This essay provides an analysis of the effectiveness of traditional interview processes in human resource management (HRM), specifically within the context of Marks & Spencer (M&S) Group Plc. It begins by defining human resources and HRM, highlighting the importance of selecting the right candidate through interviews for organizational growth. The essay delves into the functions of HRM, including recruitment, selection, and maintaining good working conditions, with a focus on the interview process. It explores various steps involved in the traditional interview process, such as job descriptions, posting jobs, scheduling interviews, conducting preliminary and in-person interviews, and making a hire. The essay also discusses the effectiveness of traditional interview processes, including soft skill assessments, job auditions, and casual setting meetings, and their impact on selecting high-quality applicants. It emphasizes the advantages of traditional interviews, such as understandability and comfort for applicants, and the importance of predictive validity. The essay concludes by suggesting ways to improve the predictive validity of interviews by focusing on job-related questions and providing training to interviewers.