In Depth Interview in phenomenology


The data collection phase of the research needed to interview and Focus groups. In-depth interviews there are certain rules that one can follow. These are:

1. Since this is an unstructured interview, so no prepared questions required. First of all, this does not mean that research does not have to prepare for the interview; it simply means that there is no organized control. A structured interview is the one who gives respondents a choice to mark the response. The semi-structured interview, research has opened ended questions to ask. However, unstructured interview neither open ended or closed has been closed questions. This is because one never knows what form the interview is going to take. Neither research nor the defendant knows what the result of interaction between them is going to create.

2. But instead of preparing interview questions, the researcher can identify themes for interview. Theme fact is the focus; it is a factor in the issue of consideration that the researcher wants to focus on. Thus interview kidney patient about his disease, if the research would focus on pain management issues, it will be a major focus of his. Moreover, even in the interview, you can narrow down this general focus on issues such as (borrowing Glaser is grounded theory examples here) resting, medication and pacing. So, the general focus or theme can be further reduced in the interview.

3. Then, in phenomenology one is more interested in the experience of the respondent, because it is not enough to know how the respondent judges something; The important thing is to know about the experience / or experience that led him to this judgment.

4. Since phenomenology, the focus is not on the world, but it is the content or the person who experiences the world, because it is important to know how the respondent experienced world or any particular issue or situation. So, for example if the research wanting to know how respondent has experienced a visit to a specific park, he should focus on the way this park was the experience of the respondent, but not specific information about the park. So, research is not particularly interested to know how many entrances, swings and canteen were in the garden, but knowing how the respondent experienced these things. And in doing so, he has to take his respondent to a stage where it starts reflecting on his previous experience and research tell about his feelings, expectations, fears, thoughts, stimuli selection etc. In short, he’s telling how he was aware of these things

So these are some guidelines to conduct the interview in phenomenological research

By: .. Khalid Jamil Rawat


Interviews: Types and structure


Once you have made strategic networking, get some names and numbers, do some promotions, leveraged recruiters, and had referred to the right people in the right places, it’s time to sit down and learn the art of the interview. Let’s start by looking at the stages of the interview process.

What follows is a discussion of several different types of interviews, how they work, and what you can expect all these interviews conditions. Then we will review the specific questions you should be prepared to answer – and you should be ready to ask -. To maximize your success every step of the interview process

Types of Interviews

Information: Nothing special job for discussion. The purpose is to learn about industries, companies, people, skills required, cultural fit, and perhaps create more ways of study or more people for you to contact

Screening :. This is the first serious step in the interview process. Consider this “live ammo exercise.” Used as a first step to narrow the field of candidates who are considering a professional. Screening can be done by an outside recruiter or in-house human resources representative. Usually done over the phone

Sign Manager :. An in-depth look at the applicant to confirm the desired requirements and / or technical capacity, interest and general personal and cultural fit with the organization. Usually 60 to 90 minutes long, the road on which the application you would be working

Approval :. A series of sequential interviews, sometimes formal and sometimes informal (eg over lunch), conducted by the team members, peers, or colleagues in the departments with whom you would communicate. Getting to this level is expected to hiring manager liked you and you went to the approval of the team. If everyone in the team gives you the thumbs up, you will have a good chance to get a job offer

Group :. A formal and structured interview, conducted by a panel of three to five peers and the hiring manager (at the same time) to narrow the field of candidates. Sometimes, this involves behavioral interview techniques, hands-on project or assignment to work on real problems that the group is facing. A conference call or video-phone format may be used in long-distance situations

Offer :. Hiring a manager or human resources representative offers a formal program in the top choice. Their focus is now offering you, stop their candidate, with the information you need to make a decision and gain a win-win negotiation. This will lead to the best possible deal for both you and the company that wants to hire you.

interview can be best described as a two-way storytelling. You need to provide the interviewer with accurate, relevant stories of career success and job performance. Interviewer need to tell you the history of the company, describe the position in question, and explain specifically how they want you to fit into their picture. This will allow both parties to assess their level of interest in others.

Think of the infrastructure good story. It always includes these elements:

A beginning – in the case of an interview, this may be a low number, set the tone, establish rapport, and provide a personal connection between you and the caller. The key here is to be the best self -. Do not force anything

party or middle – this is the essence of one-on-one information. All your preparation, implementation stories, personal strengths, abilities, and values ​​statements can be used here to make a convincing case for you

Strong end or end -. Last assures the interviewer has a grasp of where you fit into the landscape company, exactly how you can add value to the position in question, and how you are better than other candidates. This part of the story ensures that the interviewer is left with a good impression on you, your track record, and ability to help the company meet its objectives.

In some cases, you will really take all these steps interviews before hiring decision will be – so be ready and be patient. Throughout the process, be sure to tell compelling stories of accomplishment, have three main elements described above. These steps will ensure that you will stand out as the “candidate of choice!”


