Email Interview

Email interviews emerged during the late 1990s as one of a number of online qualitative methods. Such interviews differ from face-to-face (FTF) interviews because of the features of asynchronicity, reduced cues, and anonymity.

Asynchronous communication allows both the researcher and participants to respond at a time of their choosing rather than in “real time.” They can also respond in a setting of their choice. These factors may suit participants who are marginalized because they cannot attend FTF interviews due to distance, chronic health issues, impairments, work or personal commitments, and/or discomfort with discussing sensitive topics. Asynchronicity allows more time for reflection, and this may produce a richer quality of data. Prolonged engagement is also possible; however the spontaneity of FTF interviews is sacrificed.

The lack of FTF contact in email interviews is referred to as “reduced cues” because the interviewer and participants cannot see or hear each other and the primary mode of communication is text. This feature has been criticized as a threat to rapport, although recent studies have disputed this claim. Nevertheless there is a heavier reliance on the sensitivity and skills of the “researcher as instrument” than there is in FTF interviewing, particularly in relation to vulnerable participants who may need support when discussing sensitive issues. Therefore, ethics review board applications may need to address support options for online participants given that the interviewer is not physically present to respond in the case of participant distress.

In email interviews, lack of FTF contact can provide a sense of anonymity even though recruitment forms, individuals' email addresses, and/or signatures can provide identifying details. Anonymity may encourage participants to feel more comfortable about self-disclosure and provide a leveling ground for people who may feel stigmatized or inhibited in FTF settings (e.g., people with disabilities). However, anonymity may encourage false representation, and recruitment procedures may need to address the authenticity of participants.

Technological failure is a common problem with online methods, which may disrupt rapport and affect participant confidence and commitment. Therefore, it is essential that the email interviewer have a level of technical competence to solve potential difficulties.

Email interviews can include persons who may be marginalized from FTF interviews; however, this method has also been criticized as undemocratic due to “digital divide” factors. For example, the cost of internet technology, service provision, and computer maintenance, as well as discomfort with technology due to illiteracy and/or lack of appropriate training, may exclude some individuals from participation. Recruitment procedures need to consider these barriers.

Email interviews can be both economical and time-efficient by reducing travel costs and transcription time (i.e., as email transcripts are copied directly into data files). However, the method can be time-consuming because the frequency of participants' responses is unpredictable. In addition, data richness may be affected by individuals' email communication styles (i.e., lengthy prose vs. question-and-answer form). Finally, although some participants may feel more reassured by FTF contact, email interviews are an important adjunct to the range of qualitative interviewing methods.