A selection interview is one part of the selection process, which in its turn is only a part of the longer process in which individual and job are brought together. In any large organisation, selection follows on the collection of a field of potential candidates from whom to choose and is followed by the appointment of a suitable candidate, his introduction to his work, his training in or on the job, and his gradual gaining of experience; in many cases there is in due course promotion to more intricate or responsible work and the task of training others to follow in their turn, with eventual retirement creating a vacancy to complete the cycle. Each step presupposes certain steps which have been taken before and others which will be taken afterwards. Selection cannot be successful unless previous education and training of the right sort have been available to provide candidates with the necessary qualifications, and unless a good recruitment policy has ensured that enough of them apply to fill the vacancies. Again, the value of sound selection is nullified unless care is taken to ensure that the person selected is properly ‘inducted’ into his work, given reasonable conditions of service, and afforded opportunity to develop his capacities for useful and personally satisfying work in which he is encouraged to continue. Even in the smallest organisation, consisting only of the proverbial ‘man and boy,’ the same principles hold good, though their application is greatly simplified. The ‘man’ has to decide how best to attract suitable ‘boys’ to apply before he interviews them, and he has to make the training and conditions of service of his assistant sufficiently congenial to keep him contented in his job for a reasonable length of time.