Top 10 Tips for excellence in job Panel


Of the different types of job, one that can seem the most frightening is the panel interview. This type of interview consists of several interviewees brought questions rather than one on one. Interviewers are often a combination of executive level manager, manager of the position applied for and the employee in that department. Interviewers can all be management level too. Panel interviews are known for rapid questions in order to see how well the applicant handles stressful situations. Although this type of interview is an advantage for the interviewers, it can take advantage of the applicant, and if handled improperly.

Preparing for an interview is important for it to be successful. It actually begins by sending back application for the position. The preparation is done, no matter what type of interview. When you get a message that you will have a panel interview, preparing for that particular interview begins with a call to set the time and place for the interview. Start by writing down the time and place and repeat it back to the person you are speaking with to be sure you have it right. This is also a good time to try to find out the names of the participants, if known. Then begin the more in-depth preparation. Ten tips below will help you to excel in the job card.

  1. Research. Learn all you can about the company, Department you would be working in and the specific position you are applying for. This will help you develop questions to ask and answers to give as well as help you feel a little more at ease with the participants.
  2. Practice. Practice all part of the interview you can, from the introduction to the end of the interview. Friends and family can help to accustomed to rapid questions. This is a good time to develop questions that you would like to ask, such as those of the specific duties you would be expected to perform and what methods it could be related to certain aspects of the job.
  3. Dress for success. Use care in selecting clothing for the interview. You should go with a company dressy. This means a coat and tie for men. For women, it is a bit more choice. A modest dress or business suit made of slacks or a skirt with a jacket are very appropriate. The first impression has to be one of a person who is serious about doing his or her best for the company, so jeans and a t-shirt or something too revealing will not do.
  4. be motivated. In fact, come a few minutes early. Not too early or wait could be long enough to start fidgeting. About ten minutes is good. Just long enough for you to relax and not feel rushed. Introduce yourself to the receptionist as soon as you arrive. Be polite and amiable when giving your name and the purpose of you visit. This is where you start to show one of the best assets of your -. Smile
  5. Bring copies of your resume for each interviewer and note pad to take notes during the interview. Do not assume that each individual will already have copies. Even if this is the case, it will show preparedness to have them with you. Take notes during the interview will show a serious attitude about the situation.
  6. Make a good impression at the entrance. Greet each interviewer with a firm handshake and a smile. To call the person by name, not only in respect of the person but also as a way to associate the name of the person so you can call each interviewer by name during the interview.
  7. answer questions completely but do not ramble. give a detail of the answers is good but do not add extraneous information. This is where your research on the company helps tremendously. The answer may be appropriate to that particular company. You can also make an appropriate reference to the answers to the other questions.
  8. Make eye contact. This is very important as eyes conveys confidence and leadership qualities. When answering each question, begin and end with eye contact with the interviewer, then also make eye contact with other participants. It should appear natural, so do not move as just going back and forth.
  9. Ask relevant questions regarding the company, the department and the specific duties your job will entail. Yes, that’s right, the job will entail. You should ask questions like you’ve already been hired for the position. One very good question to ask is to give a presentation so you can see your work environment.
  10. Close interview strongly. This can be just as important as starting the interview. Again, give firm handshake to each interviewer and thank each one by name for the enjoyment of opportunities. Keep self until you are completely out of the building. Follow up with a thank you letter to each interviewer.

Following these tips can help you make the most of the panel job interview and turn it work in your favor.


10 Interview Strategies


1. Screening method

Screening methods are generally implemented when the employer has a large candidates they want to narrow down to a more manageable number.

2. Behavioral interview

In this, candidates are asked to show their experience, skills and activities etc -. Examples of previous behavior

3. Stress method

The stress process is created to find candidates who can handle stress situations, and handle it well. For some jobs, jobholders has to work under high pressure so that employers need to check this ability candidate.

4. Situational interview

A situational approach uses hypothetical situations / events in the form of a question. Candidates are asked how they would react if they up to the event. The situational interview, jobseekers are asked to respond to specific situations they may face in their work, and some of its elements are similar conduct interviews.

5. Phone interview

phone is a procedure conducted by telephone. Most screening interviews done by telephone interview. A phone interview is also used when candidates living in other countries.

6. Face to face

face to face interview (0:59 interview) is the interview process and just involves the interviewer and interviewee alone in a private office. This is also known traditional interview where job seekers meet employers face to face

7. Group

all candidates / job seekers will be in the same room during the interview with one or any interview.

8. Panel

A panel is a technology that allows any party rental company to interview the interviewee at the same time. A panel mentioned interview one participant.

9. Unstructured technology

unstructured interview process are interviews where questions can be changed to meet the identified respondent, understanding.

10. Structured techniques

The interviewer usually set / series of questions that are asked of all the candidates. The participants read the questions exactly as they appear on the questionnaire.