Interview Appraisal . Conducting A Successful Health History

Interview Appraisal Conducting a successful health history interview is crucial to understanding the patient as a whole, and helps the provider gain understanding about the patient’s goals and outlook toward their health. â€Å"The interviewing process that generates the patient’s story is fluid and requires empathy, effective communication, and the relational skills to respond to patient cues, feelings, and concerns† (Bickley Szilagyi, 2013, p 31). It is during the initial interview that the provider establishes rapport with the patient. A good rapport with the patient builds trust between the patient and provider. It is this trust that facilitates a complete and truthful patient interview, as the patient will be less fearful of†¦show more content†¦She began by asking how the patient was feeling that day, and by doing so outlined to the role of each participant. Since the patient came to the appointment by himself, there was no need for her to ask permission for others to be present during the interview, however she did explain that his answers would remain confidential. The interviewer did use several of the nine types of verbal response appropriately. She frequently used explanation, summary, interpretation, clarification, facilitation, and empathy at appropriate times. One type of verbal response that may have improved the interview is silence. There were few pauses between questions and at times there were multiple questions combined in one long list. This did not seem give the patient an adequate opportunity to think about and answer each question individually. Confrontation was not used, however there was nothing about the patient or interview that would have warranted using this type of response. The interviewer seemed to avoid the ten traps of interviewing, with the exception of one—using professional jargon. At the end of the interview she did a quick review of systems, during which, she used several med ical terms that would not normally be known to someone outside of the medical profession. Overall, it seemed that the interviewer used appropriate nonverbal behavior. However, as the interview progressed she appeared to change position in the chair frequently and had a tendencyShow MoreRelatedThe Employee Performance Appraisal : Three Key Components1323 Words   |  6 PagesThe Employee Performance Appraisal: Three Crucial Components The Interviews and History Interviewed were five members of The Gaston County Human Resource Department (HR). HR is responsible for the recruitment of qualified employees. HR is also charged with keeping accurate and complete records for personnel administration, including health insurance, retirement benefits, worker’s compensation, accident pressing reports, and time and pay request. 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