE-TO-FACE
INTERVIEW EMPLOYS A STANDARD
STRUCTURED QUESTIONNAIRE (OR
INTERVIEW SCHEDULE) TO ENSURE
THAT ALL RESPONDENTS ARE ASKED
QUESTIONS IN THE SAME SEQUENCES.

Reference https://www.iedunote.com/personal-interview-method
ETHIC S I NV OL V E D I N A N
INTERVIEW
The interview is a crucial method of data collection that involves
verbal exchanges between the researcher and the subject. In
exploratory and descriptive research as well as survey designs,
interviews are frequently used. There are various methods for
conducting interviews, ranging from entirely unstructured methods
where the subject is free to discuss anything they want to, to highly
structured methods where the subject is only permitted to respond
to direct questions.
References-https://www.ignou.ac.in/, Introduction to Qualitative research methods in psychology, third edition, Dennis Howitt
The effectiveness of the data gathered during an interview will rely
on the interviewing technique used as well as the interview
strategy. For instance, a badly planned interview may contain
leading questions or inquiries that the respondent is unable to
answer. The comments a person gives during an interview may be
intentionally or unwittingly influenced by the interviewer. The
research results will be adversely affected in either situation.
References-https://www.ignou.ac.in/, Introduction to Qualitative research methods in psychology, third edition, Dennis Howitt
INTERVIEWERS SHOULD CONDUCT THEMSELVES IN A PROFESSIONAL MANNER AND
AVOID BEING OVERLY FRIENDLY OR FAMILIAR WITH THE RESPONDENT.
MISREPRESENTING FACTS CAN LAND YOU IN TROUBLE. WHATEVER THE NATURE OF THE
INTERVIEW, BE FRANK AND HONEST IN YOUR ANSWERS. CLARIFY YOUR PURPOSE
BEFORE YOU APPEAR FOR THE INTERVIEW.

THE INTERVIEWER BEGINS WITH THE UNDERSTANDING OF THE WORTH AND DIGNITY OF
EVERY HUMAN BEING. OPENNESS AND NONJUDGMENT MUST BE MAINTAINED
THROUGHOUT THE INTERVIEW, TREATING EACH INTERVIEWEE WITH FAIRNESS AND
IMPARTIALITY IRRESPECTIVE OF SOCIOECONOMIC STATUS, ASSOCIATES, RACE,
RELIGION, OR PHYSICAL APPEARANCE.
The four ethical principles in psychological research are beneficence,
nonmaleficence, autonomy, and justice. Beneficence means that the
researcher is working for the benefit of the person or the field of
psychology. Nonmaleficence refers to "do no harm" and making sure to
minimize the risks to the participant.

All research involving human subjects should be conducted in accordance

with three basic ethical principles, namely respect for persons, beneficence
and justice.
Interviews are built on information gathered by all possible sources. The interviewer
strives to obtain and verify additional information by methods and techniques that
have the greatest probability of eliciting reliable and valid facts. It is becoming more
evident that information obtained as a result of coercive techniques is inherently
unreliable. There is never a justifiable reason to suppress or falsify relevant
information obtained in an interview. Interviewing is hard work and should be
established on thorough preparation. No excuse, including fatigue or disinterest,
ethically permits taking shortcuts in an interview.
 SKILLS RE Q U I R ED IN AN
V I E W E R T O C O N D UC T A N
INTER
INTERVIEW
 INTERVIEW SKILLS
• INTERVIEW SKILLS ARE ACTION MEASURES THAT LET A PERSON BE MORE
PRODUCTIVE IN AN INTERVIEW. THESE SKILLS MAKE PEOPLE PRACTICE MOCK
INTERVIEWS AND MAKE THEM CONFIDENT. DUMMY JOB INTERVIEWS WILL GET
YOU AN IDEA OF HOW JOB INTERVIEWS HAPPEN. THIS WILL MAKE YOU FEEL
COMFORTABLE ABOUT YOUR SKILLS, EXPERIENCE AND QUALIFICATIONS.

https://unacademy.com/content/cbse-class-12/study-
material/psychology/interviewing-skills
SKILLS OF INTERVIEWER
PREPARATION 

• YOU MUST AVOID GOING INTO AN INTERVIEW UNREHEARSED. HIRING MANAGERS CAN FIND OUT THE
UNPREPARED CANDIDATES. GO THROUGH YOUR JOB DESCRIPTION AND GET FRESH INFORMATION ABOUT THE
RELEVANT POSITION. 

