Structured Interviewing
Definition and Purpose
A structured interview is a method of data collection that involves a predetermined set of questions, which are asked to every participant in the same order and in the same way. This method is often used in research and in the recruitment process to ensure consistency and comparability of data across different respondents.
History and Development
The concept of structured interviewing has its roots in the early 20th century, with the development of psychometrics and the standardization of psychological testing. The first structured interviews were developed in the field of clinical psychology, with the aim of diagnosing mental disorders in a reliable and valid way. Over time, the method has been adopted and adapted by other fields, such as sociology, anthropology, and human resources management.
Types of Structured Interviews
There are two main types of structured interviews: the situational interview and the behavioral interview.
Situational Interview
In a situational interview, the interviewer asks the respondent to describe how they would handle a hypothetical situation. The aim of this type of interview is to assess the respondent's problem-solving skills, decision-making abilities, and overall suitability for a particular role or task.
Behavioral Interview
In a behavioral interview, the interviewer asks the respondent to describe a past situation in which they demonstrated a particular skill or behavior. The aim of this type of interview is to predict future performance based on past behavior.
Methodology
The methodology of a structured interview involves several steps, including the development of the interview guide, the selection of respondents, the conduct of the interview, and the analysis of the data.
Development of the Interview Guide
The first step in conducting a structured interview is to develop an interview guide. This guide should include a list of questions that are directly related to the research objectives or the job requirements. The questions should be clear, concise, and free from bias.
Selection of Respondents
The next step is to select the respondents. In a research context, the respondents should be selected based on the research objectives and the sampling strategy. In a recruitment context, the respondents are usually the job applicants.
Conduct of the Interview
The conduct of the interview involves asking the questions in the same order and in the same way to every respondent. The interviewer should maintain a neutral tone and avoid leading the respondent.
Analysis of the Data
The final step is to analyze the data. This involves coding the responses, calculating frequencies or averages, and interpreting the results.
Advantages and Disadvantages
Like any method of data collection, structured interviewing has its advantages and disadvantages.
Advantages
The main advantages of structured interviewing are its reliability and validity. Because the questions are standardized, the data can be easily compared across different respondents. This makes the method particularly useful for large-scale studies or for comparing data over time. Moreover, because the questions are directly related to the research objectives or the job requirements, the data is likely to be valid.
Disadvantages
The main disadvantages of structured interviewing are its lack of flexibility and its potential for bias. Because the questions are predetermined, the interviewer cannot probe deeper into the respondent's answers or explore new themes that may emerge during the interview. Moreover, because the interviewer's tone and demeanor can influence the respondent's answers, there is a risk of interviewer bias.
Applications
Structured interviewing is widely used in various fields, including psychology, sociology, anthropology, and human resources management. In psychology, it is used to diagnose mental disorders. In sociology and anthropology, it is used to collect data on social phenomena. In human resources management, it is used to assess job applicants.