Explores assumptions about employment interviewing and suggests an integrated agenda for discovery, learning, and engagement that diverges from conventional thinking. Notes that in attempts to establish just procedures and outcomes in interviews, identities associated with race/ethnicity, sexual-social orientation, ablebodiness, class, gender, and age are erased. Recommends the following methods: investigations that delve into socio-historical-cultural contexts; approaches that reveal applicants' standpoints; and studies that give voice to diverse applicants. (PM)