University Institute of Legal Studies

Panjab University, Chandigarh

SUBJECT: RESEARCH METHODOLOGY

TOPIC: INTERVIEW

In fulfilment of the requirement for

B.A. LLB (Hons.) 3rd YEAR, SEMESTER 6

Submitted To: Submitted By:

Dr. Navneet Kaur Arora Name: - Paavan Sidhu
Section: - B
Roll No.: - 095/22

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 Table of Contents
S.No. Title Page No.
01 INTRODUCTION 03
02 MEANING AND DEFINITION OF INTERVIEW 04

03 TYPES OF INTERVIEWS 05-08

04 09-11
ADVANTAGES AND DISADVANTAGES OF
INTERVIEWS
05 PROCESS OF CONDUCTING AN INTERVIEW 12
06 CONCLUSION 13
07 REFERENCES 14

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INTRODUCTION
An interview is a widely utilized method of data collection across various fields, including
qualitative research, journalism, recruitment, and social sciences. It serves as a direct means
of communication between individuals, typically involving one person asking questions and
another providing response. Interviews can take on different formats, ranging from highly
structured to completely unstructured, depending on the purpose and context in which they
are conducted. In qualitative research, interviews are particularly significant as they enable
researchers to gather detailed and nuanced insights into participants' thoughts, experiences,
and perceptions. This method facilitates a deeper understanding of complex human behaviour
and social phenomena, often revealing information that might be overlooked by quantitative
approaches such as surveys. The value of an interview largely depends on its design, the skill
of the interviewer, and the accuracy with which the collected data is interpreted. As a result,
interviews remain a vital tool for generating rich, meaningful data and contributing to
comprehensive analysis in a wide range of disciplines.

Interviews are a valuable tool for research, particularly in qualitative studies, offering insights
into complex phenomena and understanding participant perspectives. Careful planning,
execution, and analysis are crucial for maximizing the benefits of this data collection method

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MEANING AND DEFINITION OF INTERVIEW
An interview is a purposeful conversation where one person (the interviewer) asks questions
and the other person (the interviewee) responds, with the objective of gathering specific
information.

The term "interview" has been defined by various scholars in different ways, depending on
the context in which the interview is being used, such as in research, communication, or
human resources. Despite slight variations, most definitions emphasize that an interview is a
method of communication involving questions and answers with a specific purpose, often to
gather information.

According to Gary Dessler, an interview is a selection procedure (Dessler, 2016) designed to

predict future job performance on the basis of applicants’ oral responses to oral inquiries.
This definition places emphasis on the role of the interview in employment settings and
highlights its predictive nature in hiring decisions.

Louis Cohen and Lawrence Manion, well-known for their work in educational research,
define an interview as a purposeful conversation, usually between two people, that is directed
by one in order to obtain information from the other. This definition focuses on the research
aspect, emphasizing purpose, direction, and the interpersonal nature of interviews.

John W. Creswell, a leading scholar in qualitative research (Creswell, 2014), views an

interview as a means for the researcher to understand the lived experience of the participant.
According to him, interviews allow the researcher to enter into the subject’s world and
understand their perspective in depth, especially in a qualitative context.

Kahn and Cannell describe the interview as a specialized pattern of verbal interaction
initiated for a specific purpose and focused on a specific content area. They underline the
structured nature of the interaction and its goal-directed intent.

Goode and Hatt define an interview as a conversation with a purpose, and this has become a
widely accepted and simple definition. Their emphasis is on the intent behind the dialogue,
suggesting that interviews are not casual conversations but are directed toward acquiring
knowledge, insights, or data.

These definitions collectively suggest that an interview is a systematic and purposeful

interaction, primarily used for gathering information, whether for research, recruitment, or
investigation. While the context may change, the core idea remains the same: it is a tool for
learning directly from another person's experiences, views, or qualifications through direct
communication.

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TYPES OF INTERVIEWS

BASED ON STRUCTURE
There are three primary types of interviews commonly used across various fields:
structured, semi-structured, and unstructured interviews. Each type serves a different purpose
and is suited to different contexts depending on the level of control and flexibility desired.

