Define the word interview

From Wikipedia, the free encyclopedia

An interview is a structured conversation where one participant asks questions, and the other provides answers.^[1] In common parlance, the word «interview» refers to a one-on-one conversation between an interviewer and an interviewee. The interviewer asks questions to which the interviewee responds, usually providing information. That information may be used or provided to other audiences immediately or later. This feature is common to many types of interviews – a job interview or interview with a witness to an event may have no other audience present at the time, but the answers will be later provided to others in the employment or investigative process. An interview may also transfer information in both directions.

Interviews usually take place face-to-face, in person, but the parties may instead be separated geographically, as in videoconferencing^[2] or telephone interviews. Interviews almost always involve spoken conversation between two or more parties. In some instances a «conversation» can happen between two persons who type their questions and answers.

Interviews can be unstructured, free-wheeling and open-ended conversations without predetermined plan or prearranged questions.^[3] One form of unstructured interview is a focused interview in which the interviewer consciously and consistently guides the conversation so that the interviewee’s responses do not stray from the main research topic or idea.^[4] Interviews can also be highly structured conversations in which specific questions occur in a specified order.^[5] They can follow diverse formats; for example, in a ladder interview, a respondent’s answers typically guide subsequent interviews, with the object being to explore a respondent’s subconscious motives.^[6][7] Typically the interviewer has some way of recording the information that is gleaned from the interviewee, often by keeping notes with a pencil and paper, or with a video or audio recorder. Interviews usually have a limited duration, with a beginning and an ending.

The traditionally two-person interview format, sometimes called a one-on-one interview, permits direct questions and follow-ups, which enables an interviewer to better gauge the accuracy and relevance of responses. It is a flexible arrangement in the sense that subsequent questions can be tailored to clarify earlier answers. Further, it eliminates possible distortion due to other parties being present.

Face to face interviewing helps both parties to interact and form a connection, and understand the other.^[8] Further, face to face interview sessions can be more enjoyable.^[8]

Contexts[edit]

Interviews can happen in a wide variety of contexts:

• Employment. A job interview is a formal consultation for evaluating the qualifications of the interviewee for a specific position.^[9][10] One type of job interview is a case interview in which the applicant is presented with a question or task or challenge, and asked to resolve the situation.^[11] Candidates may be treated to a mock interview as a training exercise to prepare the respondent to handle questions in the subsequent ‘real’ interview. A series of interviews may be arranged, with the first interview sometimes being a short screening interview, followed by more in-depth interviews, usually by company personnel who can ultimately hire the applicant. Technology has enabled new possibilities for interviewing; for example, video telephony has enabled inteviewing applicants from afar.
• Psychology. Psychologists use a variety of interviewing methods and techniques to try to understand and help their patients. In a psychiatric interview, a psychiatrist or psychologist or nurse asks a battery of questions to complete what is called a psychiatric assessment. Sometimes two people are interviewed by an interviewer, with one format being called couple interviews.^[12] Criminologists and detectives sometimes use cognitive interviews on eyewitnesses and victims to try to ascertain what can be recalled specifically from a crime scene, hopefully before the specific memories begin to fade in the mind.^[13][14]
• Marketing and Academic. In marketing research and academic research, interviews are used in a wide variety of ways as a method to do extensive personality tests. Interviews are the most used form of data collection in qualitative research.^[4] Interviews are used in marketing research as a tool that a firm may utilize to gain an understanding of how consumers think. Consumer research firms sometimes use computer-assisted telephone interviewing to randomly dial phone numbers to conduct highly structured telephone interviews, with scripted questions and responses entered directly into the computer.^[15]
• Journalism and other media. Typically, reporters covering a story in journalism conduct interviews over the phone and in person to gain information for subsequent publication. Reporters also interview government officials and political candidates for broadcast.^[16] In a talk show, a radio or television «host» interviews one or more people, with the topic usually chosen by the host, sometimes for the purposes of entertainment, sometimes for informational purposes. Such interviews are often recorded.
• Other situations. Sometimes college representatives or alumni conduct college interviews with prospective students as a way of assessing a student’s suitability while offering the student a chance to learn more about a college.^[17] Some services specialize in coaching people for interviews.^[17] Embassy officials may conduct interviews with applicants for student visas before approving their visa applications. Interviewing in legal contexts is often called interrogation. Debriefing is another kind of interview.

