How to Conduct an Interview

Howto Conduct an Interview

Howto Conduct an Interview

Theoffice management position is the basic unit of the generaladministration of an organization. The success of an organization isbased on how well the management is organized into functional units.The performance of high-ranking managers and the organization as awhole is determined by the manner in which the managerial roles arecarried out (Khandwalla, 2004). It is important to note that it theresponsibility of managers to assign roles to different employees.Such roles are often associated with various aspects of theorganization including formulation of policies, setting long-termgoals and objectives, being part of the growth and development of theorganization.

Eachorganization has a unique way of defining the role of management, orthose holding the managerial positions. The basic responsibility ofthe office manager involves making sure that employees perform theirduties to match the expectations of the organization. In order toaccrue the benefits of a good and organized management, a properinterview should be conducted. In this instance, the interview shouldbe conducted in a manner that corresponds the goals and objectives ofthe organization. To point it out clearly, an interview should beconducted bearing in mind the vision of the organization.

Aneffective interview process gives the candidates a chance to learnmore about the organization. On that note, the interview processshould be designed in such a way that allow interactions between theinterviewer and the candidate. In this way, the process will enablethe interviewer to identify the right employees during recruitmentprocess. There are key elements that must be considered in order tocarry out a successful interview. They include understanding what youare looking for in terms of personnel, know your role in theinterview and starting the interview in the right way. It is alsoimportant to know the types of questions that should be asked for theinterview to be effective.

Theinterviewee should be allowed to expresses themselves in terms ofwhat they like or dislike. For instance, given the chance someinterviewees may state that they do not like working in groups. Inthis way, the interviewer gets the opportunity to learn the strengthsand weaknesses of the candidates. Furthermore, the interviewershould demonstrate the culture of the organization during theinterview process to enable candidates to learn more about thecompany.

Finally,the efficacy of an interview can also be determined by the manner inwhich it is ended. An effective interview should end after thecandidate has known everything about the organization, especiallyregarding organizational goals and policies. The interview processportrays openness and a sense of professionalism just by the waythings are organized in an orderly manner. This builds trust andgood relationship between the interviewer and the candidate.

Inconclusion, a good office management goes as far as contributinggreatly to the achievement of organizational success. The interviewprocess is a tool employed by various organizations to get qualifiedand highly talented employees. The process should be conducted in aproper and organized manner in order to ensure that only thecandidates are able to carry on the vision of an organization,champion for formation and implantation of policies are hired. Thepaper has demonstrated that the interview process is made up of threesections which include the beginning of the process, during theprocess and the end of the process. These stages are critical whenconducting effective interview. In that light, the paper has shownthat an interview should start with the interviewer knowing theobjectives of the interview and the questions to be asked prior tothe interview process. The process should be an interaction asopposed to interrogation. In addition, it has demonstrated that bythe end of the process, the interviewee should understand what isexpected of them in case they are given the opportunity to workwithin the company. In the same way, by the end of process theinterviewer should be in apposition to understand the strengths andweaknesses of the candidates.


Khandwalla,P. N. (2004). Competencies for senior manager roles.&nbspVikalpa,29(4),11-24.