STRUCTURED INTERVIEW
A structured interview is the most formal and rigid type. In this format, the interviewer asks a
predetermined set of questions in a specific order, and each interviewee is given the same
questions with little to no deviation. This method ensures consistency and fairness, making it
easier to compare responses across candidates. Structured interviews are commonly used in
job recruitment processes (Best & Kahn, 2006), especially in large organizations where
standardization is essential. For example, in a job interview for a customer service role, every
candidate might be asked the same set of questions about their experience, how they handle
complaints, and their approach to teamwork. This format minimizes bias and helps employers
objectively assess qualifications based on uniform criteria.

SEMI-STRUCTURED INTERVIEW

In contrast, a semi-structured interview allows for more flexibility while still following a
general framework. The interviewer prepares a list of questions in advance but is free to
explore responses further through follow-up questions. This format strikes a balance between
consistency and adaptability, making it particularly useful in qualitative research (Kumar,
2014) or human resources settings where deeper insights are needed. For instance, a
researcher studying student stress might begin with a question about daily routines and then
follow up with more specific questions based on the interviewee's responses, such as how
lack of sleep impacts their academic performance. This approach helps uncover rich, detailed
information while maintaining some structure.

UNSTRUCTURED INTERVIEW

An unstructured interview is the most flexible and informal type. It does not follow a fixed
set of questions or order. Instead, the interviewer may begin with a broad topic and allow the
conversation to unfold naturally based on the interviewee's responses. This type of interview

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is often used in ethnographic research, journalism, or counselling, where the goal is to
understand experiences in depth without constraints. For example, a cultural researcher might
ask someone to describe their life in a rural village, and the rest of the conversation would
develop spontaneously depending on what the participant chooses to share. Unstructured
interviews rely heavily on the interviewer’s ability to listen attentively and guide the
discussion without dominating it.

BASED ON PURPOSE
Interviews can be classified based on their purpose, as the intent behind conducting an
interview often determines its structure, content, and method of execution. Each type serves a
distinct role in fields such as research, employment, media, and counselling. Below is a
detailed explanation of the different types of interviews based on their purpose:

1. Research Interview
The primary purpose of a research interview is to collect data for academic or scientific
studies. These interviews are commonly used in qualitative research to gain deep insights into
participants’ experiences, beliefs, behaviours, and perceptions. Researchers may use
structured, semi-structured, or unstructured formats depending on the research objectives. For
example, a researcher studying the impact of online learning on university students may
conduct in-depth interviews to explore how students perceive their learning experiences
during remote education. The focus is on understanding the “how” and “why” behind
behaviours or attitudes rather than just quantifying them.

2. Employment or Job Interview

Employment interviews are conducted to assess a candidate’s suitability for a job role. The
interviewer evaluates the candidate’s qualifications, skills, experience, and personality traits
to determine whether they match the job requirements and organizational culture. These
interviews can be structured, such as asking a fixed set of questions, or behavioural, where
the candidate is asked to describe past experiences that demonstrate key competencies. The
purpose is both evaluative and comparative, helping employers make informed hiring
decisions.

3. Counselling Interview
A counselling interview is aimed at helping individuals understand and resolve personal,
social, or psychological issues. These interviews are often conducted by professional
counsellors, psychologists, or therapists and are usually unstructured or semi-structured in
format. The primary goal is to create a safe and supportive environment where individuals
feel comfortable discussing their problems. For instance, in a school setting, a counsellor may
interview a student experiencing academic stress to explore the causes and offer coping
strategies.

4. Journalistic Interview
This type of interview is conducted by journalists to gather information for news stories,
feature articles, or broadcasts. The main purpose is to obtain facts, opinions, or personal
insights from sources or public figures. Journalistic interviews can vary in tone and style
depending on the situation; they may be formal, investigative, or casual. For example, a
journalist might interview a politician about a recent policy decision or speak with a local
resident about a community event. The information gathered is typically used to inform or
engage a broader audience.

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5. Investigative Interview
Investigative interviews are carried out to uncover facts, clarify issues, or gather evidence
related to a specific incident, often in legal, forensic, or organizational contexts. These
interviews are methodical and are used by police officers, auditors, or internal investigators.
The interviewer’s role is to obtain accurate and truthful information while minimizing the
risk of bias or coercion. For example, in a workplace harassment case, an HR officer may
interview witnesses and involved parties to understand the nature of the complaint.

