The document provides guidance on conducting qualitative interviews for research purposes. It discusses preparing for an interview by developing an interview guide and questions, conducting the interview, and following up after the interview. The key steps outlined are:
1) Preparing for the interview by developing an interview guide and list of open-ended questions to get factual information and meanings.
2) Conducting the interview by asking one question at a time, remaining neutral, encouraging responses, and being flexible.
3) Following up after the interview by thanking the interviewee and getting their feedback on the results.
The document provides guidance on conducting effective interviews for research purposes. It discusses preparing for an interview by developing questions and researching the interviewee. It also covers conducting the interview, including etiquette, note-taking, and flexibility. The document concludes by addressing following up with the interviewee and thanking them for their time.
This document discusses different types of interviews. It begins by defining an interview as a conversation where questions are asked and answers are given. It then describes formal interviews as highly structured with predetermined questions asked in a set order. Informal interviews are described as unstructured without predetermined questions or order. Semi-structured interviews use a flexible framework of topics rather than strict questions. The document provides details on each type of interview.
The document discusses different types of interviews used in research, including structured, unstructured, individual, and focus group interviews. It describes the key characteristics of focus group interviews such as including 6-8 participants, asking open-ended questions, and training the interviewer. The document also outlines techniques for properly conducting interviews such as preparing questions in advance, actively listening without bias, and maintaining rapport with the interviewee.
This document discusses designing research instruments for qualitative data collection. It emphasizes that the instrument should be closely related to the research aims and objectives. Examples of qualitative research instruments include semi-structured questionnaires, themed interviews, and observational guides. The document provides guidance on piloting the instrument, essential skills for interviewers such as active listening and adapting to situations, moderating focus groups, recording responses, and storing data securely.
This document discusses interview as a method for research. It defines interviews and describes three main types: structured, unstructured, and semi-structured. It outlines advantages like feedback and probing answers, and disadvantages like costs and lack of anonymity. Characteristics of interviewing covered include preparation, sampling techniques, structuring questions, and controlling the interview process. Qualities of a good interviewer and ensuring reliability and validity are also discussed. The document concludes with considerations for recording interviews like equipment and transcription, as well as record keeping.
Questionnaire, interview, observation and rating scale zunaira rafiq
In writing about your research when you have completed the project you need an explanation of your methodology so that others can understand the significance of what you have done and make sense of how it all worked. The methodology piece says why you did what you did. It also enables you to write about what you did not do and why, and about the weaknesses or limitations of your project as well as its strengths. Every research has a limitation of some sort and it is perfectly acceptable to identify the weaknesses of your own study.
The document provides guidance on conducting qualitative interviews for research purposes. It discusses preparing for an interview by developing an interview guide and questions, conducting the interview, and following up after the interview. The key steps outlined are:
1) Preparing for the interview by developing an interview guide and list of open-ended questions to get factual information and meanings.
2) Conducting the interview by asking one question at a time, remaining neutral, encouraging responses, and being flexible.
3) Following up after the interview by thanking the interviewee and getting their feedback on the results.
The document provides guidance on conducting effective interviews for research purposes. It discusses preparing for an interview by developing questions and researching the interviewee. It also covers conducting the interview, including etiquette, note-taking, and flexibility. The document concludes by addressing following up with the interviewee and thanking them for their time.
This document discusses different types of interviews. It begins by defining an interview as a conversation where questions are asked and answers are given. It then describes formal interviews as highly structured with predetermined questions asked in a set order. Informal interviews are described as unstructured without predetermined questions or order. Semi-structured interviews use a flexible framework of topics rather than strict questions. The document provides details on each type of interview.
The document discusses different types of interviews used in research, including structured, unstructured, individual, and focus group interviews. It describes the key characteristics of focus group interviews such as including 6-8 participants, asking open-ended questions, and training the interviewer. The document also outlines techniques for properly conducting interviews such as preparing questions in advance, actively listening without bias, and maintaining rapport with the interviewee.
This document discusses designing research instruments for qualitative data collection. It emphasizes that the instrument should be closely related to the research aims and objectives. Examples of qualitative research instruments include semi-structured questionnaires, themed interviews, and observational guides. The document provides guidance on piloting the instrument, essential skills for interviewers such as active listening and adapting to situations, moderating focus groups, recording responses, and storing data securely.
This document discusses interview as a method for research. It defines interviews and describes three main types: structured, unstructured, and semi-structured. It outlines advantages like feedback and probing answers, and disadvantages like costs and lack of anonymity. Characteristics of interviewing covered include preparation, sampling techniques, structuring questions, and controlling the interview process. Qualities of a good interviewer and ensuring reliability and validity are also discussed. The document concludes with considerations for recording interviews like equipment and transcription, as well as record keeping.
