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Innumerable recruitment decisions have been made on the basis of interpersonal chemistry between interviewer and candidate; some of these decisions will be successful, others will result in the failure of an unsuitable candidate. The aim of the recruitment interview should be to maximise the likelihood of a successful selection decision. In order to achieve this in a way that is repeatable across an organisation, a set of standards which constitute best practice should be enumerated and followed as closely as possible.
With the aim of objectivity in view, the process should start well before the candidates are even selected for interview...
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