面试者必须精心策划整个面试证明，为管理工作的组织投入。这就需要对面试问题、面试官的方法等进行结构化的管理。这些是对本组织的全面工作和管理具有重要影响的关键因素。在以客观和适当的方式进行面试的情况下，可能会对面试的质量产生重大的好处。(Smith & Dainty, 1991)
有许多因素可能提供面试的整体工作和管理。此外，它将突出在面谈过程的工作管理中应该考虑到的综合因素。这些因素围绕着参与者的背景、工作环境等问题(Granot, Brashear， & Cesar Motta, 2012)。
面试过程的总体实力很可能来自对本组织需要的客观处理。然而，只有当面试官的目标是成功地管理好组织的工作目标时，这种优势才会产生。此外，这种优势来自于面试三个阶段的整体工作(Granot, Brashear， & Cesar Motta, 2012)。
面试过程中可能会遇到系统的弱点，面试官的整个工作过程可能会与整个工作不同步。面试官进行面试的方式可能会与组织的需要发生冲突(Granot, Brashear， & Cesar Motta, 2012)。
The interviewers have to be carefully plan the entire interview proves for the management of the working of the organizational inputs. This calls for the need to have structured management of the interview questions, approach of the interviewer, etc. These are critical factors which have important bearing on the overall working and management of the organization. In the case where the interview process is carried out in an objective and proper manner, there would be significant benefits which are likely to be derived regarding the quality of the interview. (Smith & Dainty, 1991)
Procedures and processes is the key to success for the handling of the interview
There are a number of factors which are likely to provide the overall working and management of the interview. Morever, it would highlight the consolidated factors which are supposed to be taken into account for the working management of the interview process. Such factors revolve around the issues that account for the background of the participants, working of the environment, etc. (Granot, Brashear, & Cesar Motta, 2012).
Strengths and weaknesses
The overall strength of the interview process is likely to be derived from the objective handling of the needs of the organization. However, this kind of strength can be derived only when the interviewer is geared for successful management of the working of the organizational goals. Further, the strength is derived from the overall working of the three-stage process of the interview (Granot, Brashear, & Cesar Motta, 2012).
Weaknesses of the system can come across with the process, wherein there is a likelihood that the overall working of the process of interviewer would out of sync of the overall working. There is a possibility that the working of the interviewer’s style of conducting the interview may clash with the needs of the organization (Granot, Brashear, & Cesar Motta, 2012).
There are a number of recommendations which can be discussed shared for making the interview process enjoy the right kind of quality. Firstly, the management of the interview process should have a clear focus and attention of the objectives. This would mean that the entire interview process should be working in one singular direction, and should not be working in disparate and multiple directions. Such unity of direction would ensure that the working of the process of the interview would be ready to manage the working of the interview proves. Secondly, it is recommended that the background and the contextual responses of the participants are carefully analyzed by the interview process else. There is a possibility that the results would not match along. Thirdly, when there is a mixed kind of output and process, it would call for the need to have proper handling of the question set. Fourthly, the interviewers should be able to develop proper assessment of the delivery of the question and the handling of the responses of the participants (Hague, Hague, & Morgan, 2008).