The purpose of any selection interview is to choose the right person for the job in question or to select someone who shows potential for more senior posts. Interviews may not be the ideal method of selecting staff. For one thing, you will not know whether you have selected wisely until long after the interview. The period you have to wait will depend on the job in question. The lower the level of the job is, the quicker you will discover how good you were with your selection. Be clear what you are trying to achieve by the interview and how you intend to do it.
Interviewing requires many skills which typically only develop with practice. Be careful that you are not being subjective in your judgments (判断); try to be objective wherever possible. An example may illustrate the point. If you interview a long-haired male applicant, you may be put off by the length of his hair; you may associate the long hair with untidiness, dirt or laziness.
This is a subjective judgment —— another interviewer may not be affected by hair length in the same way.
Subjective misjudgment is sometimes called the "halo and horn" effect. We meet someone neatly dressed and well-spoken, and from this we assume that they are all things good; that they will be reliable, honest, hard working, etc. We are blinded by their halo. Conversely, on meeting a roughly-spoken, scruffy (褴褛的)individual we decide they will be unreliable, careless and lazy. We only see their horns. This problem needs to be overcome, since we could so easily overlook first-class candidates (候选人)for vital posts because we have not been objective.What is the purpose of a selection interview（）

A．To choose someone who fits the post.
B．To decide if the interviewer is objective.
C．To discover how good the interviewer was with his selection.
D．To overcome subjective judgments.