Blind interview[edit]

In a blind interview the identity of the interviewee is concealed so as to reduce interviewer bias. Blind interviews are sometimes used in the software industry and are standard in orchestral auditions. Blind interviews have been shown in some cases to increase the hiring of minorities and women.^[18]

Interviewer bias[edit]

The relationship between the interviewer and interviewee in research settings can have both positive and negative consequences.^[19] Their relationship can bring deeper understanding of the information being collected, however this creates a risk that the interviewer will be unable to be unbiased in their collection and interpretation of information.^[19] Bias can be created from the interviewers perception of the interviewee, or from the interviewee’s perception of the interviewer.^[19] Additionally, a researcher can bring biases to the table based on the researcher’s mental state, their preparedness for conducting the research, and the researcher conducting inappropriate interviews.^[20] Interviewers can use various practices known in qualitative research to mitigate interviewer bias. These practices include subjectivity, objectivity, and reflexivity. Each of these practices allows the interviewer, or researcher, the opportunity to use their bias to enhance their work by gaining a deeper understanding of the problem they are studying.^[21]

See also[edit]

• Repertory grid interview
• In research
  • Telephone interview
  • Computer assisted telephone interviewing
  • Interview (research)
  • Knowledge transfer
  • Online interview
  • Mall intercept interview
  • Qualitative research interview
  • Structured interview
  • Unstructured interview
• In journalism and media
  • Interview (journalism)
  • Talk show
• In other contexts
  • College interview
  • Reference interview, between a librarian and a library user

References[edit]

The interview is a commonly used data collection method for hiring employees to interrogate witnesses. We have faced interviews all the time. But can you define and understand its meaning? And can we even tell which types of interviews we faced?

Definition of Interview

An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries.

Gary Dessler states, “Interview is a selection procedure designed to predict future job performance based on applicants’ responses to oral inquiries.”

An interview is a face-to-face conversation between the interviewer and the interviewee, where the interviewer seeks replies from the interviewee for choosing a potential employee.

Meaning of Interview

The interview is the most critical component of the entire selection process, designed to decide if an individual should be interviewed further, hired, or eliminated from consideration. It serves as the primary means to collect additional information on an applicant and the basis for assessing an applicant’s job-related knowledge, skills, and abilities.

10 Types of Interview

Ten types of interviews;

Unstructured (Non-directive) Interview

In unstructured interviews, there is generally no set format to follow, so that the interview can take various directions. The lack of structure allows the interviewer to ask follow-up questions and pursue points of interest as they develop.

An unstructured interview is an interview where probing, open-ended questions are asked. It involves a procedure where different questions may be asked to different applicants.

Structured (Directive) Interview

In structured interviews, the interviewer lists the questions and acceptable responses in advance and may even rate and score possible answers for appropriateness.

An interview consisting of a series of job-related questions asked consistently of each applicant for a particular job is known as a structured interview.

A structured interview typically contains four types of questions.

• Situational questions: Pose a hypothetical job situation to determine what the applicant would do.
• Job knowledge questions: Probe the applicant’s job-related knowledge.
• Job-sample simulation questions: Involve situations where an applicant may be required to perform a sample task from the job.
• Worker requirements questions: Seek to determine the applicant’s willingness to conform to the job requirements.

Situational Interview

In a situational interview, you ask the candidate what his or her behavior would be in a given situation.

Candidates are interviewed about what actions they would take in various job-related situations. Situational interviews ask interviewees to describe how they would react to a hypothetical situation today or tomorrow.

Behavioral Interview

In a behavioral interview, you ask applicants to describe how they reacted to actual situations in the past.

Candidates are asked what actions they have taken in prior job situations similar to situations they may encounter on the job. The interviewers are then scored using a scoring guide constructed by job experts.

This structured interview uses questions designed to probe the candidate’s past behavior in specific situations.

This technique involves asking all interviewees standardized questions about how they handled past situations similar to situations they may encounter on the job.

