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3) Appearing not to understand: The interviewer may say, for
example, I’m sorry, but I don’t quite follow you.

4) Invitation to ask questions: “Is there anything you’d like to
ask me?

5) Interruption: To see how the candidate deals with this.

6) Abrupt change of topic: To see how the candidate deals with
this.

b. Format 2: Interaction with fellow candidates

An advantage of having candidates interacting with each

other is that it should elicit language that is appropriate to

exchanges between equals, which may elicit better
performance. Inasmuch as the candidates may feel more

confident than when dealing with a dominant, seemingly
omniscient interviewer, there is problem, however. The

performance of one candidate is likely to be affected by that of
the others. To avoid this condition, there are some techniques

that can be used, they are:

1) Discussion: an obvious technique is to set a task which demands
discussion between the two candidates, as in the test of oral

interaction above. Tasks may require the candidates to go beyond
discussion and, for example, take a decision.

2) Role-play: role-play can be carried out by two candidates
with the tester as an observer. For some roles this may be

more natural than if the tester were involved.

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