Lecture 9 - Interview Flashcards
What are the advantages of the interview?
-allows more depth and flexibility
-less rigid and more “humane”
-helps to build rapport with the client in a clinical context
-allows one to collect a lot of information with a minimum level of preparation and planning
-substantial cost-benefits ratio when no appropriate questionnaire exists and/or when few persons need to be assessed.
-a psychological assessment MUST include an interview
What are the disadvantages of the interview?
-hard to control for biases due to the assessor
-the person being interviewed will be more susceptible to social desirability biases and to be influenced by the assessor
-more flexibility also means less standardization
-more time is required to collect a similar amount of information
-with multiple participants, the costs associated with interviews are important
What are the different types of interviews?
-Group tests [standardized, no flexibility]
-Computerized tests [somewhat flexible]
-Individual tests [very flexible]
-Structured interviews [explicit questions, structure, and marking guidelines; Stem and follow up questions]
-Semi-structured interviews [some questions prepared but very flexible]
-Unstructured Interviews
-Panel interviews [various interviewers] (used mainly in selection processes) are designed to limit the biases associated with the interviewer
How does a structured interview work?
-asking 1 larger question (stem) first [this can include smaller subquestions]
-if the patient says yes to the question or any of the subquestions, ask follow up questions (maybe focused on behaviour)
What are the 2 distinct and essential objectives of clinical interviews?
1) Conduct a precise and complete assessment of the client’s problems, consultation motives, expectations, life functioning, and factors that help to maintain the problems.
2) Building rapport with the client in order to develop a strong therapeutic alliance.
Why is it important to develop a strong therapeutic alliance during the interview process?
-The clinical interview is not only an assessment procedure, but already the start of the intervention. The interview process helps to normalize the client situation and problems, to communicate hope that solutions will be found and that change is possible, and to demonstrate unconditional positive regard from the psychologist.
What is the first step of initiating the interview?
1) Introduce yourself, shake hands, indicate to the client where he/she can sit, make sure that you pronounce names correctly, limit the « small talk ». Make sure that the set up limits unnecessary circulation – easy access.
What is the second step of initiating the interview?
2) Explain your role, the timeframe, and the goals and schedule of the interview. Mention that you will be taking notes, the types of questions that you will be asking, etc.
What is the third step of initiating the interview?
3) Indicate the types of responses that you expect.
What is the fourth step of initiating the interview?
4) Give as much control to the client as possible, and create a comfortable environment: Privacy, confidentiality, face-to-face with no desk in between, client located to your left so that your notetaking is not done between you (or right for left handed people), dress code (“just enough” to be a neutral yet comfortable stimulus)
What is included in the free speech section of the interview [beginning]?
(1) Consultation motive (chief complaint-s) and underlying motives
(2) Expectations
(3) 15% to 20% of the interview.
(4) Open-ended questions, and precision questions.
(5) Tolerate silences, but not for too long. Silences may reflect deep thinking and may be necessary for the client to maintain balance, but they may also become uncomfortable.
(6) At the end, provide a summary of what you understood from the free speech section, and ask for the client agreement with your summary (or for adjustments).
(7) Avoid using the word “why”.
What’s important to keep in mind when building the relationship?
-assess and be aware of YOUR OWN EMOTIONS. The specific characteristics of the client might interfere with your own characteristics. This may also provide you with insight about the reactions that the client may generate in his or her environment.
-adopt the language of the client but not too much. Do not become over-friendly. [remain neutral]
-be careful to avoid ready-made sentences that sound fake (“I understand how you feel”)
What are 2 types of reinforcements that help when building the relationship?
-verbal
-non-verbal reinforcement [visual contact, nodding, lean forward, etc.]
What are different strategies to provide verbal reinforcement?
-reformulate: If I understand correctly…
-support: Demonstrate that you are listening. Hmm Hmm, I see, keep going, etc.
-echo: Repeat the last words.
-pause: To help the client gather his or her thoughts.
-ask for precisions.
-be reassuring, but not too much.
What are some sources of resistance from clients towards the interviewer?
-clients might question your age, gender, etc.
-basic needs.
How to respond to resistance from clients?
-Q-TIP: Quit Taking IT Personally
-respond at least twice to the question before changing direction. You might not have been clear.
-respond to the need rather than to the question.
What set of information should be collected during an interview?
-describe each of the symptom: context, frequency, exact nature and manifestations, severity.
