Interviews as a Diagnostic Method: Insights and Recommendations
Interviews are among the oldest and, at the same time, most versatile methods in psychological assessment. Their use ranges from clinical contexts to personnel selection, where they are used, for example, to assess personality traits, cognitive abilities, or social competence. Their flexibility makes them suitable both for exploratory approaches and for highly structured diagnostic questions, underscoring their relevance in a wide range of diagnostic scenarios.
Definition and Goals
A diagnostic interview is a planned conversation in which a professional systematically gathers information from an interviewee. The aim is to collect relevant data about behaviors, experiences, and personal circumstances that are important for the specific diagnostic question.
Definition: A diagnostic interview is a method of gathering information in which targeted questions and active listening are used to gain insights into psychological characteristics and behaviors.
Why Use Interviews in Diagnostics?
Interviews make it possible to obtain diagnostically relevant information through an interactive process. They are particularly valuable for capturing:
- Subjective assessments (e.g., self-reports about feelings or attitudes).
- Understanding backgrounds and contexts (e.g., life circumstances or professional experience).
- Observing behaviors and reactions in real time.
Degree of structure in diagnostic interviews
In diagnostic interviews, we primarily distinguish between interviews based on their degree of structure:
1. Unstructured interviews
- Characteristics: No fixed guidelines or questions. The direction of the conversation develops spontaneously.
- Advantages: Flexibility; suitable for exploring new topics or unexpected information.
- Disadvantages: Limited comparability and reliability.
2. Semi-structured interviews
- Characteristics: Partially predetermined questions with room for open-ended discussion.
- Advantages: Combines standardization with flexibility; increases comparability.
- Disadvantages: Greater training requirements for interviewers.
3. Structured interviews
- Characteristics: Clear guidelines for the questions and their sequence; often with response scales.
- Advantages: Highest objectivity and comparability; easy to evaluate.
- Disadvantages: Less room for individual topics.
Challenges of diagnostic interviews
1. Interviewer subjectivity: Unconscious biases or a lack of neutrality can affect validity. Training in interviewing techniques and awareness of biases can help address this.
2. Response biases among participants: Participants may consciously or unconsciously adapt their answers (e.g., giving socially desirable responses). One solution could be to use neutral wording and create an atmosphere of trust.
3. Time and resource requirements: Interviews often require more time than other diagnostic procedures. Therefore, clear objectives and an efficient interview process are essential.
Best practices for diagnostic interviews
1. Preparation
- Clear objectives: What should the interview assess? Which hypotheses underlie it? Without clear objectives, the interview will be ineffective.
- Interview guide: Create an interview guide that covers the objectives.
2. Conducting the interview
- Neutrality: Interviewers should maintain a non-judgmental attitude.
- Ask open-ended questions: This makes it possible to obtain comprehensive answers. Example: “How do you feel in social situations?”
- Active listening: By nodding, maintaining eye contact, and repeating statements, the professional shows that they are paying attention.
- Paraphrasing: Restate the interviewee’s statements in your own words to avoid misunderstandings.
3. Documentation and evaluation
- Record-keeping: Detailed records are essential for avoiding bias.
- Standardized evaluation: This is particularly important for structured interviews.
Common mistakes and how to avoid them
A few common mistakes include the following:
Inadequate training: Errors in the wording of questions or in behavioral guidance can affect the results.
Interviewer errors: Overly dominant behavior by the interviewers can make the test participant feel insecure.
Disregard for nonverbal cues: These provide important additional information and should be taken into account.
A more complete list can be found in the context of aptitude assessment in the “Interview Standards 2021” developed by Forum Assessment e.V. The “Interview Standards 2021” of Forum Assessment e.V. provide comprehensive guidance on developing and conducting aptitude assessment interviews. They are based on scientific findings and tried-and-tested methods and aim to ensure and improve the quality of these interviews. The standards are intended for HR professionals, consultants and researchers and make an important contribution to the professionalization of personnel selection and development procedures.
Background and objectives
Forum Assessment e.V., founded in 1977, is an association of experts from business, academia, and public administration. Its aim is to promote the quality of aptitude assessment procedures. The “Interview Standards 2021” are a revised version of the standards first published in 2008. They are based on DIN 33430 and ISO 10667, which regulate the quality of job-related aptitude assessment procedures.
