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listen carefully
to the responses and evaluate them so as to judge what the 
candidate is: 
(i) 
Wanting to say 
(ii) 
Trying not to say 
(iii) 
Saying, but does not mean, or is lying about 
(iv) 
Having difficulty saying 
(b) 
In addition, the interviewer will have to be aware when they are hearing: 
(i) 
Something they need to know 
(ii) Something 
they 
do not
 
need to know 
(iii) 
Only what they 
expect
to hear 
(iv) 
Inadequately – when their own attitudes, perhaps prejudices, are getting in the way of an 
objective response to the candidate 
Candidates
should also be given the opportunity to ask questions. The choice of questions might well 
have some influence on how the interviewers assess a candidate's interest in and understanding of the 
job. Moreover, there is information that the candidate will need to know about the organisation, the job, 
and indeed the interview process. 
7.4 Types of interview 
7.4.1 Individual interviews 
Individual
, 
one-to-one or face-to-face interviews 
are the most common selection method.
Advantages
include: 
(a) 
Direct face-to-face communication, with opportunities for the interviewer to use both verbal and 
non-verbal cues to assess the candidate 
(b) 
Rapport between the candidate and the interviewer: each has to give attention solely to the other, 
and there is potentially a relaxed atmosphere, if the interviewer is willing to establish an informal 
style 
(c) 
Flexibility in the direction and follow-up of questions 
Disadvantages
include:. 
(a) 
The candidate may be able to disguise lack of knowledge in a specialist area of which the 
interviewer knows little. 
(b) 
The interviewer's perception may be selective or distorted, and this lack of objectivity may go 
unnoticed and unchecked. 
(c) 
The greater opportunity for personal rapport with the candidate may cause a weakening of the 
interviewer's objective judgement. 
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