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Interviewing Techniques

Dr. Neil Schwartz Psych 560. Interviewing Techniques. The Interview as Test. It is a data gathering method to describe and predict a person’s behavior. It must be purposeful, responsible, and goal directed.

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Interviewing Techniques

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  1. Dr. Neil Schwartz Psych 560 Interviewing Techniques

  2. The Interview as Test • It is a data gathering method to describe and predict a person’s behavior. • It must be purposeful, responsible, and goal directed. • It is reciprocal in nature– both interviewer and interviewee affect the behavior of the other. • It can be conceived as social facilitation to gather qualitative data.

  3. The Interview as Attitude • Effective interviewing skills are based on: • Warmth • Genuineness • Acceptance • Understanding • Openness • Honesty • Fairness

  4. Effective vs. Ineffective Responses • Be centered, mindful & attentive. • Use open-ended questions. • Be flexible. • Avoid judgment or evaluative statements. • Avoid probing statements. • Keep personal attitudes and emotions in check.

  5. Responding for Flow • Transitional Phrases • Verbatim Playback • Paraphrasing and Restatement • Summarizing • Clarification • Empathy and Understanding

  6. Types of Interview: Evaluation • Based on the idea that accurate understanding leads to self-exploration. • It makes use of open-ended questions from which to understand the interviewee. • It makes use of confrontation, but principally in the context of the therapeutic interview.

  7. Types of Interviews: Structured Clinical • They provide a specific set of questions pin a particular order. • They make use of standardized rules for probing responses. • They are used along with specific scoring procedures that are typically norm referenced. • The DSM IV is used with a structured interview.

  8. Types of Interviews: Case History • The purpose of CH interviews are to understand a person’s background. • They may are highly structured. • They are extremely high in reliability. • They yield little to no self-awareness or therapeutic effect.

  9. Interviewing: Validity • Interviews are prone to the Halo Effect. • The tendency to judge traits on the basis of a general impression. • Interview are effected by salient characteristics. • Interviews are effected by cultural biases and misunderstandings. • They should be regarded as yielding tentative hypotheses.

  10. Interviewing: Reliability • The best estimate of interview reliability is based on inter-interviewer reliability. • Structured interviews are significantly more reliability than unstructured ones. • Reliability is enhanced when interviewers are trained to evaluate highly specific dimensions.

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