Unit 520 – Recruitment and Selection within Health and Social Care
In order to gain relevant and comprehensive information from individuals during any interview process, it is important that I use appropriate questioning techniques.
Conversation can be stimulated by one person, who may be sharing specific facts with others, or be expressing their feelings or opinions. An individual can show their thoughts, or contrast them through making a number of statements and offering their views on a specific topic.
In addition, asking or answering questions can stimulate conversation. During the course of natural conversation, the flow of information is generated by a variety of ...view middle of the document...
The following example of an open question leaves the respondent with no opportunity than to give a more detailed response. For example: How do you feel about giving medications to customer’s?. Possible answers to this could be: I do not have any issue with giving medications, but would have to be trained as I have never done this before or Please do
not give me any medication duties as I get confused with all the medical terms and would completely get them wrong, which could cause a problem to the customer.
Probing Questions – Probing questions are used as a natural follow up to open questions. Having stimulated the interviewee to talk, you may wish to pursue a particular point that was only touched upon during the interview.
The probe question causes the individual to focus on the point that interests you, and results in more information being given. For example: Tell me more about the medication issue you raised?
Leading Questions – A leading question is one that expects the respondent to reply in a particular way. The wording of the question will indicate the required response. Examples of leading questions are: Can I take it that you’ve had some experience caring for others? Or 15 minute calls are terrible waste of time, don’t you think?
The Interview Process:
There are four stages to the interview process, these are:
2. Conducting the Interview
3. Closing the Interview
4. Follow up
Preparation: The objective of the interview must be identified and a framework for the interview should be developed. Relevant information will need to be gathered and analysed prior to the interview taking place. This is particularly important and relevant in the case of disciplinary, grievance or appraisal interviews.
Conducting the Interview: When undertaking recruitment interviews, the manner in which the interview is conducted will be apparent from the atmosphere and tone of communication displayed by both myself and the interviewee.
It is crucial that I ask appropriate questions and listen carefully to the answers being given. I need to control the pace of the interview.
I must evaluate responses and make a judgement about what the interviewee may be trying to say or may be trying to cover up. Some individuals will have difficulty expressing themselves, whilst others will be unforthcoming on purpose in order to avoid giving negative information. I need to be selective and objective in evaluating the information I am hearing. Assessing the non-verbal clues, such as body language and gestures will assist in interpretation.
Closing the Interview: I find it helpful to summarise information that objectives set have been achieved and to identify whether any follow up action is required. Clarification of understanding of any outcome is sought and the meeting is brought to a close courteously, no matter what the outcome.
Follow Up: After the interview I consider and assimilate all the information gained...