6. Exit Interview
An exit interview is conducted when an employee leaves an organization. The purpose is to
understand the reasons behind their departure and to gather feedback that can help improve
the workplace environment. These interviews are typically conducted by HR personnel and
aim to identify patterns or issues that may affect employee retention. They can also offer
insights into areas where management or organizational policies could be improved.

7. Diagnostic Interview
In the medical and psychological fields, diagnostic interviews are used to identify the
presence of disorders, illnesses, or behavioural issues. Conducted by healthcare professionals
or clinicians, these interviews involve detailed questioning about symptoms, history, and
behaviours. The purpose is to make an accurate diagnosis and determine the appropriate
treatment or intervention. Such interviews require specialized training and often follow
established diagnostic frameworks.

In conclusion, interviews serve a wide range of purposes depending on their context. Whether
for research, employment, counselling, media, or investigation, the design and execution of
an interview are guided by its specific goals. Understanding the purpose behind an interview
is essential for selecting the appropriate format, setting the tone, and obtaining reliable and
meaningful information.

BASED ON MEDIUM
Interviews can also be categorized based on the medium through which they are conducted.
The choice of medium greatly influences the interview's structure, tone, and effectiveness,
and it often depends on factors such as location, resources, time constraints, and the nature of
the information being collected. Below is a detailed explanation of the different types of
interviews based on the medium:

1. Face-to-Face Interview
The face-to-face interview is the most traditional and widely used form of interviewing. In
this format, the interviewer and the interviewee are physically present in the same location.
This medium allows for a personal interaction that can build rapport and trust, leading to
more open and detailed responses. Non-verbal cues such as facial expressions, gestures, and
body language can be observed and interpreted, adding depth to the communication. Face-to-
face interviews are commonly used in job recruitment, in-depth research studies, counselling
sessions, and media interviews. Despite being time-consuming and sometimes costly, they
are often considered the most effective for collecting rich and authentic data.

2. Telephone Interview
Telephone interviews are conducted over a voice call without any visual contact between the
interviewer and the respondent. They are often used when the participants are located in

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different geographic areas or when time and cost constraints prevent in-person meetings.
Telephone interviews can be structured or semi-structured and are widely used in both
qualitative and quantitative research. While they are convenient and less expensive than face-
to-face interviews, they limit the ability to read body language and facial expressions.
However, for straightforward surveys or screening processes, this medium can be highly
efficient.

3. Video or Online Interview

With the advancement of technology, video interviews conducted through platforms such as
Zoom, Microsoft Teams, Skype, or Google Meet have become increasingly popular. This
format combines many of the benefits of both face-to-face and telephone interviews. It allows
for real-time visual and verbal interaction without requiring physical presence, making it
ideal for remote job interviews, international research studies, and virtual counselling
sessions. Video interviews can foster a more personal connection than telephone interviews
while also allowing for the observation of visual cues. However, they depend on reliable
internet connections and technological familiarity on both sides.

4. Email Interview
An email interview involves sending a set of questions to the interviewee via email, to which
the participant responds in writing. This method allows the interviewee ample time to reflect
on the questions and craft thoughtful responses. It is useful when working across time zones
or when participants prefer to respond at their own convenience. Email interviews are often
used in academic research, journalism, or professional assessments where written
documentation is valuable. While they lack the spontaneity of live interviews and do not
allow for immediate follow-up questions, they are easy to document and analyze.

5. Chat or Text-Based Interview

Chat interviews are conducted through instant messaging platforms such as WhatsApp,
Facebook Messenger, or web-based chat applications. This format is informal and may be
suitable for interviews with younger participants or those who are more comfortable with
texting than speaking. It allows for real-time interaction without the need for audio or video,
making it accessible and discreet. However, the lack of vocal tone and facial expressions can
sometimes lead to misinterpretation, and the flow of conversation may be slower compared to
verbal interviews.

6. Written Interview (Paper-Based)

In some cases, interviews may be conducted using printed questionnaires or written responses
exchanged on paper. This traditional method is often used in environments with limited
access to digital tools, such as in rural areas, correctional facilities, or during fieldwork.
Written interviews can be structured or open-ended and are valued for their simplicity and
permanence. However, they may lack the interactivity and immediacy of other formats, and
the handwriting or clarity of responses can sometimes pose challenges during data analysis.

