2 Interviewing

An effective interviewer is… [blank_start]Knowledgeable[blank_end]: is thoroughly familiar with the focus of the interview. [blank_start]Structuring[blank_end]: gives purpose for interview; rounds it off; asks whether interviewee has questions. [blank_start]Clear[blank_end]: asks simple, easy, short questions; no jargon. [blank_start]Gentle[blank_end]: lets people finish; gives them time to think; tolerates pauses. [blank_start]Sensitive[blank_end]: listens attentively to what is said and how it is said; is empathetic in dealing with the interviewee. [blank_start]Open[blank_end]: responds to what is important to interviewee and is flexible [blank_start]Steering[blank_end]: knows what he/she wants to find out. [blank_start]Critical[blank_end]: is prepared to challenge what is said, for example, dealing with inconsistencies in interviewees’ replies. [blank_start]Remembering[blank_end]: relates what is said to what has previously been said. [blank_start]Interpreting[blank_end]: clarifies and extends meanings of interviewees’ statements, but without imposing meaning on them [blank_start]Balanced[blank_end]: 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. [blank_start]Ethically sensitive[blank_end]: 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.

[blank_start]Interviews[blank_end] can be [blank_start]conducted[blank_end] by [blank_start]Participants[blank_end]: [blank_start]Individual[blank_end] or [blank_start]Focus groups[blank_end] [blank_start]Formality[blank_end] or [blank_start]Structure[blank_end]: [blank_start]Structured[blank_end], [blank_start]Semi-structured[blank_end] or [blank_start]Unstructured[blank_end]

Formality or structure interview types range from Structured which are more strongly associated with Qualitative to Unstructured which are more strongly associated with Quantitative.

A structured interview should be used when:

A structured interview should not be used when

A semi-structured interview should be used when

A semi-structured interview should be used when you want to have a purposeful conversation with a participant without any guide.

An unstructured interview should be used when

A structured interview should be used when you want to canvas the same issue with all participants (or group).

When conducting semi-structured or unstructured interviews questions should be used to expand the conversation.

When conducting interviews, closed questions should be used to minimise the responses from participants.

Unstructured interviews should be used when you want

An unstructured interview should not be used when you want

"Do you enjoy being on campus" is an example of a closed-ended question.

"What parts of the campus do you enjoy?" is an example of a closed-ended question.

When interviewing participants, it is important to use complex questions to get the most responsive answers.

Double-barrelled questions are a useful interviewing technique e.g. What do you like about campus? Do you enjoy your classes?

Interview questions should not contain suggested answers e.g. What do you like about campus? Is it location or the open spaces or the availability of services?

Indirect questions can be a useful interview technique e.g. What do you friends think about campus?

Interview questions should not signal a desired answer e.g. Do you agree that the lecture theatres are pretty sterile?

Use of jargon is encouraged in interview questions e.g. How does the campus rate in term of amenity values?

Interviewers should not seek clarification from the participant if they are unclear on what an answer means.

If seeking clarification from a participant, the interviewer should make it clear it is their problem understanding not the fault of the interviewee.

The following strategies are often useful when encouraging interviewees to talk

Examples of good questions to use to seek elaboration in an interview include

Interview schedulitus is a condition that

Symptoms of interview schedulitus include

To avoid interview schedulitus the best preparation is knowing your subject, not producing a smart looking interview guide.

Interview schedulitus can be avoided by

[blank_start]Confidentiality[blank_end] 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. [blank_start]Informed consent[blank_end] 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. [blank_start]Risk assessment[blank_end] 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. [blank_start]Promises and reciprocity[blank_end] 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. [blank_start]Interviewer mental health[blank_end] 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.

Ethical issues such as privacy/confidentiality, informed consent, risk assessment, promises and reciprocity and interviewer wellbeing are not relevant for qualitative interviewing.

Informed consent is required for interviews.

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

According to Tavis Smiley, if you are a generous listener your interviewee will tell you