• RESEARCH
• IT IS IMPORTANT TO GIVE SOME TIME TO RESEARCH THE COMPANY AND THE POSITION YOU’RE APPLYING FOR.
YOU SHOULD BE DOING THIS BEFORE GOING INTO AN INTERVIEW. REVIEW THE COMPANY’S WEBSITE AND
MAKE CHECKPOINTS ABOUT THEM. THE “ABOUT” SECTION IS IMPORTANT FOR ANY COMPANY. THIS SECTION
WILL GIVE YOU INFORMATION ABOUT THE VISION OF THE COMPANY. YOU CAN ALSO HAVE A LOOK AT THE
COMPANY’S SOCIAL MEDIA PLATFORMS. THIS WILL INFORM YOU ABOUT THE LATEST UPDATES. TALKING TO
CURRENT AND PRIOR EMPLOYEES WILL GET YOU AN IDEA OF THE COMPANY.
• PUNCTUALITY 
• MAKE SURE YOU ARRIVE EARLY BEFORE THE SCHEDULED INTERVIEW TIME. PUNCTUALITY IS ONE THE MOST
IMPORTANT THINGS THAT AN INTERVIEWER LOOKS INTO THE INTERVIEWEE. THIS WILL ENSURE THEM THAT
YOU ARE DISCIPLINED. 

• 
• HAVE CONFIDENCE
• CONFIDENCE IS AN IMPORTANT ASPECT OF YOUR INTERVIEW. HAVING LOW CONFIDENCE CAN RUIN YOUR
CHANCES OF GETTING SELECTED. YOUR ENERGY MATTERS THE MOST. IF YOU ACT DULL, YOU ARE NOT
GETTING SHORTLISTED. HAVING ENTHUSIASM WILL MAKE YOU ACE YOUR INTERVIEW. BE CLEAR WITH YOUR
ANSWERS AND ACTIONS. THIS WILL BE EVIDENCE OF YOUR SKILLS. GOOD BODY LANGUAGE IS THE
FOUNDATION OF A GOOD PRESENCE. DON’T ACT STILL. YOUR ACTIONS WILL SPEAK LOUDER THAN YOUR
WORDS.

• 
• SHOW INTEREST
• SHOW GENUINE INTEREST IN THE INTERVIEW. YOU SHOULD BE
ATTENTIVE THROUGHOUT. DON’T GO OFF TRACK. IF YOU ARE LOST AT
SOME POINT, ASK QUESTIONS. 

• 
• HAVING PROFESSIONALISM 
• YOU MUST BE POLITE AND PROFESSIONAL WITH EVERYONE AT THE
PLACE.

• MAKE SURE THAT YOU ARE DRESSED WELL. DO NOT DRESS TOO
CASUALLY. HAVE A GOOD POSTURE WHILE SITTING OR WALKING. YOUR
OUTFIT SHOULD NOT BE A DISTRACTION FOR THE INTERVIEWER. USE
PROFESSIONAL LANGUAGE WHEN GREETING THE INTERVIEWER. 
ADVANTAGES OF INTERVIEW
METHOD

Presented by:
Sneha Yadav
Like any scientific research, psychological enquiry has the following

goals: description, prediction, explanation, and control of behaviour,

and application of knowledge so generated, in an objective manner.

Conducting interview is an art.

A properly trained interviewer can make the respondent answer even sensitive,

emotional and sometimes complex questions with ease. Information gathered from

interview can be supplemented to the original findings of the research.

1. Personal Interaction
Through personal interaction the interviewer can observe the
respondent’s reactions, body language, facial expressions vis-à-vis a
particular question.
These expressions help the researcher/interviewer to reword or remould
the questions spontaneously.
Some of these reactions, if observed carefully, may prove useful at the time
of analysis.

Reference Research Methods and Statistics in Psychology Sixth Edition, Hugh Coolican , Designing and Conducting Interviews, Richard A. Krueger
2. Justify subjective aspects:
The interview helps to evaluate or justify subjective aspects of the
interviewee. As a result, changes if necessary, and be recommended.