In conclusion, interviews based on medium vary greatly in their format, accessibility, and
effectiveness. Face-to-face interviews offer depth and richness, while telephone and video
interviews provide convenience and reach. Email and chat interviews offer flexibility and
ease of documentation, while written interviews serve as a practical alternative in resource-
limited settings. The choice of medium should align with the goals of the interview, the
nature of the information sought, and the preferences or limitations of both interviewer and
interviewee.

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ADVANTAGES AND DISADVANTAGES OF INTERVIEWS
Interviews are a great research tool. They allow you to gather rich information and draw more
detailed conclusions than other research methods, taking into consideration nonverbal cues,
off-the-cuff reactions, and emotional responses. However, they can also be time-consuming
and deceptively challenging to conduct properly. Smaller sample sizes can cause
their validity and reliability to suffer, and there is an inherent risk of interviewer effect arising
from accidentally leading questions.

ADVANTAGES:
In-depth information:
Interviews allow for detailed exploration of topics, enabling participants to provide rich,
nuanced responses.
Flexibility:
Interviewers can adapt questions based on responses, probing further for deeper insights.
Personal connection:
Interviews foster a personal connection between interviewer and interviewee, potentially
leading to more candid and revealing responses.
Non-verbal cues:
Interviewers can observe and interpret non-verbal behavior, gaining a more holistic
understanding of the interviewee.
Spontaneous responses:
The conversational nature of interviews encourages spontaneous responses, capturing the
interviewee's natural thinking process.
Overcoming resistance:
Interviewers can actively address resistance or reluctance, ensuring a more productive
conversation.
Adaptable questioning:
Questions can be modified based on the interviewee's level of understanding and the flow
of the conversation.
Flexibility in order:
The interviewer can control the order of questions, tailoring the interview to the specific
needs of the situation.
Assessment of personal qualities:
Interviewers can assess the interviewee's emotions, opinions, and other personal
characteristics.

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Clarification of misunderstandings:
Interviewers can clarify questions and ensure mutual understanding, leading to more
accurate data.
DISADVANTAGES:
Subjectivity:
Interviewers can be subjective in their interpretations, potentially introducing bias into the
data.
Bias:
Interviewer biases can influence the questions asked, the responses elicited, and the overall
interpretation of the information.
Time-consuming:
Interviews are generally more time-consuming than other data collection methods,
requiring significant preparation, execution, and analysis.
Cost:
Conducting interviews, particularly face-to-face interviews, can be expensive due to travel,
time, and potentially transcription costs.
Nervousness:
Interviewees may feel nervous or uncomfortable, leading to guarded or unreflective
responses.
Interviewer influence:
The interviewer's presence and behaviour can influence the interviewee's responses,
potentially affecting the validity of the data.
Lack of anonymity:
Interviewees may not feel comfortable sharing sensitive information due to concerns about
confidentiality or potential consequences.
Difficulty in replicating findings:
The unstructured nature of some interviews can make it difficult to replicate studies and
compare findings across different interviewers or situations.

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Type of Advantages Disadvantages
interview

Structured  Can be used for quantitative  Researcher can’t ask additional questions
interview research for more clarification or nuance
 Data can be compared  Limited scope: you might miss out on
 High reliability and validity interesting data
 Time-effective for the  At risk of response bias
interviewer and the respondent  Due to the restricted answer options,
people might have to choose the “best fit”

Semi-structured  Can be used in quantitative  Lower validity than the structured

interview research interview
 Relatively high validity  At risk of Hawthorne effect, observer
 You can ask additional questions bias, recall bias, and social desirability bias
if needed  You need to have good conversational
skills to get the most out of the interview
 Preparation is time-consuming

Unstructured  You can ask additional questions  Low reliability and validity
interview if needed  You need to have excellent conversational
 Respondents might feel more at skills to keep the interview going
ease  At risk of Hawthorne effect, observer
 You can collect rich, qualitative bias, recall bias, and social desirability bias
data  Easy to get sidetracked
 Can be used if little is known  Hard to compare data
about the topic  Preparation is very time-consuming

Focus group  Efficient method, since you  You can ask a limited number of questions
interview multiple people at due to time constraints
once  You need good conversational and
 Respondents are often more at leadership skills
ease  There is a higher risk of observer
 Relatively cost-efficient bias, recall bias, and social desirability bias
 Easier to discuss difficult topics  You can’t guarantee confidentiality or
other ethical considerations, since there are
multiple people present

