Here we share how we make sure it's a valuable exchange for both the interviewer and participant!
1. An equal interaction
In our interviews, we always strive for an equal relationship. We are aware that, as researchers, we may have certain knowledge or power, but we regard the participants as the real experts in their own lives.
2. Introducing ourselves and the project
We start each interview with a clear introduction to ourselves and the project we're working on. We explain why we are having the conversation and what we hope to achieve. Then we ask the participant to introduce themselves and clarify the purpose of the conversation, for example: “Hopefully we can have an open conversation about...” This moment forms the basis of the conversation.
3. Listening without judgment, advice or your own story
Listening is a critical part of our job. We give participants the space to tell their story, without bringing in comparisons from our own lives. We are aware of our role as interviewer; we are not therapists or counselors, and we avoid giving advice.
4. Openness and curiosity
During the conversations, we remain open and curious. We ask questions like “How do you experience that?” instead of responding with personal comparisons or sympathy that may not be appropriate. We approach each person with genuine interest, without making assumptions about their situation. In this way, we try to maintain openness and flexibility, and at the same time we ensure that the conversation stays on track.
5. Transparent handling of data
We handle the data we collect carefully and make sure that participants feel safe and respected. We do this by always asking permission for audio recordings in advance and explaining how we anonymise the information. We are also transparent about how we handle the collected data, which contributes to a sense of safety and trust.
6. Accessibility for participants
We ensure that our interviews are accessible to participants. We ask them how and when they want to have this conversation. For example, parents of severely disabled children often have limited time, and it can be emotionally taxing to talk about their situation. That's why we ask what works best for them, such as a conversation at home or online. We don't presume to know what is best for them, but always ask directly. We also let participants know that they don't have to answer a question if they're not comfortable with it.
7. Reimbursement
We recognize the value of participants' contribution by offering appropriate compensation. This can be in the form of a gift card or travel allowance, for example. We discuss this with the client in advance and ask the participants what is appropriate for them.
8. Use of conversation material
In difficult conversations, we sometimes use conversation material, such as value cards. For example, we might ask, “Which card do you like and why?” This helps to get the conversation started and to get people to open up.
9. Recruiting participants
Finding participants for interviews can be a challenge. That's why we're think about this early on. We work with the client to critically determine who the target group is and how we can reach it. We ask if the client already has people in mind, or if we should approach them ourselves.
A successful interview
Ultimately, we consider an interview to be successful when everyone involved has experienced it as a valuable conversation. The goal is not only to gather information, but also to create a space where participants feel seen, heard, and respected.
Viewing tip: A good example is Tim Hofman in the program Over mijn lijk. He knows how to make participants feel comfortable, maintains equality, and does not judge. This is an approach that we also pursue in our conversations.
How does your organization approach interviews with these target groups? We are curious to hear about it!
