Interviewing Employees
Interviews differ from surveys. Whereas surveys ask many people the same questions, an interview is a one-on-one process that asks a set of unique questions.
Employee interviews are a great tool.
Outside experts or in-house competent persons may conduct the interviews. You can get a wealth of valuable information from interviews that can far exceed what might be possible from a survey.
Conducting the Interview
- Go to the work area to conduct the interview. Just because you are familiar with the location or the employee's job, don't assume that things are always the same.
- Put the person at ease.
- Keep the purpose of the interview in mind: It's to get the employee's help in determining the types of hazards that exist in his or her work area.
- Explain the purpose and your role. Tell the employee exactly why you are conducting the interview to reduce any initial reluctance to participate.
- Stress that the information given is important. It may help eliminate hazards that have the potential to kill, injure or produce illness. Information given may also help to make the work procedure more efficient too.
- Be friendly, understanding, and open minded. Try to keep the interview informal. Your approach is important. Make sure they sense that you care about their safety.
- Be calm and unhurried. If you are agitated, or in a hurry to get the interview over, you'll be sending a negative message that the employee will see.
- Let the individual talk. Don't interrupt while they are talking. It's easy to think you have all the information. Many important facts may not be uncovered if you cut them off.
- Actively listen. Repeat the information given. Rephrase. Communicate to understand.
- Take notes. Notes should be taken very carefully, and as casually as possible. Let the individual read them if desired.
- Use a tape recorder. But always get permission from the employee first. Offer to give them a copy of the tape if they hesitate.
Asking Questions
- Ask background information, name, job, etc . . . This just helps to smoothly transition into the actual interview. Small talk...then get to business.
- The key initial statement. Ask the witness to tell you about the hazards they are aware of. Don't ask them if they know of any hazards: they could easily just say "no."
- Don't ask leading questions. They are not on trial.
- Ask follow-up questions. This will help to clarify particular areas or get specifics.
- Do not put the person on the defensive. To avoid being perceived as accusatory, don't ask why-you questions.
- Try to avoid "yes/no" closed-ended questions. The most effective questions are open-ended. For example, the opening of an effective question might be, "Tell me about the procedures for..."
- Thank the employee. Conclude the interview with a statement of appreciation for their contribution.
- Be available. Ask them to contact you if they think of anything else.
- Provide feedback. If possible, advise the person the outcome of the interview.
Knowledge Check Choose the best answer for the question.
3-4. Which type of question is most effective in getting information during an interview?
You forgot to answer the question!