PSYCHOMETRIC ASSESSMENT WORKSHOP SERIES "Clinical Interviewing & Observation"

PSYCHOMETRIC ASSESSMENT WORKSHOP SERIES “Clinical Interviewing & Observation”.

Workshop Objectives. At the end of the workshop, the participants are expected to learn the following: Become familiar with different types of interview Learn good practice in conducting interview Understand the proper way of writing background information section Conduct behavioral observation objectively Write background information and behavioral observation of psychological assessment report.

PROGRAM SCHEDULE. Time Topic 7:30 - 7:45 Registration 7:45 - 8:00 Opening Ceremonies (Prayer, Welcome remarks, Introduction of Speaker) 8:00 – 9:00 Lecture on conducting clinical interviewing in different setting 9:00 - 9:30 Working Break: Snacks and hands on exercises on identifying information to ask during clinical interview 9:30 – 10:00 Sample background information section write- up of psychological evaluation report 10:00-11:00 Lecture on behavioral observation 11:00- 12:00 Hands on exercise on writing behavioral observation section of psychological evaluation report Sample behavioral observation section write- up.

Referral question. THE PSYCHOLOGICAL ASSESSMENT PROCESS.

WHAT IS AN INTERVIEW?. An interview is a situation that involves vocal communication that occurs progressively between the psychologist and the client for the purpose of bringing out information regarding characteristic patterns in life experiences, problem areas, and on the benefit that they want to derive..

The assessment interview is at once the most basic and the most serviceable technique used by the clinical psychologists. In the hands of a skilled clinician, its wide range of applications and adoptability make it a major instrument for clinical decision making, understanding, and predictions..

BENEFITS THAT INTERVIEWING PROVIDES. Allows for establishing rapport with client Provide opportunities to probe Allows for observation of the client and other interviewees.

BENEFITS THAT INTERVIEWING PROVIDES. Results are placed in a wider, more meaningful context Useful in crisis situations or other situations where testing is not feasible.

ADVANTAGES OF INTERVIEW. Inexpensive Taps both verbal and non verbal behavior Portable Flexible Facilitates the building of a therapeutic relationship.

TYPES OF INTERVIEWS (DEPENDING ON FORMAT). Structured In an effort to increase the reliability and validity of clinical interviews, a number of structured interviews have been developed. These interviews include very specific questions asked in a detailed flow chart format..

TYPES OF INTERVIEWS (DEPENDING ON FORMAT). Unstructured This is a free flowing type of interview wherein a wide and diverse range of topics can be covered between the psychologist and the client..

TYPES OF INTERVIEWS (DEPENDING ON FORMAT). Semi- structured The type of interview that combines structured and unstructured techniques..

TYPES OF INTERVIEWS ACCORDING TO FUNCTIONS.

INTAKE INTERVIEW. The purpose of this interview is to determine why the client has come to the clinic or hospital. The basic question to be dealt with is "Why is the patient here?”.

INTAKE INTERVIEW. Through this, the clinician can develop a better understanding of the patient's symptoms or concerns in order to recommend the most appropriate treatment or intervention plan..

INTAKE INTERVIEW. Through this, the clinician can develop a better understanding of the patient's symptoms or concerns in order to recommend the most appropriate treatment or intervention plan..

INTAKE INTERVIEW. Through this, the clinician can develop a better understanding of the patient's symptoms or concerns in order to recommend the most appropriate treatment or intervention plan..

INTAKE INTERVIEW. The intake or admission interview is extremely important in conserving the time of the psychologist and in sparing the clinic for occasional embarrassing or awkward situations..

CASE HISTORY. The case history interview is intended to generate a biographical sketch of the client. This type of interview often takes a developmental approach examining and individual’s entire life, beginning with infancy..

MENTAL STATUS EXAM. The mental status examination interview is conducted to screen the patient's level of psychological functioning and the presence or absence of abnormal mental phenomena such as delusions, delirium, or dementia..

MENTAL STATUS EXAM. Mental status exams include a brief evaluation and observation of the patient's appearance and manner, speech characteristics, mood, thought processes, insight, judgment, attention, concentration, memory, and orientation..