Questionnaire, interview, observation and rating scale zunaira rafiq
In writing about your research when you have completed the project you need an explanation of your methodology so that others can understand the significance of what you have done and make sense of how it all worked. The methodology piece says why you did what you did. It also enables you to write about what you did not do and why, and about the weaknesses or limitations of your project as well as its strengths. Every research has a limitation of some sort and it is perfectly acceptable to identify the weaknesses of your own study.
This document provides information about different types of interviews that a job seeker may encounter. It discusses screening interviews, panel interviews, stress interviews, case interviews, behavioral interviews, and lunch/dinner interviews. For each type, it provides a brief description and tips on how to best prepare and perform, such as maintaining composure during stress interviews, engaging all panel members during panel interviews, and showing professionalism during lunch/dinner interviews. The document emphasizes consistency, preparation, and remaining calm and confident in any interview format.
This document discusses the process of collecting qualitative data. It explains that qualitative researchers identify participants and sites, determine what type of data to collect through methods like observations, interviews, documents, and audiovisual materials. Researchers develop data collection forms like interview protocols and observational protocols to systematically record information. The document provides details on purposeful sampling strategies, gaining access to research sites, seeking ethical approval, and collecting and recording qualitative data.
Interview Questions Write 15 or more open-ended questions of sub.docxmariuse18nolet
Interview Questions
Write 15 or more open-ended questions of substance for your American subculture inquiry project paper. Make sure to include the name of your subculture in the title. Specify whether these questions are for:
1) a current or former member of the subculture
2) someone who has published scholarly writings on this group
3) someone who has worked professionally with the group
Remember what we discussed in class:
No yes/no questions.
No questions that start with "Why."
Do include:
Questions that will inspire thoughtful and detailed answers.
Questions that will not offend the party being interviewed.
1. Interviews
In order to learn the views, opinions, and evaluations of people, we conduct interviews. Interviews can be of two types:
· Structured
· Unstructured
In structured interviews, students prepare a set of questions and try to obtain answers to these questions. Data analysis is easier, because they have comparable categories for each respondent, and they can analyze what each respondent said as an answer to each question and compare and contrast their answers.
Unstructured interviews: The researchers only have the topic of the interview but no set questions to ask the interviewee. The interview may follow whatever course the interviewee chooses to talk about. Every subject may dwell on a different aspect of the topic in question, and as a result, data from individual subjects may not be comparable. On the other hand, such data provide in depth information in great detail about individual subjects.
For our own purposes, structured interviews where the interviewer focuses on a set of predetermined questions, and tries to obtain answers to these questions are more feasible since we cannot expect our students to conduct case studies or personality analyses.
I. Finding subjects: The selection of subjects to be interviewed depends on the topic of study. However, there are certain guidelines the interviewer should not neglect:
1. Do not interview people you know well personally. In such cases, the subjects hesitate to open up and share their genuine opinions with the interviewer they know personally. The answers they give will be answers given to the person they know personally, not the answers they would give to an interviewer with whom they have no personal relations.
2. It is difficult to find the right people to interview. One way is using your contacts. If you know people who know the people you want to interview, use your contacts and get an introduction to those people.
3. If you have no contacts, you may go and contact directly the people you want to study. If you are lucky and approach the target group wisely, most people may agree to collaborate with you.
4. Always introduce yourself, tell your name, where you come from, your school, what your study is about, what you are trying to do. If necessary, get a letter from your teacher describing your research study and introducing you.
II. The interview
· The interview .
This document provides guidance on conducting effective interviews. It discusses preparing an interview schedule and guide to structure the interviews. The interview guide should include an introduction, body, and wrap-up section with open-ended, closed, and probe questions. When conducting interviews, building rapport is important while maintaining focus. Afterward, notes should be written to capture key findings, background, discussion points, and next steps. Adjusting approach based on the interviewee's personality and providing feedback on the process are also discussed.
This document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide to focus the discussion. The three key steps are preparation, execution, and review. During execution, building rapport, asking open and closed questions, probing for details, and paraphrasing are recommended techniques. Afterward, interviews should be reviewed by writing up notes summarizing key findings, background, discussion points, and next steps.
This document provides an overview of research techniques and information evaluation for a personal project workshop. It discusses questionnaires, interviews, and evaluating information sources. For questionnaires, it covers designing effective questions and types of questions. For interviews, it discusses benefits and best practices for conducting interviews. It also provides tips for evaluating information based on criteria like currency, authority, objectivity, accuracy, and coverage. The overall document serves as a useful guide for personal project research.
