Primacy Effect is associated with “the first impression,” interviewers’ first impressions of a candidate can often play a powerful role in their subsequent assessment. In some instances positions may be open to permanent residents or non-citizens who hold appropriate work entitlements. http://camdencrawfordfocus.redcarolinaparaguay.org/2016/08/03/a-detailed-analysis-of-selecting-necessary-elements-for-careerIt is used to find whether the candidate is best suited for the required job or not. Merit is about getting the best available person for the job. The purpose of an interview is to elicit information from an applicant to determine his or her ability to perform the job. interview skills in tamilThe use of behavioural and/or competency based interview questions is strongly encouraged as, when properly crafted, they allow the interviewer to obtain more meaningful data to determine the applicant’s ability to carry out the duties and responsibilities of the job, as well assess their ability to adhere to the University’s core competencies. STEP 3: PEER EVALUATION BY PRACTICE AREA The third step of the selection process is peer evaluation by practice area, also known as the “blue ribbon review.” Self-evaluation questions are also a good way to learn about an applicant’s perception of their strengths and weaknesses.