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在我们做出选择的过程中，有很多方法可以使用，例如包括面试，测试（实际或心理），评估中心，角色扮演和团队练习等。通常是一系列将被用于根据作业类型的组织填充招聘人员的技能和预算招聘的方法。
面试类型：

访谈

大多数的工作都是通过访谈来填补。采访中一般有两个主要目的：找出适合这份工作的候选人，并给予有关工作，组织考生信息。每一位候选人应给予同样的机会来突出自己最好的表现并询问面试官问题，来证明自己是否适合这份工作。
结构化面试工作的重点旨在发现申请人的所有相关信息，并评估他们的能力，是匹配候选人之间的有效方法。这也就意味着，面试官通过有一个一致的形式来访问，特别是如果有一些候选人特别重要的时候。

A variety of methods available

Selection techniques

There is a variety of methods available to help in the selection process - including interviews, tests (practical or psychometric), Assessment centres, role plays and team exercises, to name a few. Usually a range of methods will be used by the organisation depending on the type of job to be filled, the skills of the recruiter and the budget for recruitment

Type of interview :

Interviews

Most jobs are filled through interviews. The interview has two main purposes - to find out if the candidate is suitable for the job, and to give the candidate information about the job and the organisation. Every candidate should be offered the same opportunities to give the best presentation of themselves, to demonstrate their suitability and to ask questions of the interviewer.

A structured interview designed to discover all relevant information and assess the competencies of the applicant is an efficient method of focusing on the match between job and candidate. It also means that there is a consistent form to the interviews, particularly important if there are a number of candidates to be seen.

Unstructured interviews are very poor for recruiting the right person. The structured interview is most likely to be effective in obtaining specific information against a set of clearly defined criteria. However, not every manager is skilled at interviewing, and may not be able to judge efficiently the applicant's skills and competencies. Ideally all interviewers should receive training, including the equal opportunities aspects of recruitment and the relevant legislation.

Interviews need not be formal. The length and style of the interview will relate to the job and the organisation. Some vacancies may call for a formal interview panel, some for a less formal, one-to-one interview. The interviewer(s) should consider the job and the candidates when deciding on the nature of the interview.

All interviews, whether formal or informal, need careful preparation if they are to be successful. Each candidate should leave with a sense of being treated well and fairly and having had the opportunity to give of their best.

Preparing the interview

The interviewer should prepare by:

reading the application form, job and person specifications to identify areas which need further exploration or clarification

planning the questions. In some interviews it is appropriate to ask only one or two questions to encourage the candidate to talk at length on certain subjects. In others it may be better to ask a series of short questions on several different areas. If there is more than one interviewer, different people can cover different topics, eg job knowledge, training, qualifications. Do not ask for personal information or views irrelevant to the job. Do not ask potentially discriminatory questions such as 'Are you planning to have childr