This document provides guidance on conducting qualitative interviews. It notes that interviews should only be included in research design if alternative methods won't work. The goal of qualitative interviews is to let respondents tell their own stories in their own words. Interview guides should be simple prompts to cover topics rather than rigid scripts. Successful interviewers are knowledgeable, structure the interview well, ask clear and simple questions, listen attentively, are flexible and follow up on new information from respondents rather than rigidly following the interview guide. Both the social and ethical aspects of interviews are important to consider.
This document discusses various aspects of conducting qualitative interviews for research purposes. It defines key terms, describes different types of interviews including informal, general guide, and standardized interviews. It covers telephone interviews, training interviewers to reduce bias, preparing for interviews, and procedures for conducting and analyzing interviews. The goal of qualitative interviews is to understand participants' meanings and experiences on a deeper level through open-ended questioning and probes.
This document discusses the process of collecting qualitative data. It outlines several key steps: identifying participants and research sites, determining what type of data to collect through methods like observations, interviews, documents, and audiovisual materials. It then discusses each of these methods in more detail, including how to develop protocols for recording data during observations and interviews. The purpose of qualitative data collection is to develop an in-depth understanding of phenomena through open-ended and flexible methods.
The document provides guidance on conducting effective interviews through preparation with an interview schedule and guide, execution of the interviews with open and closed questioning techniques, and review of interview notes; it discusses building rapport, focusing interviews, listening, questioning, and summarizing key findings from interviews.
This slide will guide other researchers that wants to collect data using Interview method. It teaches how to analyse the data as well. This was a presentation that was carried out in our research method class by our group.
The document discusses in-depth interviews as a method for qualitative data collection in research. It provides definitions of in-depth interviews and notes that they involve one-on-one, unstructured or semi-structured conversations to allow participants to freely discuss their experiences and perspectives on a topic. The summary describes how in-depth interviews can be useful for obtaining detailed first-person accounts and exploring topics in depth, but require skill from interviewers in actively listening, asking probing questions and guiding the discussion.
This document discusses interview techniques and best practices. It covers types of interviews like structured, semi-structured, and unstructured. It also discusses training interviewers to avoid bias, preparing for an interview with topics like confidentiality and format, asking questions with the right sequence and type, analyzing interviews, and considering the strengths and weaknesses of interviews. The overall goal is to help researchers conduct effective qualitative interviews.
The document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide. The schedule tracks who will be interviewed and when, while the guide structures the questions. It also covers best practices for executing interviews, such as building rapport, asking open and closed questions, and taking detailed notes. The review involves analyzing notes to identify key findings and gaps requiring follow up.
This document provides tips for conducting interviews. It discusses planning the interview by clearly articulating the purpose and determining the interview format. Some common formats are informal interviews, general interview guides, standardized open-ended interviews, and closed fixed-response interviews. The document also discusses developing good interview questions, choosing an interview location, recruiting interviewees, conducting the interview, and following up after the interview.
This booklet covers Step 1 Capturing Information of the five-step documentation process (Step 1 – Capturing Information, Step 2 – Structuring Information, Step 3 – Presenting Information, Step 4 –Communicating Information, Step 5 – Storing and Maintaining Information). This booklet provides some basic tips, techniques, approaches and exercises for understanding and practicing how to capture information effectively.
This document discusses different types of interviews that can be used as a data collection method in research: unstructured interviews, structured interviews, and semi-structured interviews. It provides details on each type, including their characteristics and when each might be useful. The document also outlines various aspects of conducting interviews such as types of interview questions, Kvale's seven stages of interviews, tips for effective interviewing, advantages and disadvantages of the interview method, and analysis approaches like thematic analysis.
This document provides guidance on preparing for and conducting a phone interview for an internship program in biomedical research. It emphasizes the importance of thorough preparation, including researching the position and organization, developing a list of accomplishments and strengths, and practicing answers to common interview questions. During the phone interview, the applicant should speak clearly and enthusiastically, ask relevant questions, and send a follow up thank you note after the call. The goal is to make the best possible impression over the phone and move closer to securing the internship opportunity.
The document provides tips for students new to conducting qualitative interviews. It discusses developing an interview protocol with an introduction and conclusion script, open-ended questions guided by research, and the option to conduct a follow-up interview. Students should pick an interesting topic, conduct a pilot test, and ensure the interview is not too long. The tips also cover obtaining consent, using recording devices, arranging a quiet interview location, and blocking off sufficient time without distractions. The overall goal is to make the interviewee comfortable sharing their experiences.
