Various factors distinguish the term interview from interrogation. Such as, an interview is a conversation between two or more people where the interviewer asks questions to obtain facts or statements from the interviewee. An interview is also conducted in a friendly atmosphere making a witness more comfortable psychologically and physically (Gupta 155). Recruiters, journalist, media reporters and researchers use interview, so, therefore, a discussion can be structured or unstructured. However, the primary goal of an interrogation is to get the truth from a person especially suspect in an uncomfortable atmosphere, where he or she is under psychological stress and pressure (Gupta 158). Officers of the police, military and intelligence agencies
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For example, recruiters might have various methods to get information from the people they are interviewing for a job / position. Some of the common techniques used by recruiters are; the information technique, the direct technique, behavioral technique and practical technique (DeWalt, Kathleen & Billie 120). In the information technique, an interviewer puts an interviewee at ease and making he or her comfortable by talking with the interviewee on a friendly and interactive basis. This method makes intimacy and builds a relationship which would result with the interviewee might having shared most of his or her personal life and noticed his or her characters. In the direct technique, the interviewer asks structured questions to interviewees and compare his or hers response so that the best candidate can be identified (DeWalt, Kathleen & Billie 122). The behavioural technique applied to an interviewee to notice his or her behavior towards a question. The questions asked in this form of technique revolve around the job responsibility, adaptability and ability to be a part of a team. Also, the practical technique is where the interviewer is examining the skills that the interviewer has to offer. An interviewee is given a particular problem to work on so that the time taken to solve the problem is
For example, recruiters might have various methods to get information from the people they are interviewing for a job / position. Some of the common techniques used by recruiters are; the information technique, the direct technique, behavioral technique and practical technique (DeWalt, Kathleen & Billie 120). In the information technique, an interviewer puts an interviewee at ease and making he or her comfortable by talking with the interviewee on a friendly and interactive basis. This method makes intimacy and builds a relationship which would result with the interviewee might having shared most of his or her personal life and noticed his or her characters. In the direct technique, the interviewer asks structured questions to interviewees and compare his or hers response so that the best candidate can be identified (DeWalt, Kathleen & Billie 122). The behavioural technique applied to an interviewee to notice his or her behavior towards a question. The questions asked in this form of technique revolve around the job responsibility, adaptability and ability to be a part of a team. Also, the practical technique is where the interviewer is examining the skills that the interviewer has to offer. An interviewee is given a particular problem to work on so that the time taken to solve the problem is