3. More considerate and sympathetic:

Such conversation helps to change the tone and become more considerate
and sympathetic if required by the environment or circumstances. So there
is a provision for adjustment.

Research Methods and Statistics in Psychology Sixth Edition, Hugh Coolican, Designing and Conducting Interviews, Richard A. Krueger
4. Flexibility
Flexibility is the major advantage of the interview study. Interviewers can probe for more
specific answers and can repeat and clarify a question when the response indicates that the
respondents misunderstood the question.

5. Higher Response rate

The personal interview tends to have a higher response rate than the mail questionnaire.
Illiterate persons can still answer questions in an interview, and others unwilling to spend their time and
energy to reply to an impersonal mail questionnaire may be glad to talk.

Research Methods and Statistics in Psychology Sixth Edition, Hugh Coolican, Designing and Conducting Interviews, Richard A. Krueger
6. In depth information
Through questioning in depth information can be obtained from the respondent.

7.Clarifications and explanations

In personal interaction clarifications and explanations can be made.

8. Provide Complete Responses

Through personal interaction complete responses can be obtained from the respondents.
• Personal information, as well as complex and sensitive information can be generated.
• Non- response percentage is very less. As compared to questionnaire method here participant rate is high.

Research Methods and Statistics in Psychology Sixth Edition, Hugh Coolican, Designing and Conducting Interviews, Richard A. Krueger
9. Provides Spontaneity
The interviewer may come across information, which is most spontaneous.
• Interviewer can remould the questions, change the language according to knowledge, educational
background of the respondent.
• Many people do not want to answer questionnaires due to time constraints but at the same time they
may very willingly face the interview session. It takes less effort and time of the respondent.

10. Specific
Specific data related directly to research topic is easy to obtain.
Allows researcher to collect people’s ideas, opinions, values and beliefs about a certain topic.

Research Methods and Statistics in Psychology Sixth Edition, Hugh Coolican, Designing and Conducting Interviews, Richard A. Krueger
 LIMIT A T I ON S OF
IN T E R V IE W M E T HO D
 LIMITATIONS
• (1) IN TERMS OF COST, ENERGY AND TIME, THE INTERVIEW
APPROACH POSES A HEAVY DEMAND. THE TRANSPORTATION COST
AND THE TIME REQUIRED TO COVER ADDRESSES IN A LARGE AREA
AS ALSO POSSIBILITY OF NON-AVAILABILITY OR ‘NOT AT HOME’, MAY
MAKE THE INTERVIEW METHOD UNECONOMICAL AND OFTEN
INOPERABLE.

• (2) THE EFFICACY OF INTERVIEWS DEPENDS ON A THOROUGH

TRAINING AND SKILL OF INTERVIEWERS AS ALSO ON A RIGOROUS
SUPERVISION OVER THEM. FAILING THIS, DATA RECORDED MAY BE
INACCURATE AND INCOMPLETE.

• (3) THE HUMAN EQUATION MAY DISTORT THE RETURNS. IF AN

INTERVIEWER HAS A CERTAIN BIAS, HE MAY UNCONSCIOUSLY
DEVISE QUESTIONS SO AS TO SECURE CONFIRMATION OF HIS VIEWS.

https://www.yourarticlelibrary.com/social-research/the-interview-method-advantages-and-limitations-social-research/92801
• (4) THE PRESENCE OF THE INTERVIEWER ON THE SPOT MAY
OVER STIMULATE THE RESPONDENT, SOMETIMES EVEN TO THE
EXTENT THAT HE MAY GIVE IMAGINARY INFORMATION JUST
TO MAKE IT INTERESTING. HE MAY TELL THINGS ABOUT
WHICH HE MAY NOT HIMSELF BE VERY SURE.SOME FEAR OF
THIS INFORMATION BEING USED AGAINST HIM MAY GRIP HIM.

• (5) IN THE INTERVIEW METHOD, THE ORGANIZATION

REQUIRED FOR SELECTING, TRAINING AND SUPERVISING A
FIELD STAFF IS MORE COMPLEX.