The interviewer may also ask discretionary probing questions for details of the situation, the interviewee’s behavior, and the outcome.

The interviewee’s responses are then scored with behaviorally anchored rating scales.

In a job-related interview, the interviewer asks applicants questions about relevant past experiences.

It is a series of job-related questions that focus on relevant past job-related behaviors. The questions here don’t revolve around hypothetical or actual situations scenarios.

Instead, the interviewer asks job-related questions such as, “Which courses did you like best in business school?”

Stress Interview

In a stress interview, the interviewer seeks to make the applicant uncomfortable with occasionally rude questions.

The aim is supposedly to spot sensitive applicants and those with low or high-stress tolerance.

Stress interviews may help unearth hypersensitive applicants who might overreact to mild criticism with anger and abuse.

It intentionally creates anxiety to determine how an applicant will react to stress on the job.

Panel Interview (Board Interview)

A panel interview, also known as a board interview, is conducted by a team of interviewers who interview each candidate and then combine their ratings into a final score.

Here one candidate is interviewed by several representatives of the firm. This technique entails the job candidate giving oral responses to job-related questions asked by a panel of interviewers.

Check out our articles on how oral communication is effective and where it fails.

Each panel member then rates each interviewee on work history, motivation, creative thinking, and presentation.

The scoring procedure for oral interview boards has typically been subjective; thus, it would be subject to the personal biases of those sitting on the board.

This technique may not be feasible for jobs where many applicants must be interviewed.

One-On-One Interview

In a one-on-one interview, one interviewer meets one candidate. In a typical employment interview, the applicant meets one-on-one with an interviewer.

As the interview may be a highly emotional occasion for the applicant, meeting alone with the interviewer is often less threatening.

Mass Interview (Group Interview)

The mass/group interview is a relatively new technique in the west and is almost unknown. It is a procedure for the discovery of leadership.

Several job applicants are placed in a leaderless discussion, and interviewers sit in the background to observe and evaluate the performance of the candidates.

In a mass/group interview, the panel interviews several candidates simultaneously. The panel poses a problem and then watches to see which candidate takes the lead in formulating an answer.

Phone Interview

Employers do some interviews entirely by These can be more accurate than face-to-face interviews for judging an applicant’s conscientiousness, intelligence, and interpersonal skills.

Neither party needs to worry about appearance or handshakes, so each can focus on substantive answers.

Or perhaps candidates – somewhat surprised by an unexpected call from the recruiter – give more spontaneous answers.

How Can Interviews Be Administered?

Interviews can also be administered in various ways that are discussed below:

Personal Interview

Personal interviews are one-on-one, in which the candidate meets privately with a single interviewer.

Often a well-qualified candidate will pass through a series of such interviews, first with a member of the human resources department, then with the manager in whose unit there is a job opening, and finally, perhaps with the manager’s superior.

The rest of this section focuses primarily on the one-on-one scenario.

Unstructured Sequential Interview

It is an interview in which each interviewer forms an independent opinion after asking different questions.

Structured Sequential Interview

It is an interview in which each interviewer rates the candidates on a standard evaluation form. The top-level manager then reviews and compares the evaluations before deciding who to hire.

The group interview

Several candidates are interviewed at once.

Generally, they can discuss job-related matters while one or more observers rate their performance.

This type of interview is usually considered most appropriate in selecting managers; it can also be used with groups of current employees to evaluate their potential for supervisory roles.

Panel Interview

One candidate meets with a panel of two or more firm representatives. One panelist may act as a chairperson, but each of the firm’s representatives participates in the questioning and discussion.

This format allows the interviewers to coordinate their efforts and follow up with each other’s questions.

Computer-assisted Interview

The applicant is presented with a series of questions on a video screen to which he/she responds by pressing the appropriate key on a keyboard.

Preliminary experience suggests that the procedure is faster than face-to-face interviews, that applicants are more candid, and overcomes the lack of consistency between interviewers.

This approach cannot assess emotional responses or interpersonal skills. But it has promise as a helpful additional tool in the selection process.

