Introduction

The idea of interviewing is not new, and it was around circa one century now. In 1919, Alfred Binet - the father of the intelligence test - was the first one tried interviewing. He had three teachers assessing the intelligence of the same five children. And when Binet asked the teachers whether they were confident of their assessments, they replied positively. There was but only one problem about which they different greatly regarding the levels of intelligence of the students. Binet left the interview in favor of a most strict test.

During the second world war, there were large scale decisions that ought to have been made regarding the positions to which persons would be assigned? And where? The traditional militaristic solution of the saying: “You, go there!” is never existing. Anyways, when i have conducted interviews with the applicants of the numerous classification officers, they didn't agree on the classification of the applicants. In only one case, one applicant only was put on the first rank by one officer, and the fifty seven rank was conducted by another. And when several interviewers fail to agree on one rank, we should assume that some of them was wrong at judgment.

Rickenbacker was mainly concerned about the Stress and Pressure Test Interview. If anyone had a number of small tests of interest to the applicants, he would prefer there would be a chair fastened by nails on the ground for the applicants, and subjugating the applicant to the monitoring, and he would try to obey their orders in moving the chair to a closer distance. He would then guide them through to a closed door upon the end of the interview. The door will open to a closed chamber, and he would then assess their response. Currently we know that the stress and pressure interviews would tell us how the response of the candidate would really look like under certain type of stress and pressure, not their skills in performing their daily work.

At the beginning of 1942, the Intelligence Test Holders had recommended the use of the structured interview questions as if each candidate would be put in the same job. Nevertheless, the type of traditional difficult interviews lacking in training would still surface. Even though, they have gained an accurate classification somewhere between 14% and 50%. Anyways, and by time the structured interviews have gained more traction with the organizations, since the organizations are good at selecting accurately and correctly, and making it more powerful. It’s also rather important to note that the current researches refer to the fact that the structured interviews based on the job requirements including the capability-based questions, behavior-based questions, and important events provides the organizations with an accuracy classification much more than ever. We also realize that the structured interviews provide each candidate with an opportunity to answer the same questions more objectively and without challenge.

We also believe in the veracity of the behavior-based questions on the grounds that the best performance teacher in the future is the past performance. In addition to the well thought-out important events and real stories that talk about certain behaviors, determine performance behaviors and accuracy classification. Even though, conducting interviews is not a science, and our duty is to minimize errors as much as possible and getting to know what follows, and following recommendations for conducting interviews, and combining the interview with the other tests in an attempt to reach the right candidate.