Here is the synopsis of our sample research paper on Pros and Cons of Unstructured Interviews
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Essay / Research Paper Abstract
This 4 page paper discusses the pros and cons of interviews in general and unstructured interviews in particular. Bibliography lists 4 sources.
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4 pages (~225 words per page)
File: D0_HVunview.rtf
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Discussion Pawson and Tilley suggest that the preference for structured or unstructured interviews depends largely on whos doing the asking, and with what purpose (1997). Structured interviews are favored by
those who prefer to measure outcomes, "which often presupposes an experimental orientation, which in turn is said to privilege the concerns of program managers and policy makers" (Pawson and Tilley,
p. 153) (emphasis in original). Managers who prefer unstructured interviews "prefer to understand process, which often presupposes some kind of constructivist research strategy, which in turn involves remaining faithful to
the concerns of practitioners and subjects" (Pawson and Tilley, p. 153). The difference here is between looking at outcomes and looking at the process of getting to the outcome,
and suggests that the two methods are mutually exclusive. Theyre not; but there is an on-going debate about which is better. From this brief example it might be fair to
generalize that structured interviews seem to put more emphasis on the interviewer ("program managers and policy makers") while unstructured interviews put more emphasis on the person being interviewed ("practitioners and
subjects"). Interviews in general have both advantages and disadvantages, no matter what kind they are. Among the advantages are the fact that the interviewer can obtain additional information about
the candidate and see how much verbal fluency the potential employee has; disadvantages include the fact that evaluations based on interviews are invariable subjective, and that decisions are almost always
made very soon after the beginning of the interview, with the remainder of the meeting being used to "validate or justify the original decision" (HR guide to the Internet: Personnel
selection: Methods: Interviews, 2001). This guide also says that an unstructured interview allows an interviewer to ask different questions of different applicants while a structured interview means that everyone is
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