Programming and development costs appear to be the most practical choice when fairly large candidates are interviewed for a given job.

interview is a conversation between two or more people (the interviewer and the interviewee) where questions are asked by the interviewer to obtain information from the interviewee. Interviews can be divided into two rough types, interviews of assessment and interviews for information. Assessment interviews are generally carried out in the context of job placement or therapeutic settings. Information interviews are the method of research common in the social sciences, as well as a significant source of news and entertainment for the mass media.

In all cases, interviews involve a social interaction between two or more people, and communication of ideas, emotions, thoughts, and so forth between them. When the individuals involved maintain a harmonious relationship, with trust and honesty on both sides, and a desire to understand and appreciate the point of view and knowledge of the other, an interview is a very effective communication device. Unfortunately, self-centered people have abused this situation for their own gain, at the expense of the other party.

Definition

An interview is a meeting in which one person learns information from another. The word comes from the French entrevue, meaning «to see each other, visit each other briefly, [or] have a glimpse of.»^[1]

Types

Interviews are used to achieve a number of different ends including job placement, academic research, and crime solving.

Assessment

The most common type of interview for assessment is a job interview between an employer and an applicant. The goal of such an interview is to assess a potential employee to see if he/she has the social skills and intelligence suitable for the workplace. Similar interviews are also used for admissions to schools, allotment of grants, and other areas.

In most developed countries, rules and regulations govern what can be asked in these interviews. Highly personal questions and those unrelated to the job at hand are forbidden, as are questions which invite discrimination. However some interviewers tend to ask such questions in order to see how the interviewee reacts and if (s)he is able to elegantly avert the question.

Such interviews can be brief fifteen-minute affairs or they can stretch for many hours even over a series of days. McMaster University and other institutions have begun admitting medical students based upon Multiple Mini-Interviews. Multiple Mini-Interviews involve having each candidate rotate through a series of 10-12 short «stations.» Each station requires the candidate to perform a task. A score is assigned by an observer to each performance and the total score determines the standing of the candidate. Research on the Multiple Mini-Interview has suggested it is more reliable than traditional panel-based interviews, as interviewer biases and unusual performances on the part of the candidate get diluted among a larger sample of behaviors.^[2]

Multiple rounds of job interviews may be used where there are many candidates or the job is particularly challenging or desirable; earlier rounds may involve fewer staff from the employers and will typically be much shorter and less in-depth. A common initial interview form is the phone interview, a job interview conducted over the telephone. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides.

Behavioral interview

A common type of job interview in the modern workplace is the behavioral interview or behavioral event interview. In this sort of interview, the interviewers tend to ask questions about general situations, with the candidate asked to describe how they did or would handle a specific problem. A bad hiring decision can be immensely expensive—cost of the hire, training costs, severance pay, loss of productivity, impact on morale, cost of re-hiring, and so forth. Structured selection techniques have a better track record of identifying the soundest candidate than the old-style «biographical» interview. Typical behavioral interview questions include:

• «Describe a time you had to work with someone you didn’t like.»
• «Tell me about a time when you had to stick by a decision you had made, even though it made you very unpopular.»
• «How would you handle a boss you suspected of performing unethical actions?»
• «Would you describe yourself as an innovative person? Give us an example of something particularly innovative that you have done that made a difference in the workplace.»
• «What was the last time you were late with a project?»

The goal of the interview is to assess the candidate’s ability to respond to the sorts of situations that the job may present them with. The questions asked will therefore be based on the job description, the performance indicators, the skills/personal qualities required and the interviewer’s knowledge of operating in the role. Questioning will either be hypothetical («how would you deal with situation X?») or based on historical examples from the interviewee’s current or previous experience («when situation X arose, how did you deal with it?»). Either way, the interviewer is interested the thought process used and the values of the candidate and the outcome of the situation.

Stress interview

Stress interviews are interviews used to test a candidate’s ability to think quickly by asking unnerving questions. There are two types of stress interviews.

One type of stress interview is where the employer uses a succession of interviewers (one at a time or en masse) whose mission is to intimidate the candidate and keep him/her off-balance. The ostensible purpose of this interview: To find out how the candidate handles stress. Stress interviews might involve testing applicant’s behavior in a busy environment. Questions about handling work overload, dealing with multiple projects, and handling conflict are typical.

