Every day, in a diverse range of
situations and settings, people help others to cope with the challenges,
disappointments and decisions of life. Caring for the emotional and
psychological well-being of others, is in one way or another, part of the
everyday life experience of most people. However, few people are familiar with the
basic skills of counselling and interviewing. Counselling and interviewing is
conducted for all those who want to enhance their caring skills and thus
improve the emotional and psychological health of people in distress.
THE INTERVIEW
An interview is a conversation with a purpose. It
is a serious conversation directed toward a definite purpose other than satisfaction
in the interview itself. A dynamic face-to-face relationship dependent upon the
skill of the counsellor and the cooperation of the counselee. It’s an
opportunity for an individual to make clear his confused thoughts and feelings
and to bring out his inner conflicts. It is the most essential of all
techniques in the counselling process
a)
Benefits of Interview
It is a widely used technique in guidance because
it has certain advantages which are not possessed by other techniques of
guidance.
- It is very flexible.
- It serves a variety of purposes.
- It has a great therapeutic value.
- Interview is helpful in diagnosing problem.
- The face-to-face contact gives very useful clues
about the client’s personality.
- Interview is useful to the client also because it
enables him to think about the problem and about his ‘self’.
- Interview provides a choice to the client and the
counsellor to exchange ideas and attitudes through conversation.
b)
Kinds of Interview
i.
Structured Interview- follows a predetermined plan of questioning which
make use a list of questions/checklist of general topics as a guide. This is
used in employment situations where the employer requires specific information
of an employee’s evaluation, work experiences, special abilities and reasons
for leaving his former positions
Advantages: Ensures that essential topics will be covered and
lessened the probability that an unskilled interviewer will ignore many
important areas of inquiry. Easier to compare interviews and rate interviewees
when it covers the same topic.
ii.
Unstructured Interview- when the interviewer is free to develop the
conversation along the lines that seem most suitable for him.
Advantages: Its flexibility is desirable in clinical
situations/vocational guidance sessions when the interviewer wishes to
encourage the person to talk as freely as possible about his needs and desires
c)
Purposes of Interview.
1.
To obtain information whereby attitudes, opinion
and techniques of business associates are sought which can be acquired through
the school records, questionnaire technique, and exchange of personal use.
2.
To give information not found in books like
interpretation of school regulations, college requirements and curricula
3.
For employment interview to get the best applicant,
and the candidate to seek the kind of job he feels qualified.
4.
For adjustment interview which is the most
difficult form of guidance and counselling where the counselee has to solve a
problem.
d)
Steps for Interview
1.
Prepare
for the interview.
The setting
should have order and privacy, free from distortion as noise and interruptions.
The interviewer should have adequate knowledge about the student/counselee
obtained from tests or other techniques.
2.
Establish
rapport.
This can be done
by manifesting the feelings of friendliness, security and mutual confidence.
3.
Develop
insight.
The major goal
of any interview is to let the counselee develop his own insight. That is,
after he tells all, unburdening himself of his frustrations, repressions or
difficulties will be able to see the situation in a new light. An absence of
critical attitude, surprise or disapproval on the part of the interviewer will
make the counselee develop trust and feel more at ease. Through a pleasant
atmosphere and means of leading questions, the counselee will become aware of
his difficulties, feelings and conflicts. Hence, he is helped to do his own
thinking, reach conclusion and probably change his attitude. Recording salient
facts is necessary.
4.
Terminate
the interview.
The interview is
said to be terminated when the counselee leaves with a feeling of having had a
satisfying and helpful experience, with self-confidence, a light heart but
eager for activity. He should be made to feel free to meet the counsellor
again.
5.
Keep
records of the interview.
The records must
be made not only during but also immediately after the interview and these must
be filed in a secure place for future references.
6.
Evaluate
the interview.
The counsellor
would do well to go over the entire interview, to determine whether
improvements were made in a subsequent interview with the pupils.
e)
Questions Helpful
in Evaluating the Interview
a) Was there a
progress made by the counselee toward the recognition of the problem? Was he
willing to face the problem)
b) Did the
interview help the pupil become more self-reliant)
c) Did the
counselee come for help again of his own will?
d) Was there
noticeable improvement in the counselee’s behaviour?
e) Did the
counselee carry out the plan mutually outlined?
Counsellors
should bear in mind that not all interviews succeed, and that an interview that
has failed need not be discouraging. An examination of the whole situation can
be a step toward solving a problem.
f)
Limitations of
Interview
o An interview is
a subjective technique. It lacks objectivity in the collection of data about
the client. The bias and the prejudices of the interviewer enter into his
interpretation of the data collected through an interview.
o The personal
bias makes the interview less reliable and valid.
o The results of
an interview are very difficult to interpret.
o The usefulness
of an interview is limited. The success of an interview depends on the
personality qualities of the interviewer, his preparation for the interview and
the way in which he interviews. If the interviewer monopolizes talking or does
not listen patiently to what the client says, the interview loses value.
REFERENCES
Bingham, W. V., & Moore, B. V.
(1933). How to interview.
Blackman, M. C. (2002). Personality judgment and the
utility of the unstructured employment interview. Basic and applied social
psychology, 241-250.
Irons, H. (2007). Counselling and Interviewing
for Carers: A Basic Guide. Ausmed Publications; 1 Pap/Com edition .
Luborsky, L. (1998). The Relationship Anecdotes
Paradigm (RAP) interview as a versatile source of narratives.
Rogers, R. (2010). Structured interview of
reported symptoms. John Wiley & Sons, Inc.. John Wiley & Sons,
Inc.
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