There are many arguments for and against the interview as a selection procedure. The main argument against it is that it results in a wholly (36) decision. As often as not, employers do not choose the best candidate, they choose the candidate who makes a good first impression on them. Some employers, of course, (37) to this argument by saying that they have become so (38) in interviewing staff that they are able to make a sound (39) of each candidate’s likely performance. The main argument in favor of the interview is that an employer is concerned not only with a candidate’s ability, but with the (40) of his or her personality for the particular work situation. Many employers, for example, will overlook occasional (41) from their secretary provided she has a pleasant personality. It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable (42) of each candidate but to make a guess at the more (43) things, such as personality, character and social ability. Unfortunately, (44) , there are many people of great ability who simply do not interview well. (45) . They are either very shy or over-confident. They show (46) . They are either over-polite or rudely abrupt.