Advantages And Disadvantages Of Interviewing

I am now going to look at five types of interview and approaches that can be taken for different reasons;

Research on interviews has generally shown that standardized procedures are higher in their reliability and validity than unstructured interviews. Learning how structured

Evaluator held a class with Ms. Johnson and other participants covering interviewing. Evaluator asked Ms. Johnson and other participants if they have participated in an interview before and what they thought about it. Evaluator continued to ask Ms. Johnson and other participants, if they were prepared for the interview. Evaluator described how interviews are used, i.e. employers make hiring and promoting decisions based on people’s interviews. Evaluator stressed to participants the importance of being a salesperson during an interview. Evaluator explained to Ms. Johnson and participants that is their goal as interviewees to convince the interviewer that they should be selected. Evaluator distributed handouts discussing five stages of the interviewing

Motivational Interviewing (MI) refers to a client centred counselling approach, which is directed to enhance motivation in an individual for behaviour change Miller & Rollnick (as cited in Christopher & Dougher, 2009). MI as a method understands and accepts that the clients are at different levels of readiness to change their behavior. It consistently focuses on goals to prepare the client for transformation by providing motivation for commitment to change (Bricker & Tollison, 2011) in the domains of substance abuse, addiction and risky health problems. It proceeds to make the client aware of the causes, consequences and risks that could be a result of the behavior. Through this, the client foresees the possibilities of enhancement and becomes motivated to achieve it (Jenson, Cushing, Aylward, Craig, Sorell & Steel, 2011). MI is coherent with the

The pilot study conducted in this research shows that there were a few problems within the overall design of the interview and therefore the researchers decided to make some minor changes to their design, these changes included altering the questions so they were open ended, they also made the interview less structured in able to gain more focused answers in which they could analyse.

Whereas a structured interview follows a standardised format, in an unstructured interview the interviewer has complete freedom to vary the interview. Supporters argue that this brings a number of important advantages. Such as, rapport and sensitivity, the interviewee's views are clearer, the ability to check understanding, flexibility and the ability for the interviewer to explore unfamiliar topics. However, there are multiple disadvantages to using unstructured interviews in sociological research. Such as, practical problems, which include, time and sample size, training, and interpersonal skills, there are also issues with representativeness, reliability, quantification and validity.

This format allows interviewers to evaluate the individual’s communication skills and ability to “think on one’s feet.” (Seyfarth 2008, p.42). According to Seyfarth (2008), interviews are subject to legal scrutiny but are less likely to be the subject of legal challenge. Interviewers should be aware that courts do examine interviewing practices, and questioning techniques. Questions should be job relevant, and the same questions should be asked of all applicants. (p.45). Unexpected questions allow candidates to be creative with their answers but make sure that your questions are contextually appropriate to the interview and that the candidate is able to see the connection. (Tooms, 2004,

Fortunately, utilizing a structured CAT format for conducting the interview removed much of the tension as the preconceived questions were established to prevent group differences (Huffcutt & Roth, 1998). Structured core questions help eliminate any gender, race, or culturally sensitive connotations for both the interviewee and interviewer; thus easing tensions a bit.

Non-directive interview is an interview between the counselor and client in which there are no prearranged questions, the client can talk openly about what is going on in his or her life (Sommers-Flanagan & Sommers-Flanagan, 2017). The benefits of non-directive interview is that it encourages the client to have open communication, along with developing a personal responsibility and it can also help the client mature. The approach to non-directive interview is for the counselor to get to know the client better and let the client feel like he or she is in control of the counseling session as well as if the counselor or client have any misunderstanding (Sommers-Flanagan & Sommers-Flanagan, 2017). There are a few limitations of non-directive interview such as there would be the possibility of the client going off the subject and sharing irrelevant information, the client may not include important information that the counselor wants and needs to know, the session will take long than if it was a directive interview or every client is not the same so they may need a little guidance.

Then turn to interviews. Interviews are classed as a qualitative research method and remain one of the most utilised research methods in industrial and HRM research. Whipp (1998, p.55) notes that “The interview is the primary means of accessing the experiences and subjective views of actors”. The main advantage of the interviews is that the rich data can be obtained from an interview. According to White (1989) the research into solicitor’s perceptions of ACAS was relatively easy to set up and forty interviews are completed for five months. It is necessary to use interviews to gain more detailed, in-depth explanations from participants, which may provide a much better understanding of their perceptions and actions. On the other hand, The time consuming nature of preparing, arranging, conducting and writing up interview, which refers to that it is probable only a limited number of research participants can be interviewed within a short time period may be the biggest disadvantage of the interviews.

The use of semi-structured questionnaires has many advantages and disadvantages. Advantages include the flexibility of the interviewer allowing them to follow up on any unexpected responses and to seek clarification on any answers. It also provides a depth of information as well as a breadth of information. The disadvantages of using semi-structured interviews are the analysis of data obtained is often complicated and time consuming and the data may contain irrelevant information.

You just gave your notice to leave your job. In your final weeks you’ll tie up all your loose ends at work, help train your replacement, wind up your desk and say your good-byes. There is also the possibility that you’ll be asked to attend thatone final meeting before you leave, which is the exit interview.

Interviewers are required to ask interviewing questions based on the structured questions and follow the schedules strictly. In other words, structured interviews could be seen as the questionnaires based interviews. It takes less time for researchers to interpret data than qualitative interviews since all questions have already coded (Saunders et al., 2009). Bryman and Bell (2011) argued that structured interviews should be used to collect quantitative data and in deductive research. Unlike structured interviews, semi-structured interviews are less structured and have a list of questions to guide researchers to proceed interviews (Saunders et al., 2009). It tends to be more flexible because researchers do not need to follow the developed schedules. For example, interview questions and the order of questions could vary for each interview (Bryman and Bell, 2011). The last type of interview is the unstructured interview. As its name suggests, an unstructured interview has no existing schedules and developed questions. It allows researchers to talk freely with interviewees about topics they are interested in (Saunders et al.,

Focusing on interviews as a qualitative method, it comprises of structured, semi structured as well as unstructured interviews. The structured interviews are largely verbally administered questionnaires. Usually predetermined questions are asked, the questions have no variation, and they have no scope especially for follow up questions

The job interview is the gateway to employment, and the ability to interview well is a skill-set in itself. Most young people who are new to the process find that they are often unsuccessful at this component of attempting to become employed due to the fact that they are underprepared for the nuance laden and sometimes improvisatory nature of an interview. This critical step becomes more difficult when a young person experiences difficulties with language, comprehension and/or social deficits as many of our student with disabilities do. According to the US Department of Labor, young people with disabilities ages 20-24 are employed at half the rate of those without. The same subgroup are living in poverty at twice the rate of those without disabilities according to the US Census Bureau.