This final thesis is based on the job interview as an element of candidate evaluation. The thesis aims to familiarize future candidates with the job interview through 30 pages and 5 chapters formed into a single unit. Various types of job interviews were explored according to structure, number of participants, strategy, and method of conduct. For example, to evaluate candidates through a structured job interview, predefined questions are used. In contrast, an unstructured job interview allows for greater freedom and adaptation of questions during the interview, providing an opportunity for more spontaneous and natural responses. Other forms of job interviews were also researched, such as sequential, panel and group interviews. According to the conduct strategies, the differences between traditional, behavioral, situational, multimodal, empirical, experiential, and stress interviews were described. Modern methods of conducting interviews were also explained. The thesis encompasses the phases of a job interview, advice for avoiding common mistakes, and ethical issues that may arise during the interview. Candidates also face numerous challenges, from preparation to the execution of the interview itself. Proper preparation includes gathering information about the employer while avoiding common mistakes, business etiquette, and controlling non-verbal communication can significantly impact the interview outcome. The empirical section of the thesis, conducted in two private organizations, one public organization, and through the author’s student work experience, confirmed the significant impact of non-verbal communication on interview outcomes and demonstrated how the application of various strategies, structures, and methods of conducting interviews varies depending on the type of job and the level of candidate expertise.