Another type of stress interview may involve only a single interviewer who behaves in an uninterested or hostile style. For example, the interviewer may not give eye contact, may roll their eyes or sigh at the candidate’s answers, interrupt, turn his back, take phone calls during the interview, and ask questions in a demeaning or challenging style. The goal is to assess how the interviewee handles pressure or to purposely evoke emotional responses. This technique was also used in research protocols studying Stress and Type A (coronary-prone) Behavior because it would evoke hostility and even changes in blood pressure and heart-rate in study subjects. The key to success for the candidate is to de-personalize the process. The interviewer is acting a role, deliberately and calculatedly trying to «rattle the cage.» Once the candidate realizes that there is nothing personal behind the interviewer’s approach, it is easier to calmly handle the questions.

Example stress interview questions:

• Sticky situation: «If you caught a colleague cheating on his expenses, what would you do?»
• Putting you on the spot: «How do you feel this interview is going?»
• Popping the balloon: «(deep sigh) Well, if that’s the best answer you can give … (shakes head) Okay, what about this one …?»
• Oddball question: «What would you change about the design of the hockey stick?»
• Doubting your veracity: «I don’t feel like we’re getting to the heart of the matter here. Start again—tell me what really makes you tick.»

Candidates may also be asked to deliver a presentation as part of the selection process. The «Platform Test» method involves having the candidate make a presentation to both the selection panel and their competitors for the job. This is obviously highly stressful and is therefore useful as a predictor of how the candidate will perform under similar circumstances on the job. Academic, Training, Airline, Legal, and Teaching selection processes frequently involve presentations of this sort.

Information

The second class of interviews are those seeking to gather information about a subject. These types of interviews are central to the practices of journalism and instructional design. Such interviews are also important to any non-fiction writer or researcher. In general, the quotes and information gathered in these interviews are used in a publication or edited for broadcast.

Such interviews occur only because the subjects have some interest in being interviewed. There are four main reasons why subjects agree to be interviewed:

• Ego—The desire to be on television and to have one’s opinions aired is a strong one-to-many. Many people enjoy talking about themselves and their lives.
• Publicity—Politicians and celebrities are dependent on publicity for their success and an interview is free advertising. As such, many subjects insist upon prominent mentions of their latest book or movie in the interview. Such promotional interviews are frequently required by contracts.
• Money—The issue of whether reporters should pay for interviews is a controversial one. Pundits and experts are almost always paid, and this is often an important source of income to them. Most media outlets have rules against paying eyewitnesses for interviews, in part because this only encourages the fabrication of fraudulent stories in the hopes of being paid. A major exception to this are some tabloids, especially British tabloids. Other media outlets often wine and dine sought after subjects and give them other such perks.
• Helpfulness—Many subjects agree to an interview simply to aid the reporter. This is true of most eyewitnesses and help explain why many famous individuals agree to grant interviews for items such as school papers.

Even after an interview has been granted the subject normally imposes conditions. Almost all interviews have a time limit. The greater the fame and importance of a subject, the more limitations they demand. These includes subject matters that are off limits, a veto over the final piece, or even a full list of questions provided in advance. Some politicians, notably Helmut Kohl (Germany), avoided giving interviews to the press, whereas many others consider this a necessary aspect of political campaigning.

There are several other rules to interviews. If a subject declares that what they say is «off the record» a reporter is not supposed to use such information. If material is «Background,» the material can be used but its source cannot be mentioned, if it is «deep background» then the information cannot be used on its own, and can only confirm information already obtained from another source. A subject may also declare that their comments should have no «attribution.» In such cases the name of the subject cannot be mentioned, but they should simply be referred to as «a source in ….»

These rules are unwritten and in the past reporters have broken them. However, if a journalist published material that was off the record they are unlikely to be able to use that source again. Moreover, news of such betrayals spreads and a reporter may have trouble with other sources.

