1 Outline 1 2 3 4 5 6
- Slides: 34
1 Outline 1. 2. 3. 4. 5. 6. Definition The interview as test Types of question Types of interview Principles of effective interviewing Problems the interviewer may face
2 1. Definition • An interview is a conversation with a purpose • Purpose: gathering information about the person being interviewed. • Outcome: data for description, evaluation, and prediction
3 2. The interview as test • Huffcutt et al. : • Employment interviews are not like other tests • Don’t tell us something specific • Designed to allow a conclusion – e. g. , should we hire this person? • Outcome: complex function of many dimensions
4 2. The interview as test • Huffcutt et al. (2001) • Meta-analysis • Reviewed 47 studies of the employment interview • Concluded that interviews tell us about: • Personality • Social skills • Mental ability
5 3. Types of question • • Open-ended Closed-ended
6 Open-ended questions • tailored to individual interviewee • cannot be answered specifically • responsive to what interviewee just said • interviewee decides what is important to discuss, which tells you something about them
7 Closed-ended questions • can be answered specifically • interviewee has to recall something • same questions for all interviewees
8 Comparison of the two types Open-ended • What kinds of cars do you like? • Tell me about your father Closed-ended • Do you like sports cars? • Is your father strict?
9 4. Types of interview • • Unstructured Semi-structured Group
10 Unstructured interviews • Questions follow from previous response – they’re not set ahead of time • Follow up with understanding responses to encourage more disclosure
11 Unstructured interviews • Advantages: • Lots of data • Unexpected things learned • Disadvantages: • subjective evaluation • may wander off topic • non-standardized – can’t be replicated
12 Structured interviews • same procedure for all interviewees • same questions asked in same sequence • closed, short, clearlyworded questions • follow a flow-chart (include/exclude some questions depending on answers to others)
13 Structured interviews • Advantages: • standardized format • objective evaluation • Disadvantage: • one size may not fit all
14 Semi-structured interviews • Shares some features with structured interview, some features with unstructured interview • Guided by a script which gives focus • Allows you to explore interesting responses
15 Group interviews • Usually 3 – 10 people at one time • May be structured or unstructured • Really dependent upon skilled moderator
16 Group interviews • Advantages • rich data • variety of views • Disadvantages: • expensive • “loud-mouths” may dominate • conformity pressure?
17 5. Principles of effective interviewing Be responsible B. Plan ahead C. Keep the interaction flowing D. Have the appropriate attitude A.
18 A. Be responsible • Interviewer sets the tone • Interviewer is responsible for success or failure of interview • Professionals accept responsibility
19 B. Plan ahead • Who will be interviewed? • Where? When? • What is the purpose? • Which questions will you ask? In what order? • Will you record?
20 C. Keep interaction flowing • Conversation skills • Comprehension monitoring • • • Verbatim playback Paraphrasing Restatement Summarizing Clarifying Understanding
21 Types of understanding response • Carl Rogers created a typology of interviewer’s responses to interviewee • 5 levels varying in how well the response connects to what interviewee just said
22 Types of understanding response • To be avoided: • Level 1 – a series of nonsequiturs • Level 2 – little connection with interviewee’s last response • For unstructured interviews: • Level 3 – interviewer’s response is interchangeable with interviewee’s last statement
23 Types of understanding response • Primarily used in therapeutic interviews: • Level 4 –adds “noticeably” to interviewee’s response • Level 5 – adds “significantly” to interviewee’s response
24 D. Have appropriate attitude • Interpersonal attraction predicts interpersonal influence • Be warm, genuine, accepting, understanding, open, honest, fair
25 6. Problems interviewer may face Social facilitation B. Spotlight effect C. Validity & reliability issues A.
26 A. Social facilitation • Occurs when people act like other people around them • May not know you are doing this • May communicate something • E. g. , Goldstein & Cialdini (2007) – spyglass effect • Chartrand & Bargh (1999) – chameleon effect • Akehurst & Vrij (1999)
27 B. Spotlight effect • Gilovich et al (2000): • People tend to believe that the social spotlight shines more brightly on them than it really does. • You think other people notice all your mistakes and silliness • But they don’t
28 B. Spotlight effect • Especially common in people who feel “different” to others around them on some dimension • E. g. , one student in a room full of professors; one woman in an office full of men
29 C. Problems of validity • predictive validity scores for interview data range from. 09 to. 94 (Wagner, 1949) • consider interview data as tentative – a source of hypotheses to be tested against other data
30 C. Problems of validity • Halo effect (Thorndike, 1920) • tendency to judge specific traits on the basis of a general impression • generalize judgments from limited experience
31 C. Problems of validity • General standoutishness (Hollingworth, 1922) • general judgment made on basis of one notable characteristic • beautiful people often rated as more witty, likable, socially skilled, intelligent, warm (Feingold, 1992)
32 C. Problems of validity • Cross-cultural interviews: lots of potential for misunderstanding • Be flexible; introspect; learn about groups you will be in contact with
33 C. Problems of validity • E. g. , Darou et al. (2000): northern Quebec Cree ejected 7 of 8 psychologists who came to study them. • Researchers asked Cree for self-disclosure, which is socially inappropriate among the Cree
34 C. Problems of reliability • inter-interviewer • may be low because 2 agreement interviewers spontaneously focus on • twice as high for structured different things as for unstructured interviews • if so, train interviewers to focus on specific things that matter
- Quote sandwich example
- What is a discursive essay
- Brownies outline
- Washington dc north or south
- 23 outline
- Types of syllabus
- Story about your life example
- Ib command terms
- Legal research outline
- Ibt outline
- Odyssey outline
- Operational defintion
- Tentative outline example
- Norman outline
- Mandt crisis cycle
- Male dolphin anatomy
- Is aggression genetic
- 2 chunk paragraph outline
- Outline example
- Conflict resolution outline
- Cms lista
- Outline alexander hamilton's 3 step financial plan
- Outline kontrak
- Meal paragraph example
- Whats an introductory paragraph
- The physical outline of a display
- Outline picture in photoshop
- Army aar questions
- Mgt 351 nsu course outline
- Hades outline
- Learning curve and economies of scope
- Css outline styles
- Enduring issues essay introduction
- Psalm 40 1-3 sermon
- Keystone outline