ABSTRACT
The best preparation for an interview is to carry out thirty or forty others first–the more at ease the interviewer is more he will be able to concentrate on the candidate rather than his own role as interviewer. Once short-listing has been done, successful candidates must be called for interview, and this process in itself calls for careful planning. The short-listing process, therefore, should begin not by placing candidates in a pecking order related to their own standard, but by matching each candidate against the original standard, the man specification. During short-listing process, some weight should be given to results of an aptitude test. In first interview the potential immediate superior will conduct a person-to-person interview which will probably have a fairly strong technical content. Candidates who are to be invited to a second interview should, if possible, be approached first by telephone to arrange a suitable date and time.
