Investigative Interviewing Skills

Investigative Interviewing Skills



Investigative Interviewing Skills

Introduction

Interview

The interview can be defined as the assessment or research instrument that precedes any type of intervention to decision-making process, adopting an interactive format, given the very nature of the instrument and because it is part of the assessment-intervention continuum.

There was a progressive growth in expectations that the interview, as an essential assessment technique, could provide professionals with valid, reliable and accurate information (Adams & Jarvis, 2004, pp7-12).

Discussion

Interviews are of various types. Few of them are discussed below.

Interview one-on-one

Such an interview measures your potential abilities required for a given position. The interviewer wants to see how you can comply with the proposed post and as your level of knowledge and skills combined with the level of the collective in which you have to work. Your goal in this interview - to establish rapport with the interviewer and show him what benefits your skills and knowledge will bring the company (Fielding & Fielding, 2001, pp. 39-53).

Group Interview

It is usually used for realizing the potential of the proposed manager or employee who will work with clients. Most suitable for this position candidates get together and organize a debate interview. It is proposed to discuss the subject and the interviewer starts the discussion. The purpose of this interview is to determine how the candidate interacts with others and uses his experience and knowledge in order to convince others to win this debate. If you feel that a victory in this interview is up to you, then be prepared for the fact that you are invited to a more extensive interview (Carson & Bull, 2003, pp. 126-148).

Screening interview

It is an interview whose purpose is screening unqualified candidates. As such, the interviews provide evidence to support your level of knowledge and skill is more important than simply establish mutual understanding between you and another person. The interviewer will ask you questions in a specific pattern and clearly record your answers in accordance with it, checking whether there are at least some discrepancies between what you wrote in the summary, and the person you wish to appear before it. For this interview, the best recommendation - clearly and concisely answer questions and provide any additional information other than the one you requested. All that you say besides the fact that you are being asked to work against you. One type of screening interview is a phone interview (Hale, Uglow & Heaton, 2005, pp. 1-18).

Verification

An interview where you may be asked to write a test or an oral test your knowledge (Barron's Law Dictionary, 2001, pp. 81-94).

Behavioral Interview

The primary idea behind this kind of interview is that the finest forecaster of your prospect deeds is your past behavior. These types of questions may be asked in any interview format—telephone, panel or one-on-one. If the interviewer asks behavior-oriented questions, then they are the questions which must be replied with truth-based answers as no imaginary questions are being asked any further (Dempsey, 2003, pp. ...