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evaluation of acquired information helps the interviewer to identify points of suitability or superficial suitability given by the interviewee in order to come to a decision or encourage getting a different responds that set suitability record straight.
Having a successful interview can be easy if we prepared properly.
You should start interviews by putting the candidate at their ease.
Listening skill seem to be important and the interviewer must possess this skill for he passes his judgement on job suitability of the candidates after his interview has been done.
How can you as the interviewer control the flow of the interview and knowing when the right time is to push a candidate/respondent for an answer?
I found that asking compound questions do not work in interviews because it can be mis-intepreted. You might not get the right, or any answer. It is better to ask open-ended questions so as to encourage aa discussion instead of 'yes, no. mam' answer.
More than write hat the respondent is saying, put down your pen and listen.
If the respondent seems not to answer your question, try clarifying your questions once and if still the respondent does not answer then move on.
Interviews are often recorded (a good practice) which makes it easy to listen to the respondent instead. This will help you to better evaluate the information latter.
A successful interview requires a great deal from the interviewer. As well as deciding in the first instance that an interview will be the most suitable way to address particular research questions, you will need to decide which type of interview to conduct (un-, semi-, or structured). You will then need to design the questions, select the interview sample and make arrangements for the interviews to be conducted (venue, date, times etc). In addition, the skill that the interviewer demonstrates in the interview itself and the rapport that is built with the interviewee is crucial to the success of the interview as research. One way to test your skills as an interviewer is to run pilot interviews before starting the real thing and asking for (constructive) feedback
Interviewing, whether in formal settings or within informal conversations, is a skilled activity. It’s something that we get better at with practice. So don’t worry if you don’t feel very skilled at asking questions to begin with;
You will get better, but getting better requires you to do two things: first, get started even if you don’t do it perfectly; and second, once you’ve begun, notice and attend to the areas where you need to improve.
You do have to work at making sure that your questions are clear to your respondent. Sometimes what is obvious to you is less clear to others.
Try out your questions on friends first; do they see what you’re getting at?
Also, be careful about asking questions that are too simple; sometimes your respondent might think that you are trying to ‘get at something’ hidden. But remember that short questions are nearly always better than long, rambling questions that you need to explain.
This may seem obvious but it is so easy to hear what you want to hear rather than what is actually being said.
In less structured interviews, you need to listen carefully for signs that your respondent might want to say more or that they might want to shift the question a little. There are other times when your respondent will need some encouragement to tell their story.
Listening inevitably involves us in making judgements about what we want or need to hear. This is a skilled practice and one that you can only really learn as you get going and practice.
Controlling the flow of the interview
As an interviewer, you obviously have your agenda and there are times when you will want to stop your respondents heading off down a ‘blind alleyway’ or chasing a ‘red herring’, but there are other times when allowing your respondent to choose what they say will be helpful.
Similarly, there are times when a respondent doesn’t seem to answer your question. How do you decide whether to push him to answer or leave him? Being too pushy can spoil the interview. As before, this skill needs practice.
Evaluating the information
Your fourth skill is concerned with assessing what you hear from the candidate. As the interview proceeds you will need to be assessing whether the answers to your questions are producing useful evidence of job suitability, or are superficial and raise doubts about suitability.
You won’t always be able to take notes, and listening carefully may often preclude taking them. Noting down what was said as soon as possible is very important.