Interviews are a significant component in the hiring process. It is through them that managers are able to determine who fits best for which role. Most interviewers have their attention on the applicant’s abilities, personality and experience- it is these factors, among others, that are considered when measuring if an applicant is suitable for a particular job post. However, how effective can this be in terms of selecting efficient employees? Carine Igihozo notes of a scenario last year where she missed an opportunity she believes to have been tangled up during the interview process. She says, as a candidate who was applying for a writing post, she anticipated her potential employer to focus more on her work sample in writing. “This wasn’t the case, I was interviewed orally and days later, they told me I wasn’t fit for the job,” she says. Whereas interviews remain relevant for any hiring company, Bosco Muhumuza, a business expert believes companies need strategy in order for these to be effective. “It is important that employers adopt systems that are applicable with each job position. Otherwise essence will be lost if companies use ‘one-size-fits all’ model,” he says. An article on the New York Times website ‘How to Hire the Right Person’ indicates that a typical job interview is little more than a social call with some predictable choreography. A conference-room meeting, a pristine résumé and the standard questions: Where do you want to be in five years? What do you consider your biggest failure? What are your strengths and weaknesses? It recommends for employers to be creative. Since every candidate will be prepared for commonplace interview questions, find new ways to truly understand how a person thinks. Also, be challenging by putting the candidate in situations where they are more likely to show their true selves. Why are interviews important? Richard Mugisha, Regional Coordinator at International Training Institute for Skills Development says all companies and businesses of all sizes need a process of talent acquisition and conducting job interviews is almost the 7th step in the talent acquisition process. He says, the goal of the interview is to determine how good a fit person is for a position. In all possibilities, every applicant has relevant experience and could be a strong candidate on paper. Interview questions provide interviewees an opportunity to connect the dots on the resume and explain why they left previous jobs. “Therefore, an effective job interview is very fundamental in hiring the right candidate. Some hiring managers like to ask off-the- wall job interview questions just to see how candidates react under pressure. This may not be a right technique because people have different traits and personalities. Ask straight forward questions that apply to reliant work experience and skills than questions that are designed to throw unsuspecting candidates for a loop,” he adds. Mugisha also points to company owners who tend to ask about real experiences instead of hypothetical questions. This he says isn’t the best approach and instead advises interviewers to carefully design a question list beforehand. “I would highly advise that the hiring manager first outlines most outstanding tasks and key performing indicators to evaluate the performance of the candidate and other relevant questions regarding their past company experiences.” Yvonne Nyinawumuntu, an entrepreneur shares her opinion noting that interviews are a very crucial step when hiring since they are what facilitate interviewers/employers to get to know the person they want to hire. “It is during these interviews that you get a chance to ask questions and evaluate the way a candidate is answering them. This is what gives you a chance to know if that person is the right one for the job or not.” Kamaro Bukoko, a real estate agent says job interviews are effective and important in hiring new staff. He says, soft skills (that are normally observed during interviews) are important and one can take note of them while speaking to a potential employee. But most importantly; it’s the ideas, confidence and the way of expression and such other virtues that are crucial in making a good employee yet they are not always teachable. So one needs to interview the potential employee and get a sense of their motives to assess how they could align with those of the organisation hiring. Technical skills are teachable as long as one has the background in that field, he adds.