Interview Methods- Dr. Nitin

8/3/2019 Interview Methods- Dr. Nitin

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METHODS

SMBA-16:DR. NITIN CHAUDHARI


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Meaning and Definition:

An interview is a conversation betweentwo People (the interviewer and theinterviewee) where questions are askedby the interviewer to obtain informationfrom the interviewee.

Interview is not simply questions andanswers, but the responses reveal factsabout the quality of the person who isanswering the question.

The interview is a way to Share ideas,engage in dialogue, solve problems.Obtain peripheral information that may be associated with an analysis goal


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Objectives Of Interview:

Collecting information throughface-to-face contact.Collecting information about qualitative facts.Collecting additional information.

Features of Interview:Its the best method for getting

information about emotions.Useful for securing informationfrom persons at all levels.Method of inter-stimulation.Method of psychological study.


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Classification Of Interview:Interview basis on the form:

Formal or Structured Interview.Informal or Unstructured Interview

Interview on the basis of object:Clinical Interview Selection Interview Diagnostic Interview

Research Interview

Interview on the basis of numberof information or respondents:

G roup Interview

Individual Interview


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Over the years different techniques of interviewing have been designed;companies government organizations, autonomousbodies, and privateorganization shortlist candidates n various ways:

Sequential Interview Screening Interview Situational interview Stress Interview Panel or Board interview


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Sequential Interview:The candidates has to face several people, individually,in succession rather than facing them all in a group.

Each interviewer submits his report and the reports arecompared to arrive at the final decision.The sequential interview is useful if there are a numberof candidates to be interviewed for job .


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Screening Interview:Here the applicants

who do not have the

minimum requiredqualifications arefiltered out.

The screening interview may bedone face-to-face, by phone or some othermethod.


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Situational Interview:The attempt here is to simulatethe conditions under which the

job needs to be done.

A situation is hypothetically created and the candidates areasked to demonstrate his skillsand traits in dealing with thesituation.The Interviewer poses if andwhen questions to assess thecandidates reactions.Such interview consists of just two or three situationalquestions.


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Stress Interview:

This kind of interview tests a candidates mettleto find out how he would respond in difficult situations.In a stress interview, the chair person, after theinitial pleasantries, signals a panelist to beginthe interview.The candidate is subjected to stress by one of the following methods.

Being asked more than one questions at a time;Being asked further questions without being allowed adequate time to respond;Being questioned in an interrogatory toneand voice;Being asked an unrelated bunch of questions;Having his feelings provoked.


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Panel or Board interview:The is the most commonform of interview.

An interview panel is set up with members fromadministration, Finance,and management; subject-specific experts alsoinvited when necessary.The chair person of thepanel conducts theinterview with the help of the members and experts.


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Steps In Conducting Interview:IntroductionInforming the Purpose of Interview Beginning of Interview Free-talk AtmosphereHelp in CallResearch Value

QuestionsEncouragement Providing DirectionRecording the Interview

Closing the Interview


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Errors In Interview:

Emotional Spells

Communication gap

Interviewees Misguiding

Distorted Report by Interviewer


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Merits Of Interview:1. Possible to study events those are not open to

observationThere are events which are not known to anybody expect the respondent and which cannot be studiedthrough observation.

2. Possible to abstract factors like Attitude, Feelings,Emotions, and Reactions.

An interview helps to study abstract and intangiblepersonal factors like feelings, emotions, faith andbelief.

3. The information gathered is ReliableThe information is gathered through an interview isreliable if the technique adopted is pre-tested.

4. Useful for all segments populationsThe interview method is useful for all segments of the population, unlike a questionnaire which is usefulonly for the literate population.


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De-meritsOf Interview :1 The Data Collected is of Doubtful character

The possibility of the interview being biased orprejudiced makes, the data collected in an interview suspect.

2 Too much Dependence on memory Often, it is not possible for the interviewer to recordthings during an interview. He has to depend on hismemory which might not serve him well later.

3 Specified knowledge is always not possible4 Play of complexes

If the interviewee feels discomforted by certain

question, it colors his answers. And if he overlooked,his enthusiasm dampens.

5 Difference in the social background of the interviewerand the interviewee

As a result they may not agree on some points. Thisdifference violates the objective of collection of data.


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Interview Methods- Dr. Nitin