After listing the 12 most common problems in employee selection, the author offers four principles for improving the selection interview process. The principles focus on using job-related selection targets, using past behavior as an indicator of future behavior, organizing selection elements into a system, and involving several managers.…

Discusses several nonverbal factors of the selection interview, their nature and their effects on the interviewers' perceptions. Recommendations are made on how interviewers might be able to minimize the negative aspects of these factors in their decision making. (Author/IRT)

The sole objective of the employment interview should be to obtain and evaluate factual and verifiable information. The greater the discrepancy between the tasks of the job and the experience of the interviewee, the more critical will be the influence of the intuitive judgment of the interviewer. (Author/MLF)

Discusses problems associated with and offers suggestions for structuring, validating, and monitoring the interview process. (Author/WD)

Examines two aspects of the uniform federal guidelines affecting selection and interviewing, briefly looks at research on interviewing and considers how this fares in light of the guidelines, and makes specific recommendations to help minimize discriminatory interviewing practices. (Author/IRT)

Outlines a system to standardize the employment interview by making the connections between job tasks, interview questions, and hiring decisions more clear and direct. The system was created to meet the Equal Employment Opportunity Commission standards for tests because those standards also apply to interviews. (Author/IRT)

Fifty-six college placement directors perceived that five percent of the on-campus job recruiters ask illegal questions concerning applicants' sex, age, national origin, race or color, handicaps, or religion. Forty percent of the student applicants are judged to be unaware of illegal questioning. (Author/MLF)