The interview is the most widely used of all personnel selection devices. It is the primary method available for organizations to couple the identity of the applicant with the application form and to determine who will be employed. Most organizations undoubtedly would not abandon its use because they are quite confident of the accuracy of their decisions. The process reveals insights and information about applicants that other procedures cannot, and it provides the interviewer the opportunity to assess directly the candidate's quality and potential. However, is the interview process worthy of its high acceptance and universal use? Does it yield substantial and accurate data about the applicant? Does it successfully reveal applicant skills, aptitudes, and attitudes? Does the most qualified applicant get the job? Does the process result in the right person being matched with the right position? In essence, is the interview process valid and reliable, i.e., does it do what it is professed to do? The answers to these questions are extremely critical to every school administrator who is involved in the personnel selection