Appointing the wrong person can be disastrous and extremely expensive. Having a rigorous selection and interview process can reduce the risk of that happening. It is important to remember as an employer that discrimination rules apply to job advertising and the recruitment process so be very careful to select entirely on the employee’s ability to perform the job as opposed to other grounds such as age, race, sex, disability, pregnancy, religious beliefs, sexual orientation, gender reassignment, marriage or civil partnership.
Most people consider that there are two purposes to an interview; for the employer to find out all they properly can about the applicant and for the applicant to find out all they can about the employer/employment. There is a third. Usually more people are rejected than are appointed. Properly and professionally interviewed people are less likely to criticise an organisation and potentially damage its reputation than those who have been interviewed in a poor or unprofessional manner.