Abstract
Recruitment can be described as "those activities in HRM which are undertaken in order to attract sufficient job candidates who have the necessary potential, competencies and traits to fill job needs and to assist the organization in achieving its objectives? (Swanepoel et al. 2003: 259). In this way, the main objective of recruitment is to collect a large "pool" of good quality applicants and select and appoint the most suitable employees (Swanepoel et al. 2003: 280). Selection is the "process of trying to determine which individuals will best match particular jobs in the organizational context, taking into account individual differences, the requirements of the job and the organization's internal and external environments" (Swanepoel et al. (2003: 280). Therefore, selection is the "prediction of future performance in terms of individual differences" (Swanepoel et al. 2003: 280). The interview helps the organization to obtain relevant information about the skills and the abilities of the applicants in order to perform the job successfully. In order to select employees, organizations use interviews, which are useful to "determine an applicant's degree of suitability for a job by matching the information given by the applicant to the job requirements" (Swanepoel et al. 2003: 288).
