Some interviewing issues

Most selection procedures consist simply of an interview. Tests of aptitude and attainment, personality questionnaires, group discussions and other group exercises are all used in personnel selection. But in by far the majority of instances the applicant will be confronted by none of these techniques. It will be on his performance at interview alone that he will be accepted or rejected. Selection research often shows the interview to be a rather ineffective selection device. Yet in view of its extensive use and its general acceptability both to interviewer and applicant we should consider how we may increase its effectiveness. In this and a subsequent article I shall be attempting to answer a number of questions about the interview, questions incidentally which I have found to be regularly raised on courses and lectures on the subject.