CRISIS INTERVIEW. A crisis interview occurs when the patient is in the middle of a significant and often traumatic or life threatening crisis..

CRISIS INTERVIEW. The nature of the emergency dictates a rapid, "get to the point" style of interview as well as quick decision making in the context of a calming style..

EMPLOYMENT INTERVIEW. The employment interview is a critical step in the recruiting and hiring process since it provides the hiring supervisor the opportunity to review candidates' qualifications and to determine their suitability for the position..

TYPES OF EMPLOYMENT INTERVIEW. Structured Interview - The interviewer has a list of specific interviewing questions, prepared in advance. These question focus on the experience, skills and personality the "ideal" candidate would possess..

TYPES OF EMPLOYMENT INTERVIEW. Screening Interview - Preliminary interview conducted either in person or by telephone, in which a company representative determines whether or not the applicant has the basic qualifications to warrant a subsequent interview..

TYPES OF EMPLOYMENT INTERVIEW. Stress Interview - The interviewer will intentionally try to upset the applicant to see how they react under pressure..

TYPES OF EMPLOYMENT INTERVIEW. Targeted Interview It is very similar to the structured interview in that specific areas are to be covered during the process . Questions are more redirected toward key qualifications for success on the job..

TYPES OF EMPLOYMENT INTERVIEW. Targeted Interview It is very similar to the structured interview in that specific areas are to be covered during the process . Questions are more redirected toward key qualifications for success on the job..

TYPES OF EMPLOYMENT INTERVIEW. Unstructured Interview - The Interviewer has an idea of what type of person would best fit the available job but does not have a prepared list of questions to guide the interview..

TYPES OF EMPLOYMENT INTERVIEW. Situational Interview - Actual job situations are simulated to see how the applicant would respond if encountered during their employment..

TYPES OF EMPLOYMENT INTERVIEW. Lunch/Meal Interview - This interview may be taking place in a more casual setting but it should be treated with the same professionalism as an office interview..

TYPES OF EMPLOYMENT INTERVIEW. Group Interview - Two or more persons may interview the applicant at the same time. Sometime, one of the interviewers will function as the "stress interviewer," asking questions to see how the applicants handle themselves under pressure..

TYPES OF EMPLOYMENT INTERVIEW. Committee Interview - This interview involves several decision makers asking questions or presenting hypothetical situations..

EDUCATIONAL INTERVIEW. Interview conducted on students regarding their characteristics, abilities, strength and weaknesses, and educational history to determine potential to succeed in a particular learning environment..

FACTORS THAT INFLUENCE INTERVIEWS.

Physical setting Nature of the client (e.g. communicativeness, cooperativeness) Training and supervision of interviewer.

ACTIVITY 1: DEVELOPING INTERVIEW SKILLS THROUGH ROLE PLAYING.

If you are the interviewer: formulate 3 critical questions that you are going to ask the interviewee based on the cases assigned to you. If you are the interviewee: your task is to formulate responses consistent with the case assigned to your group If you are the observer: your task is to observe the flow of the interview and identify what facilitates and restricts the interview conducted..

CASE 1:. A bank manager was referred by the HR department due to inappropriate remarks (e.g. threats, vulgar words), and temperamental outbursts towards the employees she manages including her co- workers. You are tasked by your supervisor to conduct an intake interview..

CASE 2:. A casino hotel asked you to conduct psychological assessment to applicants being considered for the position of a cashier. Conduct an employment interview..

CASE 3:. You are asked to conduct a crisis interview to a person who was held hostage and trapped inside a bank when it was being robbed by 5 heavily armed men..

CASE 3:. You are going to conduct an educational assessment to a parent of a 6- year old boy who will be attending a regular school this coming school year..

After conducting the role playing, discuss the following questions among the group:.

GETTING THE INTERVIEW OFF TO A GOOD START. One of the first task of the clinician is to make sure that the client understands the purpose of the interview as clearly as he is capable of understanding..

COMPONENTS OF GOOD LISTENING. Elimination of distraction Alertness and concentration Patience Adjust the sequence of topics to be discussed to the anxiety level of the informant..

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