Structuring the initial teacher employment interview adds validity to selection and appropriately utilizes human resources. Five aspects of an effective interview program include: (1) developing a job analysis plan; (2) reviewing the applications; (3) planning for the interview; (4) the interview instrument; and (5) legal implications. An interview chart should include a "task analysis" developed from key duties. A well-developed application form, rather than resumes, assists in obtaining data. Before the interview, a principal should have an application letter, completed district application, resume, placement papers, and official transcripts. Information should include current employment, previous successful related experience, related quality academic work, and a phone check of references. "Information giving" involves restating the job description; describing the district, community, and school; and providing information about salary and work. "Information receiving" includes reviewing pre-interview data, checking past job performance, assessing work attitudes, and giving the opportunity to communicate skills. A model instrument (appended to this document) assists in seeking consistent information from candidates and in establishing priorities. During preselective planning, federal legislation to keep in mind includes affirmative action concepts, age discrimination, equal pay work contracts, sexual discrimination, and handicap discrimination. Interviewers should understand "primae facie" evidence, unlawful inquiries, and state laws. Tailoring the interview provides reliability and mutual legal protection, and attracts better professionals to education. (AA)