Sections of this Document Include
Inroduction
Preparation for Interview
Types of Interviews
Types of Topics in Questions
Sequence of Questions
Wording of Questions
Carrying Out Interview
Immediately After Interview
Other Resources
Related Library Links
On-Line Discussion Groups
Before you start to design your interview questions and process,
clearly articulate to yourself what problem or need is to be addressed
using the information to be gathered by the interviews. This helps
you keep clear focus on the intent of each question.
(NOTE: Much of the information herein was adapted from Michael
Patton's book, "Qualitative Evaluation and Research Methods"
(Sage Publications, 1990).
Preparation for
Interview
1. Choose a setting with little distraction.
Avoid loud lights or noises, ensure the interviewee is
comfortable (you might ask them if they are), etc. Often, they
may feel more comfortable at their own places of work or homes.
2. Explain the purpose of the interview.
3. Address terms of confidentiality. Note any terms
of confidentiality. (Be careful here. Rarely can you absolutely
promise anything. Courts may get access to information, in certain
circumstances.) Explain who will get access to their answers and
how their answers will be analyzed. If their comments are to be
used as quotes, get their written permission to do so. See
getting informed consent.
4. Explain the format of the interview. Explain
the type of interview you are conducting
and its nature. If you want them to ask questions, specify if
they're to do so as they have them or wait until the end of the
interview.
5. Indicate how long the interview usually takes.
6. Tell them how to get in touch with you later if they
want to.
7. Ask them if they have any questions before you
both get started with the interview.
8. Don't count on your memory to recall their answers. Ask
for permission to record the interview or bring along someone
to take notes.
Types of Interviews
1. Informal, conversational interview
- no predetermined questions are asked, in order to remain as
open and adaptable as possible to the interviewee's nature and
priorities; during the interview, the interviewer "goes with
the flow".
2. General interview guide approach - the guide
approach is intended to ensure that the same general areas of
information are collected from each interviewee; this provides
more focus than the conversational approach, but still allows
a degree of freedom and adaptability in getting information from
the interviewee
3. Standardized, open-ended interview - here, the
same open-ended questions are asked to all interviewees (an open-ended
question is where respondents are free to choose how to answer
the question, i.e., they don't select "yes" or "no"
or provide a numeric rating, etc.); this approach facilitates
faster interviews that can be more easily analyzed and compared
4. Closed, fixed-response interview - where
all interviewees are asked the same questions and asked to choose
answers from among the same set of alternatives. This format is
useful for those not practiced in interviewing.
Types of Topics
in Questions
Patton notes six kinds of questions. One can ask questions
about:
1. Behaviors - about what a person has done or is
doing
2. Opinions/values - about what a person thinks
about a topic
3. Feelings - note that respondents sometimes respond
with "I think ..." so be careful to note that you're
looking for feelings
4. Knowledge - to get facts about a topic
5. Sensory - about what people have seen, touched,
heard, tasted or smelled
6. Background/demographics - standard background
questions, such as age, education, etc.
Note that the above questions can be asked in terms of past, present or future.
Sequence of Questions
1. Get the respondents involved in the interview as soon
as possible.
2. Before asking about controversial matters (such as feelings
and conclusions), first ask about some facts. With this
approach, respondents can more easily engage in the interview
before warming up to more personal matters.
3. Intersperse fact-based questions throughout the interview
to avoid long lists of fact-based questions, which tends to leave
respondents disengaged.
4. Ask questions about the present before questions about
the past or future. It's usually easier for them to talk
about the present and then work into the past or future.
5. The last questions might be to allow respondents to provide
any other information they prefer to add and their impressions
of the interview.
Wording of Questions
1. Wording should be open-ended. Respondents should
be able to choose their own terms when answering questions.
2. Questions should be as neutral as possible. Avoid
wording that might influence answers, e.g., evocative, judgmental
wording.
3. Questions should be asked one at a time.
4. Questions should be worded clearly. This includes
knowing any terms particular to the program or the respondents'
culture.
5. Be careful asking "why" questions. This
type of question infers a cause-effect relationship that may not
truly exist. These questions may also cause respondents to feel
defensive, e.g., that they have to justify their response, which
may inhibit their responses to this and future questions.
Carrying Out
Interview
1. Occasionally verify the tape recorder (if
used) is working.
2. Ask one question at a time.
3. Attempt to remain as neutral as possible. That
is, don't show strong emotional reactions to their responses.
Patton suggests to act as if "you've heard it all before."
4. Encourage responses with occasional nods of the
head, "uh huh"s, etc.
5. Be careful about the appearance when note taking. That
is, if you jump to take a note, it may appear as if you're surprised
or very pleased about an answer, which may influence answers to
future questions.
6. Provide transition between major topics, e.g.,
"we've been talking about (some topic) and now I'd like to
move on to (another topic)."
7. Don't lose control of the interview. This can
occur when respondents stray to another topic, take so long to
answer a question that times begins to run out, or even begin
asking questions to the interviewer.
Immediately After
Interview
1. Verify if the tape recorder, if used, worked throughout
the interview.
2. Make any notes on your written notes,
e.g., to clarify any scratchings, ensure pages are numbered, fill
out any notes that don't make senses, etc.
3. Write down any observations made during the interview.
For example, where did the interview occur and when, was the respondent
particularly nervous at any time? Were there any surprises during
the interview? Did the tape recorder break?
Other Resources
CASAnet's
overview of interviewing principles
Related Library
Links
Appreciative
Inquiry
Being Interviewed
by the Media
Etiquette (Manners)
Exit Interviews
Feedback
Interpersonal Skills
Interviewing for a Job
Interviewing
Job Candidates
Handling Difficult People
Listening
Non-verbal Communications
Presenting / Speaking
Questioning
Research Methods (planning
research, various methods, analyzing results, giving reports,
etc.)
Valuing Diversity
On-Line Discussion
Groups, Newsletters, etc.
There are a large number of on-line discussion groups,
newsletters (e-zines), etc. in the overall areas of management,
business and organization development. Participants, subscribers,
etc., can get answers to their questions and learn a lot just
by posing the questions to the groups, sharing insights about
their experiences, etc. Join some groups and sign up for some
newsletters!
References
to major egroups, newsletters, etc.