PAT H F I N D E R I N T E R N AT I O N A L TO O L S E R I E S.docxkarlhennesey
PAT H F I N D E R I N T E R N AT I O N A L TO O L S E R I E S
Monitoring and Evaluation – 2
CONDUCTING IN-DEPTH
INTERVIEWS:
A Guide for Designing and
Conducting In-Depth Interviews
for Evaluation Input
By
Carolyn Boyce, MA, Evaluation Associate
Palena Neale, PhD, Senior Evaluation Associate
May 2006
PAT H F I N D E R I N T E R N AT I O N A L TO O L S E R I E S
Monitoring and Evaluation – 2
CONDUCTING IN-DEPTH
INTERVIEWS:
A Guide for Designing and
Conducting In-Depth Interviews
for Evaluation Input
By
Carolyn Boyce, MA, Evaluation Associate
Palena Neale, PhD, Senior Evaluation Associate
May 2006
Acknowledgements
The authors would like to thank the following Pathfinder employees and partners for their
technical inputs into this document: Anne Palmer (Futures Group International), Ugo
Daniels (African Youth Alliance (AYA)), Veronique Dupont (Pathfinder/Extending Service
Delivery (ESD)), Cathy Solter, Lauren Dunnington, and Shannon Pryor (Pathfinder
headquarters). Jenny Wilder and Mary Burket are also thanked for their inputs and
assistance in editing and producing this document.
2 PATHFINDER INTERNATIONAL: CONDUCTING IN-DEPTH INTERVIEWS
What is an In-Depth Interview?
In-depth interviewing is a qualitative research technique that involves conducting intensive
individual interviews with a small number of respondents to explore their perspectives on a
particular idea, program, or situation. For example, we might ask participants, staff, and others
associated with a program about their experiences and expectations related to the program, the
thoughts they have concerning program operations, processes, and outcomes, and about any
changes they perceive in themselves as a result of their involvement in the program.
When are In-Depth Interviews Appropriate?
In-depth interviews are useful when you want detailed information about a person’s
thoughts and behaviors or want to explore new issues in depth. Interviews are often used
to provide context to other data (such as outcome data), offering a more complete picture
of what happened in the program and why. For example, you may have measured an
increase in youth visits to a clinic, and through in-depth interviews you find out that a
youth noted that she went to the clinic because she saw a new sign outside of the clinic
advertising youth hours. You might also interview a clinic staff member to find out their
perspective on the clinic’s “youth friendliness.”
In-depth interviews should be used in place of focus groups if the potential participants
may not be included or comfortable talking openly in a group, or when you want to
distinguish individual (as opposed to group) opinions about the program. They are often
used to refine questions for future surveys of a particular group.
What are the Advantages and Limitations of In-Depth Interviews?
The primary advantage of in-depth interviews is that they provide much more detailed
information than what is available through other data col ...
This document provides information about different types of interviews that a job seeker may encounter. It discusses screening interviews, panel interviews, stress interviews, case interviews, behavioral interviews, and lunch/dinner interviews. For each type, it provides a brief description and tips on how to best prepare and perform, such as maintaining composure during stress interviews, engaging all panel members during panel interviews, and showing professionalism during lunch/dinner interviews. The document emphasizes consistency, preparation, and remaining calm and confident in any interview format.
This document discusses the process of collecting qualitative data. It explains that qualitative researchers identify participants and sites, determine what type of data to collect through methods like observations, interviews, documents, and audiovisual materials. Researchers develop data collection forms like interview protocols and observational protocols to systematically record information. The document provides details on purposeful sampling strategies, gaining access to research sites, seeking ethical approval, and collecting and recording qualitative data.
Interview Questions Write 15 or more open-ended questions of sub.docxmariuse18nolet
Interview Questions
Write 15 or more open-ended questions of substance for your American subculture inquiry project paper. Make sure to include the name of your subculture in the title. Specify whether these questions are for:
1) a current or former member of the subculture
2) someone who has published scholarly writings on this group
3) someone who has worked professionally with the group
Remember what we discussed in class:
No yes/no questions.
No questions that start with "Why."
Do include:
Questions that will inspire thoughtful and detailed answers.
Questions that will not offend the party being interviewed.
1. Interviews
In order to learn the views, opinions, and evaluations of people, we conduct interviews. Interviews can be of two types:
· Structured
· Unstructured
In structured interviews, students prepare a set of questions and try to obtain answers to these questions. Data analysis is easier, because they have comparable categories for each respondent, and they can analyze what each respondent said as an answer to each question and compare and contrast their answers.
Unstructured interviews: The researchers only have the topic of the interview but no set questions to ask the interviewee. The interview may follow whatever course the interviewee chooses to talk about. Every subject may dwell on a different aspect of the topic in question, and as a result, data from individual subjects may not be comparable. On the other hand, such data provide in depth information in great detail about individual subjects.
For our own purposes, structured interviews where the interviewer focuses on a set of predetermined questions, and tries to obtain answers to these questions are more feasible since we cannot expect our students to conduct case studies or personality analyses.