–vegetative: sleep, appetite/weight, energy level, diurnal changes, sexuality.
–behavioral.
–relational.
–cognitive.
–affective.
-the consequences of the symptoms. [marital/sexual, professional, personal, interpersonal, legal, interests, other]
-start of the current episode, context, development of the symptoms over time, stressors.
What set of information should be collected during an interview (2) [focusing on the past]?
-previous episodes ?
-history of previous psychological/psychiatric treatments? [get info about previous interventions too to know if they worked or not]
-rely on specific questions, mildly confront the client when necessary (you seem to avoid …), reassure.
What broader additional information is obtained in an interview after discussing the current problems? And how does the interview end?
-history: Personal, medical, social.
-assessment of the “mental state” of the client (neuropsychological)?
-medical assessment?
-diagnosis.
-discuss the next steps
-let the client know in advance that the interview is coming to an end.
What is everything that needs to be covered in an interview [Lazarus and the BASIC ID]?
B- Behaviors
A- Affects
S- Sensations (physiological).
I- Imagery (mental images, visualization, identity)
C- Cognitions (thoughts, beliefs, distortions, etc.)
I- Interpersonal (social relationships)
D- Drugs/biology (including medication, sleep, dieting)
What are the types of organizational interviews?
-Selection interview: Retain the best possible candidate to fill a position.
-Exit interviews: Assess the reasons why an employee has decided to leave the company AND leave the employees with a positive view of the employer.
-Performance assessment Interview: Assess employees’ performance and competencies for: (a) Proactive feedback, (b) Layoffs, (c) Promotions.
-Feedback interview, Organizational diagnosis interview: Obtain feedback from the employee.
-The initial contracting interview (see clinical interview).
What are the 2 essential objectives of the personnel selection interview?
-retain the best possible candidate to fill a position.
-make candidates feel good about the workplace, provide a positive first impression about the workplace. [want them to want to work there]
Why is it important to make candidates feel good about the workplace during the personnel selection interview?
-the “retained” candidate must still want to take the position at the end of the selection process. The other candidates should still leave the interview process with a positive view of the company
-the quality of the interview will have a major impact on the view the candidates will have about the workplace and its credibility as a serious employer [needs to be a realistic first impression]
What are the 7 critical elements of the selection interview?
- bad interview questions are useless: No discriminatory power, too easy, social desirability, etc. [strengths and weaknesses..]
- selection process needs to be fair and respectful: To give each person what he or she deserves based on merit
- selection process needs provide a realistic job preview
- finding the best key for the lock, not the least worse.
- pay attention to the content and mode of the responses
- behavior is a more valid indicator of competence than knowledge, opinions, CV, and references
- good interview focuses on the critical components of the position, especially those that are hard to develop
What are the biases present in the selection interview?
-Halo et generalisation [based on 1 characteristic]
-projection: Trying to find your “clone” or a friend. [halo]
-focusing on weaknesses. [halo]
-focusing on transparency. [halo]
-over-qualified candidates [myth; but can be concerned that they’ll leave]
-first impression.
-NOTE TAKING, PANEL (one in charge). [better to take notes instead of focusing on first impressions]
What is the sequence of the selection interview?
-welcome the candidate.
-build an atmosphere of trust and confidence.
-indicate the objectives.
-indicate the sequence: duration, content, note taking, questions, opinions.
-obtain consent to proceed.
-conduct the interview.
-indicate in advance that the interview is coming to an end.
-ask whether the candidate has questions to ask about the job or the workplace.
-indicate the next steps to the candidate.
-thank the candidate, accompany the candidate to the door or exit.
What are the 2 types of questions asked in a selection interview?
-Open-ended questions
-Situational questions
What are open-ended questions?
-simple, direct, and precise questions.
-discriminant questions that are hard to bias.
-can be used to assess knowledge and competencies.
What are situational questions?
-aim to solicit behavioral responses (or tendencies).
-require a quick response.
-need to be realistic (bomb threat in a remote area).
-need to be very precise and specific (designed to focus on a single element of response, on a single area of knowledge or competency).
-should be accessible to the candidate.
What are some examples of bad questions?
-What are your key strengths and weaknesses?
-Which of your accomplishments are you the most proud of?
-You see one of your colleague while he is stealing valuable office material. How do you deal with this?
-Your boss seems to hate you. What can you do to solve this situation?
