Chapter 4. The Interview

‘I know One when I see One’

  1. Mark Cook

Published Online: 30 JUN 2010

DOI: 10.1002/9780470742723.ch4

Personnel Selection: Adding Value Through People, Fifth Edition

Personnel Selection: Adding Value Through People, Fifth Edition

How to Cite

Cook, M. (2008) The Interview, in Personnel Selection: Adding Value Through People, Fifth Edition, Wiley-Blackwell, Oxford, UK. doi: 10.1002/9780470742723.ch4

Publication History

  1. Published Online: 30 JUN 2010
  2. Published Print: 22 OCT 2008

ISBN Information

Print ISBN: 9780470986455

Online ISBN: 9780470742723



  • interviews, being used widely today;
  • traditional casual unstructured interview;
  • structured interviewing - becoming popular. reliable, valid and fair;
  • validity of interviews - assessing sales potential or assessing intellectual ability;
  • good judge of others - cannot be identified, not with any certainty;
  • five-factor model - all five personality factors with ‘a preference for’ agreeableness and extraversion;
  • structured interview systems - changing every part of interviews;
  • situational interviews - patterned behaviour description interview, multimodal interview, empirical interview;
  • Latham's Situational Interview - blurring distinction between interview and paper-and-pencil test;
  • truthfulness of interview information


This chapter contains sections titled:

  • Introduction

  • Reliability and validity

  • Improving the interview

  • Structured interviews

  • Construct validity of the interview

  • Truthfulness of interview information

  • How the interviewer reaches a decision

  • Bias in the interview

  • Law and fairness

  • Key points

  • Key references

  • Useful websites