Businesses continue to use the job interview as a final determinant of the applicant's good fit for the company and its culture. Today, many companies are hiring less and/or are taking longer to find just the right person with the right skills for the right job. If an applicant is asked to come for an interview, the general feeling is that the applicant can do the job. So the applicant has to give an unforgettable interview. Companies will ask questions to assess the skills, experiences, and attitudes of job candidates to hire the best applicant for the job. This analysis links current interview instruction with current business practices. To gain knowledge of current business practices in the interview process, the author interviewed three human resources personnel in early 2008: Connie B. from a CPA firm, Bernadette H. from a regulatory government agency, and Eric S. from an oil service provider company. Based on these interviews, the types of hiring interviews conducted by these companies include face-to-face on-site, one-on-one interviews, panel interviews, and situational/behavioral interviews. Other tests such as a knowledge test (banking/finance/accounting), a basic math test, and writing a recommendation letter are done at the second interview. Job interviewing is challenging and can be stressful, but the key is for the applicant to be overly prepared for a successful face-to-face interview. (Contains 1 table.)