An interview can be a tool used to diagnose the developmental needs of an organization and its workers. Individual interviews with employees on the subject of learning needs are an important source of knowledge during the process of designing the development policies in a company or the needs of a particular group.

One of the uses of the interview method is the evaluation of training courses. It allows for a deeper understanding than using typical surveys.

Interviews are a technique used while examining things like workplace satisfaction, engagement, motivation, and organizational culture. Information gained from such research stimulates an organization's growth. It allows people to evaluate the efficiency of specific processes, find solutions to existing issues, implement improvements in problematic areas, and discover unseen before chances and dangers.

Interviews give information such as knowledge on the opinions, stances, and feelings of the research subject. They allow one to get to the so-called hidden knowledge, which isn’t guaranteed by other research techniques (such as a survey). They allow one to see the problem from the perspective of the people who are directly affected by it and to see it from multiple points of view.

Interviews can also be a form of presentation. As a part of a training course one can give the students access to an interview with an expert, an authority or a different kind of person. This interview can take the form of a video, an audio recording, or text on a paper. This kind of content usually has a great power of persuasion, especially if the person being interviewed is an authority to the students.

An interview is not a standard conversation - if it is meant to deliver reliable information it is important to create an atmosphere that the interviewee is comfortable in, the interviewer shouldn’t influence any of the subjects responses in any way.