2. INTERVIEW
• Interview is the verbal conversation between
two people with the objective of collecting
relevant information for the purpose of
research.
3. INTERVIEW
According to McNamara, 1999
• Interviews are particularly useful for getting
the story behind a participant’s experiences.
• The interviewer can pursue in-depth
information around the topic.
• Interviews may be useful as follow-up to
certain respondents.
4. TYPES OF INTERVIEW FOR DATA
COLLECTION
• Structured Interview
The structured interview is by its very nature a
very rigid instrument, In the view of Gill et al.,
(2008) the structured interviews is defined as a
“verbally administered questionnaire” which
does not use prompts and provides very little
scope for follow up questions to investigate
responses which warrant more depth and detail.
5. TYPES OF INTERVIEW FOR DATA
COLLECTION
• Unstructured Interview (In-depth interview)
Legard et al., (2003) describe the unstructured
interview as a “conversation with a purpose” (p.
138) as it is intended to allow researchers to collect
in-depth information. This is a view also shared by
Morse & Corbin (2003) who describe the
unstructured interview as a shared experience “in
which researchers and interviewees come together
to create a context of conversational intimacy in
which participants feel comfortable telling their
story”.
6. TYPES OF INTERVIEW FOR DATA
COLLECTION
• Semi-structured Interview
• The final interview approach is the semi-
structured interview, Gill et al., (2008) define
this approach as an interview that has several
key questions which help to define the areas
to be explored, but also allow the researcher
the flexibility to pursue an idea in a response
in more detail, this is a medium between
structured and unstructured interviews.
7. APPROACHES OF INTERVIEW
• Personal Interview Approach or Individual Approach
• Ask question to only one/single person
• Time consuming
• Personal Interview communication is between a face to face two
way interviewer and the respondents.
• Generally, the personal interview is carried out in a planned
manner and is referred to as ‘structured interview’.
• This can be done in many forms e.g. door to door or as a planned
formal executive meeting.
8. APPROACHES OF INTERVIEW
•Focus Group Interview Approach or Group Interview
Approach
• Focus group interview is an unstructured interview which
involves a moderator leading a discussion between a
small group of respondents on a specific topic.
• All respondents are interviewed at the same time, this
approach can affect or interfere with the ideas and
opinions of others.
9. APPROACHES OF INTERVIEW
•Mediated Interview
• Used of electronic communication devices
• Telephone interview the information is collected
from the respondent by asking him questions on
the phone is called as telephone interview.
• The combination of telephone and computer has
made this method even more popular.
10. APPROACHES OF INTERVIEW
•Mediated Interview
• TYPES
•Synchronous- the use of electronic devices at the
same time meeting the respondent in person.
•Asynchronous- interview only two people with
the use of electronic devices at different time.
11. STEPS IN CONDUCTING INTERVIEW
Interview Preparation
• Find location
• Make a schedule
• Review the questions
• Practice how you will begin the interview
• Review the candidate’s profile
12. STEPS IN CONDUCTING INTERVIEW
Start the Interview
• Arrive early and start on time
• Start with introductions
• Discuss the goals of the interview
• Let the candidate know you will allow time at
the end of the discussion for any question
they may have
13. STEPS IN CONDUCTING INTERVIEW
Asking the Questions
This is the part of the interview that most of us are
concerned about. The goal of asking interview
questions is to elicit information from the interwee.
The primary tool for this part of the interview is the
behavioral interview question.
Take notes about the respondent’s answers: even
the best of minds cannot remember all of the
details of an interview when it comes to the
assessment phase.
14. STEPS IN CONDUCTING INTERVIEW
•Closing the Interview-
• Allow enough time for the candidate to
ask questions and address any
concerns they may have. Keep your
answers brief and to the point.
15. STEPS IN CONDUCTING INTERVIEW
• Assessing the Candidate
• Remain as objective as possible when
assessing candidates. Don’t totally ignore
your gut instincts, as they can be strong
tools when reading other people, but don’t
rely on them alone. Trust your gut instincts,
but verify them with candidates’ answers to
behavioral questions. Use an interview
evaluation form to score candidates
according to an objective rubric
16. QUESTIONNAIRES
• consist of list of questions, and spaces
provided for the respondent.
• a set of printed or written questions with
a choice of answers, devised for the
purposes of a survey or statistical study
(Wikipedia)
17. QUESTIONNAIRES
• Purposes:
1. A way to discover thoughts, feelings,
ideas about the topic.
2. Assist with conducting face to face.
3. Help plan how to obtain and record
data for the research.
4. To make analysis, recording and coding
of data easier and faster.
18. TYPES OF QUESTIONNAIRES
1. Postal questionnaires- makes used of
postal services or electronic devices.
2. Self-administered- act as interviewee
and interviewer at the same time
19. QUESTIONNAIRES
• Advantages
• Cost efficient.
• Entails easy distribution to the respondents
• Opportunity of the respondents to ponder
their responses.
• Enables easy comparison of answers and
respondent due to the uniformity of
questions
• Capacity to elicit spontaneous and genuine
responses.
20. QUESTIONNAIRES
• Disadvantages
• Won’t be able to retrieve the all of the
questionnaires.
• Confusing and uninteresting questions will
not be answered by the respondents hence
you failed to elicit the desired responses
• Hard to obtained unbiased results.
• Prevents you to be with the respondents
physically to explain and work difficulty in
their understandings to the questions
