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7
Interviews 
 
Most firms use selection 
interviews
, on a one-to-one or panel basis. Interviews have the advantage of 
flexibility, but have limitations as predictors of job performance. 
Most firms use the interview as the main basis for selection decisions. 
7.1 Purposes of selection interviews 
Purposes of the selection interview
include:
 
(a) Finding 
the 
best person
for the job, by giving the organisation a chance to assess applicants (and 
particularly their interpersonal and communication skills) directly 
(b) 
Making sure that applicants 
understand
what the job involves, what career prospects there are, 
and other aspects of the employment relationship on offer 
(c) 
Giving the best possible 
impression
of the organisation as a prospective employer 
(d) Offering 
fair treatment
to all applicants, whether they get the job or not: in the UK, this is 
covered by anti-discrimination legislation, but it is also part of the organisation's 'employer brand' 
and reputation in the labour market 
7.2 Preparation of the interview 
Candidates should be given clear instructions about the date, time and location of the interview. 
The layout of the interview room should be designed to create the desired impression of the 
organisation, and to create the atmosphere for the interview. In most cases, it will be designed to put 
the candidate at ease and facilitate communication (eg removing unnecessary formal barriers such as a 
desk between interviewers and interviewee) but it may also be used to create pressures on the 
candidate, to test their response to stress. 
The agenda and questions should be at least partly prepared in advance, based on 
documentation
such 
as: 
(a) 
The job description (which sets out the requirements of the job) 
(b) 
The person specification (which describes the ideal candidate) 
(c) 
The application form and/or the applicant's CV (which outline the candidate's claim to suitability) 
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