• (6) IT IS THE USUAL EXPERIENCE THAT COSTS PER INTERVIEW

ARE HIGHER WHEN FIELD INVESTIGATORS ARE EMPLOYED.
THIS IS ESPECIALLY SO WHEN THE AREA TO BE COVERED IS
WIDELY SPREAD OUT.
• (7) THE PERSONAL INTERVIEW USUALLY
TAKES MORE TIME. SOMETIMES, THE
INTERVIEW LASTS FOR HOURS ON END
AND THE INTERVIEWER CANNOT CHECK
THE FREE FLOW OF THE RESPONDENT’S
REPLIES FOR FEAR THAT IT MAY DISRUPT
THE ‘RAPPORT.’ ADDED TO THIS IS THE
TIME SPENT FOR JOURNEYS TO AND FRO
TO THE ADDRESSES AND THE
POSSIBILITY OF NOT ALWAYS BEING
ABLE TO MEET THEM.
 HA T K IN D O F K N O W L E D G E
W
INTERVIEW E R S A I M T O
PRODUCE
GOALS OF INTERVIEWERS
•.IS THE CANDIDATE A PERSON OF GOOD CHARACTER WHO WILL EXHIBIT THE
NECESSARY LEVEL OF PROFESSIONALISM?

•. DOES THE INDIVIDUAL HAVE THE KNOWLEDGE AND SKILLS NEEDED TO DO

THE JOB OR CAN HE/SHE BE TRAINED IN A REASONABLE AMOUNT OF TIME?

•. IS THE INDIVIDUAL A GOOD FIT FOR THE POSITION SO HE/SHE AND REST OF
THE TEAM WILL BE HAPPY AND PRODUCTIVE?

•. IS THE INDIVIDUAL LIKELY TO BECOME A GOOD, LONG-TERM EMPLOYEE OF

THE COMPANY OR ORGANIZATION?
REFERENCE- HALL, S. M. (2019, SEPTEMBER 29). GOALS OF INTERVIEW. ENGINEERING CAREER SERVICES.
HTTPS://WWW.ENGINEERING.IASTATE.EDU/.../INTERVIEWING-GUIDE-FOR-ENGINEERS
MAIN FOCUS OF INTERVIEWER
• 1. INTERVIEW GIVES AN OPPORTUNITY TO THE INTERVIEWER TO KNOW ABOUT THE APPLICANT. VERIFIES
QUALITY AND ACCURACY OF INFORMATION OBTAINED THROUGH APPLICATION FORM AND TESTS.

• 2. INTERVIEW HELPS TO OBTAIN ADDITIONAL INFORMATION FROM THE CANDIDATES AS REQUIRED BY THE
JOB.

• 3. VERIFIES THE CANDIDATE HAS WRITTEN IN THE CV ARE THE MAIN POINTS. WHAT OTHER ADDITIONAL
SKILL SET DOES HE HAVE? ALL THESE ARE KNOWN BY CONDUCTING INTERVIEWS.

• 4. GIVES THE CANDIDATE NECESSARY FACTS AND INFORMATION ABOUT THE JOB, ORGANIZATION POLICIES,
PRODUCTS MANUFACTURED AND SO FORTH.

• 5. IT NOT ONLY GIVES THE INTERVIEWER INFORMATION ABOUT THE CANDIDATE’S TECHNICAL KNOWLEDGE
BUT ALSO GIVES AN INSIGHT INTO HIS MUCH NEEDED CREATIVE AND ANALYTICAL SKILLS.

• 6. INTERVIEW HELPS TO ESTABLISH MUTUAL UNDERSTANDING BETWEEN THE COMPANY AND CANDIDATES.
ALSO CREATE A GOOD IMAGE OF THE COMPANY, AMONG APPLICANTS.

• 7. INTERVIEW BENEFICIAL FOR THE INTERVIEWER AND THE INTERVIEWEE AS INDIVIDUALS, BECAUSE BOTH
OF THEM GAIN EXPERIENCE, BOTH PROFESSIONALLY AND PERSONALLY.