Structure of the standards
The standards are divided into eight central process steps that cover the entire interview process, from planning through evaluation:
- Clarification of the Assignment
This involves clarifying the objectives of the interview, the relevant stakeholders, and the organizational framework. Clear communication among everyone involved promotes acceptance of the process. - Job and Requirements Analysis
Analyzing the target position and its requirements provides the basis for the interview. Critical success factors are defined to determine the requirements profile. - Interview Design
During this phase, the interview is structured and an interview guide is developed to ensure a systematic and comparable process. Various questioning techniques, such as situational and biographical questions, are used. - Qualification of the People Involved in the Process
To ensure a high level of quality, interviewers must receive comprehensive training. This includes knowledge of interview techniques, questioning techniques, and the relevant legal framework. - Conducting the Interview
The interview follows the defined standards to ensure objectivity and fairness. A distraction-free environment and a transparent process are essential. - Documentation, Evaluation, and Reaching Conclusions
The data collected during the interview is systematically documented and evaluated. A standardized assessment process enables reliable results. - Documentation and Communication of Results
The results are documented in accordance with legal requirements and communicated clearly and respectfully to the relevant people involved. This is crucial for the acceptance of the process. - Evaluation
Regular evaluation ensures that the interview concept is continuously improved. This involves reviewing both how the procedure is conducted and how informative its results are.
Significance and benefits
Adhering to the “Interview Standards 2021” improves the reliability and validity of job-related assessment interviews. The standards promote transparent and fair personnel selection, strengthen acceptance among applicants, and contribute to the professionalization of human resources work.
The document provides not only a theoretical foundation but also practical tools such as guidelines, checklists, and examples. It is an indispensable guide for anyone who wants to conduct or optimize job-related assessment interviews professionally.
Read more
The book “Job-Related Assessment Interviews: Standards for Professional Interviewing” provides a comprehensive treatment of the foundations, methods, and challenges involved in designing and conducting job-related assessment interviews. It offers both scientifically grounded and practice-oriented guidance for ensuring the quality of interviews in personnel selection and development.
Key topics covered in the book:
- Standards and quality criteria
A central focus of the book is the implementation of and adherence to standards such as the “Interview Standards 2021” developed by Forum Assessment e.V. These cover every stage of the interview process, from clarifying the assignment to evaluation. Quality assurance and fairness—for example, toward people of different genders or members of minority groups—are key priorities. - Interview Design and Conduct
The authors provide a detailed discussion of various types of interviews, including structured, semi-structured, and unstructured formats. They emphasize the importance of requirements analysis as the basis for a meaningful interview. They also highlight the role of behavioral anchors and interview guides in ensuring objectivity. - Digitalization and Technological Trends
In light of increasing digitalization, the book addresses the challenges and opportunities of digital interview procedures. It examines video interviews, AI-supported methods, and DIN SPEC 91426, which establishes standards for video interviews. - Legal and Ethical Aspects
Another chapter addresses the legal framework, including the General Act on Equal Treatment (AGG), and emphasizes the importance of data protection and fairness in aptitude assessment procedures. - Practical Examples and Case Studies
Finally, the book presents case studies from various industries, ranging from the Federal Employment Agency to the aviation industry. These examples illustrate how theory is applied in practice and support its transfer.
The book is a valuable resource for HR professionals, advisors and psychologists working in aptitude assessment. It combines scientific findings with practical recommendations, providing a sound basis for professional and effective interviews.
Q&A
Oral interviews play a crucial role in the diagnostic process because they provide deeper insight into clients’ individual experiences and feelings. While standardized tests often provide only quantitative data, interviews make it possible to collect qualitative information that takes the person’s context and life history into account. This is particularly important for gaining a comprehensive understanding of the situation and identifying specific problems that may not be captured by a standardized test.
To ensure that interviews are objective and reliable, it is important to adopt a structured approach. This can be achieved by using standardized questions and clear evaluation guidelines. In addition, the data should be triangulated by combining different data collection methods to validate the findings. Interviewer training is also essential to ensure that interviewers conduct conversations competently and consistently, thereby increasing the comparability of the results.
One of the biggest challenges in conducting interviews is the amount of time and effort required, both for data collection and analysis. Interviews often require more time and resources than standardized tests because they provide high-quality, detailed information. In addition, the interviewer’s subjective perceptions can influence the results, potentially compromising objectivity. It is also important to create a comfortable conversational atmosphere to ensure that the interviewee responds openly and honestly, which is not always easy.
Interviews are particularly useful in the early phases of the diagnostic process, when it is still unclear which specific problems are present. They help develop an initial understanding of the situation and identify relevant issues that should be examined further. They can also help uncover hidden problems that may not be immediately apparent. By gathering contextual information, diagnosticians can make informed decisions about which tests or next steps are appropriate.
Qualitative methods, such as interviews, make it possible to examine individual cases in greater detail and take specific contexts into account. They offer flexibility and the opportunity to address individual needs. Unlike quantitative tests, which often require standardized responses, qualitative approaches allow for more open-ended and exploratory conversations. This can lead to a better understanding of the underlying issues and help place symptoms in a broader context, which is crucial for making a more accurate diagnosis.
Conclusion
Interviews are an indispensable tool in psychological assessment. Their versatility allows both standardized information to be collected and individual characteristics to be captured. At the same time, they require a high degree of professionalism in their preparation, execution, and evaluation.
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