The tone of an interviewer is also important. Tough interviewers that are honest and forthrightly pose important and difficult questions are appealing to audiences, but not to subjects. An interviewer that develops a reputation for such aggressiveness may soon find it difficult to convince subjects to sit for an interview. A subject that is offended during an interview may put an early halt to the discussion. Politicians, celebrities, and experts on certain subjects are frequently interviewed. Sometimes interviews are ended early (usually by the interviewee); one famous example is the interview of Charlton Heston by Michael Moore in the film Bowling for Columbine. Well known investigative journalists can often get interviews only under false pretenses. Conversely, an interviewer that asks only «soft» questions will lose the respect of audiences and colleagues.

Interviews with journalists/researchers are not necessarily antagonistic. Information interviews give the public glimpses into the lives of celebrities or other such people of note to whom they would not normally have access. Some examples of interviewers gaining access to difficult people include Dan Rather interviewing Saddam Hussein and Martin Bashir’s interview of Michael Jackson. Bashir came to wide prominence in 1995, when he interviewed (for the BBC’s Panorama) Diana, Princess of Wales about her failed marriage to the Prince of Wales.

The ideal interview is considered to be a face to face one. Most newspapers order reporters to specifically mention that an interview was conducted by telephone or e-mail.

Clinical

Clinical interviews are those conducted by doctors on their patients. This interview is done to assess a patient’s health or general mental well-being. Clinical interviews may involve some physical assessment as well. These interviews also do not necessarily have to be conducted with the patients themselves, as they are often too young; unable or unwilling to speak (such as a mother participating in the clinical interview of her toddler). Clinical interviews play an important role in the criminal justice system, as they are used to determine whether or not a defendant is criminally insane, and therefore not necessarily culpable in the eyes of many legal systems.

Scholarly research

A research interview is a structured social interaction between a researcher and a subject who is identified as a potential source of information, in which the interviewer initiates and controls the exchange to obtain quantifiable and comparable information relevant to an emerging or previously stated hypothesis.

Social research interviews are part of Qualitative research methods; there are many type of interview methods to use, but the most commonly used are structured, semi structured and unstructured interviews, although a structured interview comes more under Quantitative research methods, as it is more like a questionnaire.

Unstructured interviews involve the researcher asking few questions and letting the interviewee do most of the talking, to find out as much information as possible. This type of interview is also known as a «Life History» Interview and is the favored approach for a history researcher. It attempts to achieve a complete understanding of the interviewees point of view.

Semi-Structured Interviews are perhaps the most commonly used in qualitative social research. The researcher attempts to obtain certain information which can then be compared and contrasted with information from other interviews. The researcher may produce an interview schedule containing a list of questions the researcher will ask the interviewee.

Police

In a police setting, interviewing can be used to obtain information from a suspect, witness, or victim. Interviews can be conducted in a formal police station setting, or they can be conducted on the street or at someone’s home. An interview turns into an interrogation only once someone is taken into custody and there is suspicion that they have committed an offense.

Selling

A Selling interview usually follows several precise steps. It starts with questions to the prospective buyers about its situation and its needs. It is followed by a precise offer that is supposed to fit the motivations the prospect has expressed. Then the seller stresses the advantages of the offer, handles objections, and—if need be and when possible—adjusts the offer. It ends with an attempt to close the deal, which might entail some negotiation.

Notes

References

ISBN links support NWE through referral fees

• Daniels, Denise. Understanding Children: An Interview and Observation Guide for Educators. McGraw Hill, 2001. ISBN 0072481854
• Leanne, Shel. How to Interview Like a Top MBA: Job-Winning Strategies From Headhunters, Fortune 100 Recruiters, and Career Counselors. McGraw Hill, 2003. ISBN 007141827X
• Oliver, Vicky. 301 Smart Answers to Tough Interview Questions. Sourcebooks, 2005. ISBN 1402203853
• Turner, Tom. Behavioral Interviewing Guide: A Practical, Structured Approach For Conducting Effective Selection Interviews. Trafford Publishing, 2004. ISBN 1412042852
• Zendzian, Craig. Master the Interview: The Ultimate Guide to Law Enforcement Interviewing. Test Better Now. 2005. ISBN 0972001360

External links

All links retrieved March 4, 2018.

• The Interview Process by the Connecticut Department of Labor.