• 8. INTERVIEW HELPS THE CANDIDATE TO ASSESS HIS CREATIVE AND ANALYTICAL SKILLS AND KNOW WHERE
HE LACKS AND THE PLACES WHERE HE NEEDS IMPROVEMENT.
REFERENCE- MORAN, A., & TONER, J. (2017). A CRITICAL INTRODUCTION TO SPORT PSYCHOLOGY (3RD ED.). ROUTLEDGE.
PERIODS OF
INTERVIEW

PRE-INTERVIEW
THE INTERVIEW
POST INTERVIEW

REFERENCE- MORAN, A., & TONER, J. (2017). A

CRITICAL INTRODUCTION TO SPORT
PSYCHOLOGY (3RD ED.). ROUTLEDGE.
T E CHN IQ U E S OF
INTER V I E W IN G
QUESTION AND
QUESTIONING
TECHNIQUE
• INTERVIEWERS USE QUESTIONS TO EXTEND THE RANGE
AND DEPTH OF THE INTERVIEW.
• IT STIMULATES AND ENERGIZE THE INTERVIEWEE TO
SHARE BOTH FACTUAL AND AFFECTIVE INFORMATION.
• IT ENCOURAGES INTERVIEWEE TO TELL THEIR STORY
AND ELABORATE WHAT THEY ARE SAYING .
• THERE ARE USUALLY 6 TOPICS WHICH ARE IDENTIFIED
SUCH AS BEHAVIORS , OPINIONS , FEELINGS ,
KNOWLEDGE , SENSORY,
BACKGROUND/DEMOGRAPHICS.
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER
26). TECHNIQUES OF INTERVIEW. EGYANKOSH.
HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/
58747/1/UNIT3.PDF
This Photo by Unknown Author is licensed under CC BY-SA-NC
TYPES OF QUESTIONS

1. OPEN QUESTIONS: THESE QUESTIONS ARE USEFUL IN ELICITING INFORMATION AND ENCOURAGING CLIENTS’ INVOLVEMENT.

2. HYPOTHETICAL QUESTIONS: THESE ARE OPEN QUESTIONS WHICH INVITE THE CLIENT TO SPECULATE ABOUT THEIR OWN AND
OTHER’S THOUGHTS, FEELINGS AND BEHAVIORS.

3. CIRCULAR QUESTIONS: THESE QUESTIONS ARE OFTEN USED IN FAMILY THERAPY AND SOCIAL CASE WORK WITH FAMILIES,
WITH INVOLUNTARY OR UNWILLING CLIENTS.

4. SEEKING EXPLANATION: IT SUGGESTS HOW DIFFERENT OBSERVATIONS MIGHT BE LINKED AND CONNECTED; IT OFFERS
POSSIBLE CAUSAL RELATIONSHIPS BETWEEN ONE EVENT AND ANOTHER.

5. PROBING/CLARIFYING QUESTIONS: THESE ARE OPEN OR CLOSED QUESTIONS THAT SERVE TO BUILD ON THE PERSON’S
PREVIOUS ANSWERS, COMMENTS AND RESPONSES.