I. Finding subjects: The selection of subjects to be interviewed depends on the topic of study. However, there are certain guidelines the interviewer should not neglect:
1. Do not interview people you know well personally. In such cases, the subjects hesitate to open up and share their genuine opinions with the interviewer they know personally. The answers they give will be answers given to the person they know personally, not the answers they would give to an interviewer with whom they have no personal relations.
2. It is difficult to find the right people to interview. One way is using your contacts. If you know people who know the people you want to interview, use your contacts and get an introduction to those people.
3. If you have no contacts, you may go and contact directly the people you want to study. If you are lucky and approach the target group wisely, most people may agree to collaborate with you.
4. Always introduce yourself, tell your name, where you come from, your school, what your study is about, what you are trying to do. If necessary, get a letter from your teacher describing your research study and introducing you.
II. The interview
· The interview .
This document provides guidance on conducting effective interviews. It discusses preparing an interview schedule and guide to structure the interviews. The interview guide should include an introduction, body, and wrap-up section with open-ended, closed, and probe questions. When conducting interviews, building rapport is important while maintaining focus. Afterward, notes should be written to capture key findings, background, discussion points, and next steps. Adjusting approach based on the interviewee's personality and providing feedback on the process are also discussed.
This document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide to focus the discussion. The three key steps are preparation, execution, and review. During execution, building rapport, asking open and closed questions, probing for details, and paraphrasing are recommended techniques. Afterward, interviews should be reviewed by writing up notes summarizing key findings, background, discussion points, and next steps.
This document provides an overview of research techniques and information evaluation for a personal project workshop. It discusses questionnaires, interviews, and evaluating information sources. For questionnaires, it covers designing effective questions and types of questions. For interviews, it discusses benefits and best practices for conducting interviews. It also provides tips for evaluating information based on criteria like currency, authority, objectivity, accuracy, and coverage. The overall document serves as a useful guide for personal project research.
This document provides guidance on conducting qualitative interviews. It notes that interviews should only be included in research design if alternative methods won't work. The goal of qualitative interviews is to let respondents tell their own stories in their own words. Interview guides should be simple prompts to cover topics rather than rigid scripts. Successful interviewers are knowledgeable, structure the interview well, ask clear and simple questions, listen attentively, are flexible and follow up on new information from respondents rather than rigidly following the interview guide. Both the social and ethical aspects of interviews are important to consider.
This document discusses various aspects of conducting qualitative interviews for research purposes. It defines key terms, describes different types of interviews including informal, general guide, and standardized interviews. It covers telephone interviews, training interviewers to reduce bias, preparing for interviews, and procedures for conducting and analyzing interviews. The goal of qualitative interviews is to understand participants' meanings and experiences on a deeper level through open-ended questioning and probes.
This document discusses the process of collecting qualitative data. It outlines several key steps: identifying participants and research sites, determining what type of data to collect through methods like observations, interviews, documents, and audiovisual materials. It then discusses each of these methods in more detail, including how to develop protocols for recording data during observations and interviews. The purpose of qualitative data collection is to develop an in-depth understanding of phenomena through open-ended and flexible methods.
The document provides guidance on conducting effective interviews through preparation with an interview schedule and guide, execution of the interviews with open and closed questioning techniques, and review of interview notes; it discusses building rapport, focusing interviews, listening, questioning, and summarizing key findings from interviews.
This slide will guide other researchers that wants to collect data using Interview method. It teaches how to analyse the data as well. This was a presentation that was carried out in our research method class by our group.
The document discusses in-depth interviews as a method for qualitative data collection in research. It provides definitions of in-depth interviews and notes that they involve one-on-one, unstructured or semi-structured conversations to allow participants to freely discuss their experiences and perspectives on a topic. The summary describes how in-depth interviews can be useful for obtaining detailed first-person accounts and exploring topics in depth, but require skill from interviewers in actively listening, asking probing questions and guiding the discussion.
This document discusses interview techniques and best practices. It covers types of interviews like structured, semi-structured, and unstructured. It also discusses training interviewers to avoid bias, preparing for an interview with topics like confidentiality and format, asking questions with the right sequence and type, analyzing interviews, and considering the strengths and weaknesses of interviews. The overall goal is to help researchers conduct effective qualitative interviews.
The document provides guidance on conducting effective interviews. It discusses preparing for interviews by creating an interview schedule and guide. The schedule tracks who will be interviewed and when, while the guide structures the questions. It also covers best practices for executing interviews, such as building rapport, asking open and closed questions, and taking detailed notes. The review involves analyzing notes to identify key findings and gaps requiring follow up.
This document provides tips for conducting interviews. It discusses planning the interview by clearly articulating the purpose and determining the interview format. Some common formats are informal interviews, general interview guides, standardized open-ended interviews, and closed fixed-response interviews. The document also discusses developing good interview questions, choosing an interview location, recruiting interviewees, conducting the interview, and following up after the interview.
