The Cultural Gild suggests a structure for lnterpretang a person's behav:or :n the context of culturally learned expectalaons When two persons' expectations are similar, but their behaviors are &sslmdar, cross cultural rmsunderstan&ng is likely to result When theft expectations are dlss:m:lar, the result IS hkely to be a personal misunderstanding even though their behaviors are similar Tins article introduces a framework for dffferennatang 'personal' and 'cultural' differences :n the mterv:ew winch is essennal for appropriate multacultural counseling The alternanves are to allow apparent and obvious 'cultural' &fferences to mask underlyang personal &fferences or to incorrectly assume that two persons who appear culturally s:mtlar are having a personal disagreement From a practical standpoint, the interview is the most commonly used method for gathenng and evaluating Information about an individual (Zlma, 1983, Goodale, 1982). Culturally intentional interviewing is the 'key' to effecnve counseling in the typical day of persons dealing one-on-one with employees, colleagues, superiors, customers, supphers, students, teachers and the outside public 0vey, Ivey & Semtk Downing, 1987) Is this almost unquestioned dependence on the interview for orgamzational and personal change justified 9 The evidence, at least occasionally, suggests that the counseling interview is not ennrely reliable (Meehl, 1954, Egan, 1985, p 61) First, the interviewer's abdlty to collect and refine reformation in an accurate manner for decision making ~s influenced by her/his own culturally bound filter Second, the interviewer is subjected to Sltuanonal pressures, changing personal preference for a particular mterview style, and lack of cultural awareness or certainty There is considerable margin for error due to personal and cultural aspects of the interview as an evaluation tool Should the interview, then, be ehminated as a technique from which to guide personal and organizanonal change9 The answer is certamly 'no ' The very pervasiveness of interviewing indicates that ~t fulfills a basic human need for both the interviewer and the person being interviewed. The interview provides an opportunity for both parnes to 'know' the persons with whom they will work While the interview should not be d~scarded, it should certainly be used with care.