6. SCALING QUESTIONS: INVOLVE USING SIMPLE MATHEMATICAL VALUES IN A RELATIVE WAY, TYPICALLY FROM ONE TO TEN,
WHERE A CLIENT ASCRIBES A MATHEMATICAL VALUE TO DESCRIBE THE LEVEL OF INTENSITY REGARDING AN AFFECT, A
BEHAVIOR, A THOUGHT, OR ANY OTHER RELATED QUERY.
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER 26). TECHNIQUES OF INTERVIEW. EGYANKOSH. HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/58747/1/UNIT3.PDF
• PARAPHRASING • SUMMARIZING
IN PARAPHRASING, THE ESSENCE OF THE CLIENT’S STATEMENT IS SUMMARIES ARE ESSENTIALLY LONGER PARAPHRASES.
RESTATED, THOUGH IT IS A SELECTIVE RESTATEMENT OF THE MAIN
USING THEM ENABLES THE WORKER TO BRING TOGETHER
IDEAS WITH WORDS RESEMBLING THOSE USED BY THE CLIENT
SALIENT ASPECTS OF THE SESSION IN AN ORGANIZED WAY.
BUT NOT THE SAME.
IT DOES NOT INCLUDES WORKER’S HYPOTHESES.
ITS MAIN PURPOSE IS I) TO ENSURE THAT WE HAVE GRASPED THE
SENSE AND MEANING OF WHAT IS BEING COMMUNICATED; II) TO SUMMARIZING IS A USEFUL WAY TO I) CLARIFY CONTENT
COMMUNICATE CORE VALUES OF ACCEPTANCE, UNDERSTANDING, AND FEELINGS; II) REVIEW THE WORK; III) CLOSE AN
AND ACTIVE LISTENING; III) TO BUILD TRUSTING RELATIONSHIP; INTERVIEW SESSION; IV) TO OPEN A NEW SESSION BY
AND IV) TO GATHER ACCURATE INFORMATION. SUMMARIZING THE PREVIOUS SESSION; V) TO PRIORITIES
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER
AND FOCUS ON SIGNIFICANT ISSUES; AND VI) TO MOVE
26). TECHNIQUES OF INTERVIEW. EGYANKOSH. FORWARD IN THE INTERVIEW PROCESS OR ACHIEVE
HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/58747/1/UNI TRANSITION OR CHANGE IN FOCUS.
T3.PDF
 CLIENTS’ COMMUNICATIONS ABOUT
THEIR CONCERNS OR SITUATION ARE
Reflective Techniques Reflecting Feelings
OFTEN LOADED WITH OPEN OR COVERT
CLIENTS’ COMMUNICATIONS ABOUT THEIR CONCERNS OR EMOTIONAL OVERTONES.
SITUATION ARE OFTEN LOADED WITH OPEN OR COVERT
EMOTIONAL OVERTONES.
BEING ABLE TO CATCH THE FEELINGS
UNDERLYING AN APPARENTLY FACTUAL
BEING ABLE TO CATCH THE FEELINGS UNDERLYING AN
APPARENTLY FACTUAL STATEMENT ENHANCES RAPPORT STATEMENT ENHANCES RAPPORT WITH
WITH THE CLIENT AND CONFIRMS YOUR UNDERSTANDING THE CLIENT AND CONFIRMS YOUR
OF THE CLIENT’S ACCOUNT OF HIS EXPERIENCES. UNDERSTANDING OF THE CLIENT’S
SOMETIMES, THE WORDS USED DENOTE FEELING STATES, ACCOUNT OF HIS EXPERIENCES.
THOUGH IT IS NOT THE CASE. THE WORKER NEEDS TO
ACCURATELY DECIPHER WHAT THE CLIENT IS ACTUALLY . SOMETIMES, THE WORDS USED
CONVEYING. DENOTE FEELING STATES, THOUGH IT IS
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER 26). TECHNIQUES NOT THE CASE. THE WORKER NEEDS TO
OF INTERVIEW. EGYANKOSH.
ACCURATELY DECIPHER WHAT THE
HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/58747/1/UNIT
3.PDF CLIENT IS ACTUALLY CONVEYING.
 SUPPORTIVE
TECHNIQUE
THE CLIENT WHO SEEKS HELP FROM OF THE
PROFESSIONAL IS OFTEN AT THE LOW END OF HIS
CONFIDENCE.
HE HAS A SENSE OF FAILURE, INADEQUACY,
FEELING OF BEING A VICTIM OF
CIRCUMSTANCES AND BEING ALONE IN HIS
STRUGGLES OF LIFE.
SUPPORTIVE TECHNIQUES NOT ONLY GIVE A NEW
LEASE OF LIFE TO THE CLIENT BUT ALSO IT
ESTABLISHES TRUSTING RELATIONSHIP, AND
MOTIVATE THE CLIENT TO ENGAGE IN THE
PROBLEM-SOLVING OR CHANGE PROCESS.
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER
26). TECHNIQUES OF INTERVIEW. EGYANKOSH.
HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/58747/1
/UNIT3.PDF
 TYPES OF SUPPORTIVE TECHNIQUE
SUPPORTING:THIS TECHNIQUE DEMONSTRATES THE WORKER’S ACTIVE APPROVAL OF THE CLIENT’S QUALITIES
AND ACHIEVEMENTS. THE PSYCHOLOGICAL SAFETY OF A GOOD RELATIONSHIP AND THE WORKER’S ATTITUDE
(CORE CONDITIONS) ARE IN THEMSELVES SUPPORTIVE.

