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Best Practices for Conducting Effective Interviews in Therapy Settings

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This guide outlines the essential components and considerations for conducting interviews in therapeutic contexts. It emphasizes the importance of establishing rapport, crafting clear and relevant questions, and understanding the dynamics between staff and clients. Key points include the significance of a comfortable environment, various interview types, and the necessity of preparing adequately for the session. Strategies for opening, conducting, and closing interviews are provided, alongside insights into nonverbal communication and listening skills, ensuring a comprehensive approach to information gathering.

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Best Practices for Conducting Effective Interviews in Therapy Settings

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  1. Interviews KNR 279 Stumbo, 2002

  2. INTERVIEWS • One source of information gathering • Involves face-to-face contact with clients and/or their families • Unlike exchanges that have social purposes, interviews have a very specific purpose

  3. PURPOSE • Information gathering • Discover what is on someone’s mind • Assess what can’t be directly observed • Enter another’s perspective • Assumes that their perspective is meaningful

  4. PURPOSE • Gather information • Develop relationship & rapport • Orientate to TR services • Austin, 1997

  5. Considerations when Creating Interviews • Commonalities & differences between staff & clients • Backgrounds • Terminology • Increase similarities, decrease differences • Dimensions of the relationship between staff & clients • Degree of control & power • Seating arrangement • Formality of environment • Degree of warmth displayed by staff

  6. Considerations when Creating Interviews • Perceptions • Dress & body language • Ability to answer questions • Warmth • Skill level of staff • Takes a lot of practice & hard work • Need to listen, evaluate, give feedback, probe • Collective experience • Time of day, day of week • Events preceding the interview • Nonverbal communication

  7. INTERVIEW AS ASSESSMENT • Need to be consistent • Conduct interview in a quiet, private, and comfortable environment • Determine strengths & weaknesses • Need to faithfully represent client’s responses • Need to maintain appropriate control

  8. CREATING THE INTERVIEW • Write questions • Clarity of questions • Determine what other disciplines are addressing • Consider reliability of the assessment • Consider validity of the assessment • Develop protocol

  9. Preparing for the Interview • Review client’s record • Minimizes need to repeat information • Conveys message of being prepared • Ability to analyze accuracy of responses • Decide who will be in interview • Client • Parents or family? • Review assessment form each time • Schedule time & place of interview • Prepare environment before interview

  10. Basic Part of Interview • Opening • Body • Closing

  11. OPENING INTERVIEW • First few minutes are the most important • Establish rapport • Greet client by name • Introduce self & position • Orientate to interview process • Purpose, length, how information will be used • Orientate to TR program • Informed consent • Confidentiality

  12. Body • Topics • Program content (for example) • Background information • Leisure awareness • Social skills • Stress management • Leisure resources • Start with less threatening questions • Start with less complex questions • May use time frame • Past, present, future

  13. CLOSING INTERVIEW • Purpose of interview & how use information • Offer to answer questions • Signal that time is up • Express appreciation • Plan the next interview • Summarize the interview • Goals, programs • See Stumbo, 2002, p. 210-211

  14. TYPES OF INTERVIEWS • Non-directive • Casual conversation • Informal conversational interview • Directive • General interview guide • Semi-structured • Standardized open ended interview • Structured • Produces most reliable & valid results

  15. INFORMAL CONVERSTIONAL • Spontaneous generation of questions • May not realize being interviewed • No pre-conceived notions of what is important • Maintain flexibility • Notes are not taken during interview

  16. GENERAL INTERVIEW GUIDE • List of questions/issues to be explored • Obtain basically the same information in each interview • Topics are listed, but interviewer can probe • Probes are not predetermined • Useful in group interviews

  17. STANDARDIZED INTERVIEW • Interview questions listed exactly how they will be asked • Probes are written in text • Purpose is to make more systematic • Easier to analyze

  18. WHAT TO ASK (Content) • Experience/behavior • Opinion/value • Feelings • Knowledge • Sensory • Background/demographic

  19. WORDING OF QUESTIONS • Open-ended & closed-ended • Presumption • Neutral & leading questions • Role-playing & simulation • Transitions • Probes & follow-up questions • Primary & secondary questions • Support & recognition

  20. NEGATIVE STYLES OF QUESTIONS • Avoid double-barreled questions • Avoid vague words • Most, all, every time • Avoid technical language • Avoid why questions • Ask relevant questions • Be careful of biased/leading questions

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