Res-1-interview-and-questionnairepptx.pptx

Res-1-interview-and-questionnairepptx.pptx

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  INTERVIEW
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  INTERVIEW • Interview isthe verbal conversation between two people with the objective of collecting relevant information for the purpose of research.
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  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.
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  TYPES OF INTERVIEWFOR 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.
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  TYPES OF INTERVIEWFOR 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”.
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  TYPES OF INTERVIEWFOR 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.
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  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.
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  APPROACHES OF INTERVIEW •FocusGroup 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.
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  APPROACHES OF INTERVIEW •MediatedInterview • 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.
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  APPROACHES OF INTERVIEW •MediatedInterview • 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.
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  STEPS IN CONDUCTINGINTERVIEW Interview Preparation • Find location • Make a schedule • Review the questions • Practice how you will begin the interview • Review the candidate’s profile
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  STEPS IN CONDUCTINGINTERVIEW 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
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  STEPS IN CONDUCTINGINTERVIEW 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.
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  STEPS IN CONDUCTINGINTERVIEW •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.
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  STEPS IN CONDUCTINGINTERVIEW • 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
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  QUESTIONNAIRES • consist oflist 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)
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  QUESTIONNAIRES • Purposes: 1. Away 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.
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  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
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  QUESTIONNAIRES • Advantages • Costefficient. • 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.
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  QUESTIONNAIRES • Disadvantages • Won’tbe 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