An effective interviewer is…
❌: is thoroughly familiar with the focus of the interview.

❌: gives purpose for interview; rounds it off; asks whether interviewee has questions.

❌: asks simple, easy, short questions; no jargon.

❌: lets people finish; gives them time to think; tolerates pauses.

❌: listens attentively to what is said and how it is said; is empathetic in dealing with the interviewee.

❌: responds to what is important to interviewee and is flexible

❌: knows what he/she wants to find out.

❌: is prepared to challenge what is said, for example, dealing with inconsistencies in interviewees’ replies.

❌: relates what is said to what has previously been said.

❌: clarifies and extends meanings of interviewees’ statements, but without imposing meaning on them
❌: does not talk too much, which may make the interviewee passive, and does not talk too little, which may result in the interviewee feeling he or she is not talking along the right lines.

❌: is sensitive to the ethical dimension of interviewing, ensuring the interviewee appreciates what the research is about, its purposes, and that his or her answers will be treated confidentially.

❌ can be ❌ by
❌: ❌ or ❌
❌ or ❌: ❌, ❌ or ❌

❌
Because respondents may be sharing very personal information, it is important to honestly assess how much confidentiality you can promise. Some kinds of disclosures (such as child abuse or threats to the safety of self or others) must be reported, and respondents need to know this from the start. Also consider how the confidentiality of individuals will be preserved when the data are analyzed and reported. Related issues include who has access to the data and who "owns" it.

❌
Most studies, including program evaluations, are covered by some kind of human subjects review process. This will usually require that respondents sign a permission form agreeing to participate, after being informed of potential risks and benefits. If children are involved, a parent or legal guardian must provide this permission.

❌
It is important to consider all potential risks and include them in the informed consent process. Even though "just talking" may seem inherently harmless, people who participate in open‐ended interviews may experience psychological stress, legal or political repercussions, or ostracism by peers or staff who believe that the participant has said unflattering things about them to the interviewer.

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The issue here is what interview participants get in return for sharing their time and insights with you. Will they or their communities benefit in some way from the results of the study? If promises are made (such as copies of reports or monetary payments), those promises should always be kept.

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Interviewing experiences can be intense interpersonal experiences. Just as participants may experience psychological stress from disclosing more than intended or being reminded of painful experiences, interviewers may be overwhelmed by the sensitive nature of what is seen or heard, especially in home‐ or field‐based interviews. Some
form of debriefing after the interview may be necessary. Interviewers should always know who to go to if they need advice or consultation on handling practical or emotional issues that arise from an interview.

Tavis Smiley's recommendations for having a good unstructured interview (he calls a conversation) includes:
1. Knowing your ❌
2. Knowing the difference between a ❌ and an ❌
3. Being a generous ❌