This booklet covers Step 1 Capturing Information of the five-step documentation process (Step 1 – Capturing Information, Step 2 – Structuring Information, Step 3 – Presenting Information, Step 4 –Communicating Information, Step 5 – Storing and Maintaining Information). This booklet provides some basic tips, techniques, approaches and exercises for understanding and practicing how to capture information effectively.
This document discusses different types of interviews that can be used as a data collection method in research: unstructured interviews, structured interviews, and semi-structured interviews. It provides details on each type, including their characteristics and when each might be useful. The document also outlines various aspects of conducting interviews such as types of interview questions, Kvale's seven stages of interviews, tips for effective interviewing, advantages and disadvantages of the interview method, and analysis approaches like thematic analysis.
This document provides guidance on preparing for and conducting a phone interview for an internship program in biomedical research. It emphasizes the importance of thorough preparation, including researching the position and organization, developing a list of accomplishments and strengths, and practicing answers to common interview questions. During the phone interview, the applicant should speak clearly and enthusiastically, ask relevant questions, and send a follow up thank you note after the call. The goal is to make the best possible impression over the phone and move closer to securing the internship opportunity.
The document provides tips for students new to conducting qualitative interviews. It discusses developing an interview protocol with an introduction and conclusion script, open-ended questions guided by research, and the option to conduct a follow-up interview. Students should pick an interesting topic, conduct a pilot test, and ensure the interview is not too long. The tips also cover obtaining consent, using recording devices, arranging a quiet interview location, and blocking off sufficient time without distractions. The overall goal is to make the interviewee comfortable sharing their experiences.
PAT H F I N D E R I N T E R N AT I O N A L TO O L S E R I E S.docxkarlhennesey
PAT H F I N D E R I N T E R N AT I O N A L TO O L S E R I E S
Monitoring and Evaluation – 2
CONDUCTING IN-DEPTH
INTERVIEWS:
A Guide for Designing and
Conducting In-Depth Interviews
for Evaluation Input
By
Carolyn Boyce, MA, Evaluation Associate
Palena Neale, PhD, Senior Evaluation Associate
May 2006
PAT H F I N D E R I N T E R N AT I O N A L TO O L S E R I E S
Monitoring and Evaluation – 2
CONDUCTING IN-DEPTH
INTERVIEWS:
A Guide for Designing and
Conducting In-Depth Interviews
for Evaluation Input
By
Carolyn Boyce, MA, Evaluation Associate
Palena Neale, PhD, Senior Evaluation Associate
May 2006
Acknowledgements
The authors would like to thank the following Pathfinder employees and partners for their
technical inputs into this document: Anne Palmer (Futures Group International), Ugo
Daniels (African Youth Alliance (AYA)), Veronique Dupont (Pathfinder/Extending Service
Delivery (ESD)), Cathy Solter, Lauren Dunnington, and Shannon Pryor (Pathfinder
headquarters). Jenny Wilder and Mary Burket are also thanked for their inputs and
assistance in editing and producing this document.
2 PATHFINDER INTERNATIONAL: CONDUCTING IN-DEPTH INTERVIEWS
What is an In-Depth Interview?
In-depth interviewing is a qualitative research technique that involves conducting intensive
individual interviews with a small number of respondents to explore their perspectives on a
particular idea, program, or situation. For example, we might ask participants, staff, and others
associated with a program about their experiences and expectations related to the program, the
thoughts they have concerning program operations, processes, and outcomes, and about any
changes they perceive in themselves as a result of their involvement in the program.
When are In-Depth Interviews Appropriate?
In-depth interviews are useful when you want detailed information about a person’s
thoughts and behaviors or want to explore new issues in depth. Interviews are often used
to provide context to other data (such as outcome data), offering a more complete picture
of what happened in the program and why. For example, you may have measured an
increase in youth visits to a clinic, and through in-depth interviews you find out that a
youth noted that she went to the clinic because she saw a new sign outside of the clinic
advertising youth hours. You might also interview a clinic staff member to find out their
perspective on the clinic’s “youth friendliness.”
In-depth interviews should be used in place of focus groups if the potential participants
may not be included or comfortable talking openly in a group, or when you want to
distinguish individual (as opposed to group) opinions about the program. They are often
used to refine questions for future surveys of a particular group.
What are the Advantages and Limitations of In-Depth Interviews?
The primary advantage of in-depth interviews is that they provide much more detailed
information than what is available through other data col ...
Similar to Information- Gathering and Conducting an Interview (20)
Vision and Goals: The primary aim of the 1st Defence Tech Meetup is to create a Defence Tech cluster in Portugal, bringing together key technology and defence players, accelerating Defence Tech startups, and making Portugal an attractive hub for innovation in this sector.
