It often happens that a number of applicants with almost the same qualifications and experience all apply for the same position.
It
often
happens
that
a
number
of
applicants
with
almost
the
same
qualifications
and
experience
all
apply
for
the
same
position
.
In their educational background, special skills and work experience, there is little, if anything, to choose between half a dozen candidates.
In
their
educational
background
,
special
skills
and
work
experience
,
there
is
little
,
if
anything
,
to
choose
between
half
a
dozen
candidates
.
How then does the employer make a choice?
How
then
does
the
employer
make
a
choice
?
Usually on the basis of an interview.
Usually
on
the
basis
of
an
interview
.
There are many arguments for and against the interview as a way of selection.
There
are
many
arguments
for
and
against
the
interview
as
a
way
of
selection
.
The main argument against it is that it results in a wholly subjective decision.
The
main
argument
against
it
is
that
it
results
in
a
wholly
subjective
decision
.
As often as not, employers do not choose the best candidate.
As
often
as
not
,
employers
do
not
choose
the
best
candidate
.
They choose the candidate who makes a good first impression on them.
They
choose
the
candidate
who
makes
a
good
first
impression
on
them
.
Some employers, of course, reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a good assessment of each candidate's likely performance.
Some
employers
,
of
course
,
reply
to
this
argument
by
saying
that
they
have
become
so
experienced
in
interviewing
staff
that
they
are
able
to
make
a
good
assessment
of
each
candidate
's
likely
performance
.
The main argument in favor of the interview is that an employer is concerned not only with a candidate's ability, but with his or her suitable personality for the particular work situation.
The
main
argument
in
favor
of
the
interview
is
that
an
employer
is
concerned
not
only
with
a
candidate
's
ability
,
but
with
his
or
her
suitable
personality
for
the
particular
work
situation
.
Many employers, for example, will overlook occasional mistakes from their secretary if she has a pleasant personality.
Many
employers
,
for
example
,
will
overlook
occasional
mistakes
from
their
secretary
if
she
has
a
pleasant
personality
.
It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the things that are hard to measure, such as personality, character and social ability.
It
is
perhaps
true
to
say
,
therefore
,
that
the
real
purpose
of
an
interview
is
not
to
assess
the
assessable
aspects
of
each
candidate
but
to
make
a
guess
at
the
things
that
are
hard
to
measure
,
such
as
personality
,
character
and
social
ability
.
Unfortunately, both for the employers and applicants for jobs, there are many people of great ability who simply do not interview well.
Unfortunately
,
both
for
the
employers
and
applicants
for
jobs
,
there
are
many
people
of
great
ability
who
simply
do
not
interview
well
.
There are also, of course, people who interview extremely well, but are later found to be very unsatisfactory employees.
There
are
also
,
of
course
,
people
who
interview
extremely
well
,
but
are
later
found
to
be
very
unsatisfactory
employees
.
Candidates who interview well tend to be quietly confident, but never boastful, direct and straightforward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic.
Candidates
who
interview
well
tend
to
be
quietly
confident
,
but
never
boastful
,
direct
and
straightforward
in
their
questions
and
answers
;
cheerful
and
friendly
,
but
never
over-familiar
;
and
sincerely
enthusiastic
and
optimistic
.
Candidates who interview badly tend to be either very shy or over-confident.
Candidates
who
interview
badly
tend
to
be
either
very
shy
or
over-confident
.
They either talk too little or never stop talking.
They
either
talk
too
little
or
never
stop
talking
.
They are either over polite or a bit rude.
They
are
either
over
polite
or
a
bit
rude
.
It often happens that a number of applicants with almost the same qualifications and experience all apply for the same position. In their educational background, special skills and work experience, there is little, if anything, to choose between half a dozen candidates. How then does the employer make a choice? Usually on the basis of an interview.  There are many arguments for and against the interview as a way of selection. The main argument against it is that it results in a wholly subjective decision. As often as not, employers do not choose the best candidate. They choose the candidate who makes a good first impression on them. Some employers, of course, reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a good assessment of each candidate's likely performance. The main argument in favor of the interview is that an employer is concerned not only with a candidate's ability, but with his or her suitable personality for the particular work situation. Many employers, for example, will overlook occasional mistakes from their secretary if she has a pleasant personality.  It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the things that are hard to measure, such as personality, character and social ability. Unfortunately, both for the employers and applicants for jobs, there are many people of great ability who simply do not interview well. There are also, of course, people who interview extremely well, but are later found to be very unsatisfactory employees. Candidates who interview well tend to be quietly confident, but never boastful, direct and straightforward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic. Candidates who interview badly tend to be either very shy or over-confident. They either talk too little or never stop talking. They are either over polite or a bit rude.