Today's modern business world is succeptible to change and, in order to stay competitive, it requires quick response. Due to that fact, organisations are forced to accept changes and adjustment to new circumstances. This occurance was preceeded by development in business, technology and globalisation. Advancement in business processes is an important requirement for adjustment of companies to modern business world and globalisation which has gained control over them. Globalisation has become inevitable, it showcases the inevitable part of present and the future. Besides all of the aforementioned, we canno't forget human resources. In recent years, even decades, human resources have gotten greater attention, they have become the center of business in modern organisations. It doesn't involve only the economic sector but also the other areas of different social and natural sciences. That is the reason why in recent times people are talking more; writing more on the subject and studying about people management and about management of human resources. Well known international name that's used for management of human resources is Human Resource Management (HRM). Management of human resources is actually a part of the science in organisation and it is crucial for every company. This part of management is dealing with studies on potential employee's, current employee's, their capabilities and possibilities. HRM is an important branch of management because it puts the person and it's contentment into focus, it notices that maybe the only thing that will make a difference (and the only advantage) between companies will be the contentment of the worker. In this paper, „personnel“ represents human resources on whose knowledge and competencies, according to opinion of modern managers, lies the whole organization. Namely, business of some organization greatly depends upon quality of people (personnel) and upon the quality of the person who manages them. Putting human resources into focus during employment or during the selection of candidates, the main method that stands out is interview. When it comes to employing workers, monitoring of the situation on the organization's market is of great importance, as well as monitoring of the situation on labour market with a purpose to gather information on the need for additional workers. That’s the reason why managers constantly analyze jobs. First step in the whole concept of management of human resources is gathering personnel. There are a couple of ways to gather personnel. Basic division is: own provision of personnel; through its own staffing department or with the use of various intermediary services such as “headhunting” agencies and various other agencies for employment mediation. After the plan has been made and the need for additional personnel is recognized, acquisition of new workers is carried out. As it was mentioned before, the acquisition can be internal or external after which selection of candidates follows; their training and development. During the selection of candidates companies select those talents that will be able to respond to future challenges and business activities that are expected of them. Selection is in fact identification amongst many candidates, whose knowledge and competencies correspond in the highest degree to the job requirements, and proposing those candidates to a company expert responsible for receiving and scheduling of personnel. Basically, the selection of personnel is a process in which the company decides if it will hire someone under its wing, give the job to someone or not. Main purpose of said selection is to assure as better compatiblity as possible between job requirements and the abilities and possibilities of the person that will occupy that job. In order to inspect the competencies of selected candidates that entered into shortlist, various tests are conducted. Some of which are: calculus or online testing, motoric and physical skills, test of cognitive capabilities etc. In recent time, companies are using computers or online testing more and more, and that kind of test are replacing more and more written test and other traditional types of tests. Besides the kinds of tests we mentioned before, in the world and in recent times in Croatia also, the personality questionnaire is being used increasingly. Personality test is increasing the degree of suitability of a candidate for the job, the biggest problem of this kind of testing is distortion of the answers, i.e. making yourself to be what you're actually not. There are various methods to prevent that from happening such as: using of scale of lying, the ability to use answers correction, method of discouraging candidates to give distorted answers by warning them that their false answers will be discovered. Interview which is the main focus of this paper belongs to conventional methods of personnel selection. Interview is actually a process of selection formed in a way to anticipate future business efficiency based on candidates oral answers. There are a few types of interview, some of them are: interview based on assessment, output interview, structured and non-structured interview. There's a common question which of the types of interviews is the best one to use. As in everything, interview method has its positive and negative sides. There are many positive sides to interview method, i.e. interview is the most common used method when hiiring a candidate. By implementing this method one can get to information one can't get by using other techinques and types of selection, for instance you can be informed on someone's appearance, the way they express themselves, person's gesticulation and other aspects of communication. Besides all that, you can get information about a persons past, its values, its views on various topics and position on different issues. This kind of information you cannot gather through any other questioning technique. Negative sides to interview are stereotypes and halo effect. Halo effect is so called „blitz assessment“ of person's character and whether we like the person or not, as much as we work on perfecting of interview method, it is in human nature that the first impression is crucial for futher process of selection. On the other hand, there are mistakes that candidates make themselves, such as: excessive aggression, too little work enthusiasm, nervousness, badmouthing former employer, etc. Stereotyping is putting someone in a certain group based on their gender, race, weight, etc.; there's a research that proves that more attractive people earn more money. Interview can be very stressfull for a candidate so their preparation is of big importance. This topic is studied a lot because interview as a method has been considered as a reliable one for candidate assessment, but together with this method, it's neccessary to use other methods of candidates selection. The actual purpose of interview is checking and addition of information on candidate, and gathering of information one couldn't find out in previously conducted tests. Researching scientific and expert articles, books and other internet sources related to this topic, this paper will also deal with studies that have been made so far and are related with interview method in general, as well as with examples of the same in domestic and foreign companies and about the importance of intervew method today.