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This paper examines critical factors that contribute to the validity and reliability of behavioural interviews for personnel selection. Behavioural interviewing is a way of assessing past performance of candidates against criteria derived from a detailed analysis of the position being filled. Using small data sets, this study establishes predictive validity of behavioural interviews in selecting for junior and senior management positions. The value of interviewer accountability and interview training in conjunction with behavioural interviewing are also explored by asking recruiters about the selection process. It is concluded that behavioural interviewing can provide expert candidates to fill vacancies and that training of recruiters and making them accountable for their decisions contribute further to satisfactory selection outcomes.