Historical Context and Industry Evolution: The presentation provides an overview of the evolution of the Portuguese military industry from the 1970s to the present, highlighting significant shifts such as the privatisation of military capabilities and Portugal's integration into international defence and space programs.
Innovation and Defence Linkage: Emphasis on the historical linkage between innovation and defence, citing examples like the military genesis of Silicon Valley and the Cold War's technological dividends that fueled the digital economy, highlighting the potential for similar growth in Portugal.
Proposals for Growth: Recommendations include promoting dual-use technologies and open innovation, streamlining procurement processes, supporting and financing new ICT/BTID companies, and creating a Defence Startup Accelerator to spur innovation and economic growth.
Current and Future Technologies: Discussion on emerging defence technologies such as drone warfare, advancements in AI, and new military applications, along with the importance of integrating these innovations to enhance Portugal's defence capabilities and economic resilience.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
[To download this presentation, visit:
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Unlock the Power of Root Cause Analysis with Our Comprehensive 5 Whys Analysis Toolkit!
Are you looking to dive deep into problem-solving and uncover the root causes of issues in your organization? Whether you are a problem-solving team, CX/UX designer, project manager, or part of a continuous improvement initiative, our 5 Whys Analysis Toolkit provides everything you need to implement this powerful methodology effectively.
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- Detailed examples from both manufacturing and service industries to guide you through the process. These real-world scenarios provide a clear understanding of how to apply the 5 Whys Analysis in various contexts.
4. 5 Whys Analysis Self Checklist (Word Format)
- A comprehensive checklist to ensure you don't miss any critical steps in your analysis. This self-check tool enhances the thoroughness and accuracy of your problem-solving efforts.
Why Choose Our Toolkit?
1. Comprehensive and User-Friendly
- Our toolkit is designed with users in mind. It includes clear instructions, practical examples, and easy-to-use templates to make the 5 Whys Analysis accessible to everyone, regardless of their experience level.
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- The toolkit is suitable for a diverse group of users. Whether you're working in manufacturing, services, or design, the principles and tools provided can be applied universally to improve processes and solve problems effectively.
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- By using the 5 Whys Analysis, you can dig deeper into problems, uncover root causes, and implement lasting solutions. This toolkit supports your efforts to foster a culture of continuous improvement and operational excellence.
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NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi_compressed.pdfKhaled Al Awadi
Greetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USA
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4. INTERVIEW
It is a conversation between two or
more people (the interviewer and
interviewee) where questions are
by the interviewer to obtain
information from the interviewee.
Interviews can be divided into two
rough types: interviews of
assessment and interviews for
information.
5. The interview is the primary technique for information
gathering during the systems analysis phases of a development
project. It is a skill which must be mastered by every analyst. The
interviewing skills of the analyst determine what information is
gathered, and the quality and depth of that information.
Interviewing, observation, and research are the primary tools of the
analyst.
The interview is a specific form of meeting or conference,
and is usually limited to two persons, the interviewer and the
interviewee. In special circumstances there may be more than one
interviewer or more than one interviewee in attendance. In these
case there should still be one primary interviewer and one primary
interviewee.
7. At each level,
each phase,
and with each
interviewee,
an interview
may be
conducted to:
Gather information on the company
Gather information on the function
Gather information on processes or activities
Uncover problems
Conduct a needs determination
Verification of previously gathered facts
Gather opinions or viewpoints
Provide information
Obtain leads for further interviews
11. C. Ambush
This type of “on-the-
run”, unanticipated
interview usually is
related to some major
issue or controversial
event.
12. D. Remote
It involves the interviewee in one
location (such as on the ship’s pier)
and the interviewer is in the
studio asking questions.
The interviewee has an earplug to
hear the questions. The main
drawback to this interview is the
distraction and confusion the audio
feedback makes in the earplug.
13. E. Edited
As you already knew, any interview, whether it
is to be print, radio or television, may be
edited if it is not done live. The problem with
the edited interview is that an answer may be
edited out of context. One answer to this
problem is to have command personnel only
appear on live radio or television shows.
However, even a live interview can be stage-
managed by the host. The best advice about
this interview is that you know the people
are dealing with.
14. INTERVIEWING COMPONENTS
The interview process itself consists of a numbers of parts:
Selection of the
interviewee and
scheduling time for
the interview
Preparation of
interview questions,
or script
The interview itself
Documentation of the
facts and information
gathered during the
interview
Review of the
interview write up
with the interviewee
Correction of the
write up, sign-off, and
filing
16. Since each interview is in fact a personal exchange
of information between two personalities, a set of
guidelines for the interviewer should be established to
ensure that nothing interferes with the stated goal,
gathering complete, accurate information.