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PROCESS OF CONDUCTING AN INTERVIEW
The process of conducting an interview involves a series of structured steps designed to ensure the
collection of meaningful and reliable information. It begins with careful planning, where the
objectives of the interview are clearly defined along with the identification of the target audience.
During this phase, the appropriate type of interview—whether structured, semi-structured, or
unstructured—is selected based on the goals of the study or inquiry. Additionally, practical
arrangements such as preparing consent forms and obtaining necessary ethical clearances (Kothari,
2004) are made, particularly in academic or clinical contexts.

The next step involves the preparation of questions. Depending on the purpose of the
interview, the questions may be open-ended to encourage detailed responses or closed-ended
to gather specific information. Crafting well-thought-out questions is essential to guide the
conversation productively. If time and resources allow, a pilot test of the interview questions
can be conducted to assess their clarity and effectiveness, making adjustments where needed.

Once the interview is ready to be conducted, the interviewer focuses on creating a

comfortable and welcoming environment for the participant. The session typically begins
with introductions and efforts to build rapport, helping the interviewee feel at ease. The
interviewer then proceeds to ask the prepared questions clearly and confidently, while also
listening actively and attentively to the responses. It is important to remain flexible, allowing
for natural conversation while staying aligned with the interview’s objectives. The responses
are recorded either in written notes or through audio or video recordings, depending on the
context and consent of the participant.

The final step in the interview process is closing the session in a respectful and professional
manner. The interviewer thanks the participant for their time and insights, and may clarify
whether follow-up communication is necessary. If appropriate, contact information or
feedback options are provided. This step helps to conclude the interaction positively and
reinforces ethical standards by acknowledging the interviewee's contribution. Together, these
steps form a comprehensive process that supports effective data collection and contributes to
the integrity and success of the interview.

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CONCLUSION
Interviews remain a powerful and versatile tool for gathering rich, detailed, and meaningful
information. When designed thoughtfully and conducted systematically, they serve as an
essential method of inquiry across diverse fields such as research, journalism, counselling,
and human resource management. Interviews go beyond surface-level data collection,
offering an opportunity to explore individual perspectives, emotions, and experiences in
depth. They provide a unique window into the social, psychological, and contextual
dimensions of human behaviour that other methods, such as surveys or experiments, may
overlook.

The effectiveness of an interview is determined not only by the quality of the questions asked
but also by the skill of the interviewer in building rapport, listening actively, and probing for
clarity when needed. Equally important is the ethical conduct of the interview process, which
includes respecting confidentiality, obtaining informed consent, and ensuring that the
participants' voices are represented accurately and respectfully. Interpreting responses with
sensitivity and critical insight is vital to preserving the authenticity of the data and drawing
valid conclusions.

Ultimately, the interview is not just a technique but a dynamic interaction that requires
empathy, attentiveness, and intellectual curiosity. When executed with care and integrity,
interviews can yield deep insights that inform decisions, support policy-making, contribute to
academic understanding, and foster human connection. As such, interviews continue to hold
significant value as a qualitative method of exploration and discovery in both professional
and scholarly contexts.

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REFERENCES
Goode, W. J., & Hatt, P. K. (1952). Methods in social research. McGraw-Hill.

Kothari, C. R. (2004). Research methodology: Methods and techniques (2nd ed.). New Age
International Publishers.

Kumar, R. (2014). Research methodology: A step-by-step guide for beginners (4th ed.).
SAGE Publications.

Khan, R. L., & Cannell, C. F. (1957). The dynamics of interviewing: Theory, technique, and
cases. John Wiley & Sons.

Sarantakos, S. (2013). Social research (4th ed.). Palgrave Macmillan.

University of Minnesota. (n.d.). Types of interviews. Retrieved from

https://career.umn.edu/types-interviews

Scribbr. (n.d.). Interview methods in research. Retrieved from

https://www.scribbr.com/methodology/interview-research/

Indeed Editorial Team. (2022, October 13). What is a job interview? Definition, types, and
tips. Retrieved from

https://in.indeed.com/career-advice/interviewing/what-is-a-job-interview

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