ASSESSMENT

INTERVIEW
TECHNIQUES
Prof. Jemabel Gonzaga- Sidayen, RPsy, RPm, LPT
Interview as a Test

u Method of gathering data

u Used to make predictions
u Group or individual interview
u Structured or unstructured
u Validity and reliability
Reciprocal nature of
interview
u Social facilitation
u We tend to act like the models
around us
u The good interviewer knows how to
provide a relaxed and safe
atmosphere through social
facilitation.
u He remains in control and sets the
tone.
Principles in Effective
Interviewing
u Proper attitude related to good
interviewing skills
u Warmth
u Genuineness
u Acceptance
u Understanding
u Openness
u Honesty
u Fairness
RESPONSES TO AVOID
u Judgmental responses
u Evaluating the thoughts, feelings,
or actions of another
• Probing statements
u Demanding more information
than the interviewee wishes to
provide voluntarily
u Hostile statements
u Anger directed towards the
interviewee
u False reassurance
EFFECTIVE RESPONSES

u Closed – ended and open – ended questions

u Verbatim playback: interviewer simply
repeats the interviewee’s last response
u Paraphrasing & Restatement: both capture
the meaning of the interviewee’s response
u Summarizing: interviewer pulls together the
meaning of several interviewee responses
u Clarification: used for vague responses
TYPES OF INTERVIEWS
u Evaluation Interview
u Structured Clinical Interviews
u With specified criteria for mental disorders, one
could develop a specific set of questions to
determine whether or not a person met the
criteria
u Case History Interview
u Includes a chronology of major events in the
person’s life, work history, medical history, and
family history
u Mental Status Examination
SOURCES OF ERROR
IN THE INTERVIEW
u Interview Validity
u Halo effect
u General standout-ishness
u Cultural difference
u Interview Reliability
u Consistency of responses
u Inter-interviewer agreement
The Interview Structure

u The Opening
u Critically important to set the tone for
the entire session
u Exchange of mutual interaction,
enhance rapport, establish the purpose
The Interview Structure

u The Body
u Core of the interview which needs to
be coherent and unified
u Review the purpose of the interview
and the client’s papers, dimension
setting, the SBO approach
u Situation, Behavior, Outcome (SBO)
approach
u Actual experiences gain points
The Interview Structure

u The Body
u Situation
u Descriptionof what happened, where it
happened, and when it happened
u Behavior
u Action taken towards the situation
u Outcome
u Results of one’s effort
The Interview Structure

u The Body
u Example: Team player > Ability to work
with a group
u Situation
u Canyou describe a time when you had to
work with a group with member of diverse
demands?
u Behavior
u How did handle the situation?
u Outcome
u What was the result of your effort?
The Interview Structure

u The Body
u Assessment of SBO
u Use Likert scale
u 5: Excellent
u 4: Very good
u 3: Good
u 2: Fair
u 1: Poor
List of Dimensions

u Initiative • Adaptability
u Creativity • Conformity
u Stress tolerance • Tenacity
u Independence • Resilience
u Emotional stability • Assertiveness
u Leadership • Time management
u Attention to Detail • Decisiveness
The Interview Structure

u The Closing or Conclusion

u Review and summarizes the interview
u Orientation on what will happen next
u Express appreciation and sense of
completion
 STAY SAFE
AND GOOD DAY!!