本文從學理以及實務二個角度，針對國家考試口試的實施情況情況加以檢討並提出若干改進的建議。 首先，從學理上分析口試（即面談）的相關問題，包括口試的功能、口試的結構、口試問題的種類、口試所能評量的構面（即職能）以及口試可能產生的偏誤等。 　其次，扼要敍述目前國家口試實施的概況。目前國家考試的口試計有三種：個別口試、集體口試與團體討論三種，其適用的考試類科則視需要而有不同。有的則併用個別口試與團體討論，如公務人員特種考試國家安全情報人員考試。 接著，依據口試問題的分析，就考選部目前所實施的口試現況加以檢討。以「口試的結構」而論，國家考試口試的結構顯然極為不足。例如、口試題目並未依據標的職位的工作分析結果去研擬。而口試時間也顯然未達「足夠」的要求，故無法充分蒐集並評鑑所要的資訊。再就口試所評量的構面而言，目前國家考試口試所評量的構面似嫌籠統，不夠精確。 最後，針對所檢討的口試缺失，提出若干改進建議的淺見，包括口試委員人才庫之建立、舉辦口試委員的訓練、研擬結構式的題目以及設計一套較完整而有系統的評分制度等。

It is generally believed that there are some problems involved in the various oral tests (or interviews) which are included in the employment examinations held by the Ministry of Selection, the Examination Yuan. This paper, therefore, is intended to make some relevant reviews of them and present a few recommendations on their improvements based on the theory and practice of human resource selection. Firstly, a framework of the interview is analyzed, including its functions, structure, and types. In addition, the dimensions that can be measured by an interview and some biases or errors that an interview may cause are also identified. Secondly, the interview framework described above is applied as a basis to review the general practices of the interviews mentioned above and identify the drawbacks of the existing interviews. Finally, some feasible recommendations are made in order to improve the validity and the effectiveness of the interview.