The interview is not an adversary relationship; instead, it
should be a conversation. Above all it is a process, and
like most processes it has certain rules and guidelines
which should be followed.
17. 1. First and foremost, establish the tone of the interview.
2. Let the interviewee know the reason for the interview and why he or she was selected to
be interviewed.
3. Stress that the interviewee's knowledge and opinions are important and will aid in the
analysis process.
4. Gain the interviewee's trust and cooperation early on and maintain it throughout.
5. Establish what will happen to the information gathered.
6. Determine any areas of confidentiality or restricted information.
7. Let the interviewee know that candor and honesty will be valued and that nothing will be
published or passed on until it has been reviewed and verified by the interviewee.
8. Firmly establish that there are no negative consequences to being interviewed.
INTERVIEWING GUIDELINES
18. DOs of Interviewing
1. Do ask questions which start with who, what, where,
when, why, and how, where possible.
2. Do ask both open and closed questions.
3. Do verify understanding through probing and
confirming questions.
4. Do avoid confrontation.
5. Do act in a friendly but professional manner.
6. Do listen actively.
7. Do take notes, but do not be obtrusive about it.
19. DOs of Interviewing
8. Do let the interviewee do most of the talking
9. Do establish rapport early and maintain it.
10. Do maintain control over the subject matter.
11. Do establish a time frame for the interview and
stick to it.
12. Do conclude positively.
13. Do allow for follow-up or clarification interviews later.
14. Be polite and courteous.
20. DON’Ts of Interviewing
1. Do not assume anything.
2. Do not form pre-judgments.
3. Do not interrupt.
4. Do not go off on tangents.
22. Functions of Documentation
Documentation serves to clarify understanding, and perhaps most important, it provides the audit trail of the
analyst. That is, it creates the records which can be referred to at some later date and which serve as the basis for
future work and decisions.
Good documentation precludes the need to return to the interviewee for a repetition of ground previously
covered. Good documentation can be reviewed over and over until adequate understanding is achieved.
Documentation is tedious and sometimes boring. But it is also vital. Good documentation allows other analysts
and the analyst's successors to pick up where the first left off, should he or she be reassigned.
Most important, the finalized documentation serves as a contract between the user and the data processing
developer.
The document becomes, in effect, a statement of the work to be performed. The time to modify and change it is
before the work begins; afterward it may be too late.
24. AS AN INTERVIEWER, YOU
SHOULD
• spend considerable time preparing for an interview
• immerse yourself in the subject that will be discussed
• research your guests’ backstory, credentials and viewpoint
• when formulating interview questions, start with who,
what, when and how questions and then probe deeper
• move from general questions to specifics
• be creative in how you ask questions
25. Example:
Tell me about your campaign to save the rare Asian
unicorn.
What led to your interest in saving this endangered
species?
Why is this creature called a unicorn even though it has
two long horns?
Species are being lost every day. Why should we care if
the Asian unicorn goes extinct?
26. 9 Tips on
Conducting
Great
Interviews
• Start slow, safe and personal.
• Coax, don't hammer.
• Make some questions open ended.
• Ask what you don't know.
• Let the interviewees wander a bit--but be
careful
• Don't send advance questions.
• Be prepared. Find the overlooked.
• Listen, really listen.
• There are dumb questions.
27. Work Cited:
• Functional English Course Pack
•---. www.martymodell.com/pgsa2/pgsa07.html.
Accessed 25 Oct. 2022.
• Telethon Kids Institute. “COVID-19 Interview
With Professor Allen Cheng and Dr Asha
Bowen.” YouTube, 8 Mar. 2020,
www.youtube.com/watch?v=Cqs_xSh-4pg.
• Israel, Shel. “9 Tips on Conducting Great
Interviews.” Forbes, 14 Apr. 2012,
www.forbes.com/sites/shelisrael/2012/04/14/8-
tips-on-conducting-great-
interviews/?sh=51f10a8356f1.
28. GROUP ACTIVITY
• Make an interview about a topic related to your discipline or about
the current happenings or trends today or even activities that just
happened recently in our campus.
• Prepare your interview questions and assign roles for the
interviewer/s and interviewee/s. Act it out in class. Classmates may
critique and ask questions after the presentation.
• You are given 20 minutes to plan out the interview and 5-10 minutes
to present in class.
29. PERFORMANCE TASK
Form a group of five. Conduct a 15-20 minutes video interview with
someone in your field of specialization. As a general rule, interview in
person whenever you can. If you can’t meet in person, use a medium
like Skype/ Google Meet/ Zoom. Upload the video for the class to see.
Rubric for grading is indicated in the next slide.
30. I will provide a
docx file of the
rubrics for a
clearer copy.
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