ENCOURAGING: THERE ARE VERBAL AND NONVERBAL WAYS OF ENCOURAGING THE CLIENT TO CONTINUE TO
SHARE HIS OR HER THOUGHTS, FEELINGS OR BEHAVIOR'S. IT ALSO IS A WAY TO TELL THE CLIENT THAT IT IS OK TO
TAKE HIS TIME, AND THAT THE WORKER IS WITH HIM IN THIS JOURNEY FOR EXPLORATION.
NORMALIZATION: NORMALIZATION ATTEMPTS TO REFRAME THE CLIENT’S PROBLEM SITUATIONS AS BEING
COMMON TO ALL PERSONS. THE NORMALIZATION STATEMENT ALSO CONTAINS THE WORKER’S IMPLICIT
ACCEPTANCE OF THE CLIENT.
ASSURANCE AND REASSURANCE: ASSURANCE AND REASSURANCE COVER ANYTHING THAT THE WORKER DOES TO
INCREASE CLIENT’S SENSE OF CONFIDENCE. ASSURANCE INVOLVES FOCUSING ON THE STRENGTHS OF THE CLIENT
RATHER THAN ON THEIR LIMITATIONS; ON THEIR COPING EFFORTS IN THE PAST OR IN OTHER SITUATIONS RATHER
THAN ON THEIR CURRENT SENSE OF INADEQUACY AND FAILURE. HOWEVER, ASSURANCE SHOULD BE GROUNDED IN
SOME LOGICAL AND FACTUAL BASES AND NOT IN UNREALISTIC OPTIMISM.
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER 26). TECHNIQUES OF INTERVIEW. EGYANKOSH. HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/58747/1/UNIT3.PDF
 INTERVENTIVE AND
CHANGE-ORIENTED
TECHNIQUES
INTERVENTIVE TECHNIQUES ARE THOSE
ACTIONS OF THE CLIENT WHICH FACILITATE
i) CHANGE IN THE CLIENT’S BEHAVIOR AND
PERCEPTIONS AND INTERNAL RESOURCES
ii) CHANGE OR MODIFICATION IN SOCIAL
ENVIRONMENT OR DIFFICULT SITUATION
SO AS TO REDUCE OR REMOVE ITS
DEBILITATING IMPACT ON CLIENT’S
SOCIAL FUNCTIONING;
iii) MOBILIZATION OF COMMUNITY
RESOURCES.
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER
26). TECHNIQUES OF INTERVIEW. EGYANKOSH.
HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/5874
7/1/UNIT3.PDF
TYPES OF INTERVENTIVE AND CHANGE ORIENTED TECHNIQUES

• INFORMATION GIVING THIS TECHNIQUE INVOLVES GIVING INFORMATION THAT IS CLEAR AND USEFUL AND PREPARING AND
GUIDING THE CLIENT IN HOW TO USE IT.

• ADVISING IS A FORM OF DIRECTIVE BUT IT SHOULD NOT BE SEEN AS A COMMAND OR DEMAND. ADVICE IS PERCEIVED AS THE
SOLUTION TO THE CLIENT’S PROBLEM.

• INTERPRETATION INTERPRETATIONS ARE EXPLANATIONS OF, OR INSIGHTS INTO, A SITUATION. THEY ARE ATTEMPTS TO IMPART
MEANING ABOUT A CLIENT’S BEHAVIOR BASED ON COUNSELLOR’S OBSERVATIONS AND UNDERSTANDING.

• DIRECTIVES ARE INSTRUCTIONS GIVEN TO THE CLIENT – TELLING THE CLIENT WHAT TO DO. TIMING IN GIVING A DIRECTIVE IS
IMPORTANT – WHEN A SPECIFIC PIECE OF ACTION IS INDICATED AND WHEN THE CLIENT IS READY
DEFAMING IS AN ATTEMPT OF THE WORKER TO CHALLENGE CERTAIN NEGATIVE BELIEFS OF THE CLIENT WITHOUT BEING PREACHY.
REFERNCE- KUMAR, S. M. (2014, SEPTEMBER 26). TECHNIQUES OF INTERVIEW. EGYANKOSH.
HTTP://EGYANKOSH.AC.IN/BITSTREAM/123456789/58747/1/UNIT3.PDF