In more recent years, human response management specialists have become more involved within the interviewing process as they have to ensure all interviews are following the orangisation's equal opportunities policy. Following these latest changes it has opened more opportunities for minority groups which previous may have been of more of a disadvantage to have a fair and equal opportunity when applying for any role, and how they are assess during the selection interview stage. Overall trying to maintain a high level of validity and reliability within an unnatural environment can be difficult and hard to maintain. It is crucial within any interview environment to try and place measures which can both account for these abnormalities and a way to take them into account. If they are not fully considered then an organisation may end up employing an individual for a role which they are not the best suited from all the candidates. One of the most important factors to avoid is an interviewer's personal opinion on a candidate as shown from the research in this essay; they often can cast subliminal opinions on candidates because of personal opinion, anxiety and from misinterpreting responses during an interview. The employment of any individual for an organisiation is timely and costly exercise, ensuring all steps are taken to make the right decision on choosing a candidate is important. Make the wrong choice due to errors during the selection interview stage and a negative impact may be felt by the organisiation afterwards.