ABSTRACT
Employment interviewing, as a means of carrying out recruitment and selection functions, is essentially different from other main techniques primarily because of the substantial dependence on interpersonal communication skills. It follows that the employment interview, being viewed as a particular type of social interaction, may be better understood through the application of social interaction models (e.g. Millar et al., 1992) or social process models (e.g. Dipboye, 1992), or in terms of key interpersonal skills (Hargie & Dickson, 2003) relevant to the employment interview context. Of course, interpersonal skills and strategies contribute to the goal attainment of interviewers and applicants who are engaged in a reciprocal social relationship; hence, each perspective warrants consideration.
