Dear Seniors,
Can anybody explain me how to take an interview? What are the basic questions being an hr we should ask the candidate? How should we decide that the candidate is perfect for the job? Or how to recognize that the candidate is not capable for the particular job?
Please Provide me the guidance.
Thank you,
Shriya
From India, Nasik
3Can anybody explain me how to take an interview? What are the basic questions being an hr we should ask the candidate? How should we decide that the candidate is perfect for the job? Or how to recognize that the candidate is not capable for the particular job?
Please Provide me the guidance.
Thank you,
Shriya
From India, Nasik
Hi Shriya,
There is usually no pre-decided format when it comes to interviewing.
Usually a candidate should be tested on Technical, Personal, Behavioral aspect. If the position for which we are hiring is too niche, we usually have a technical interview conducted by the line manager. However, in order to screen better, I always suggest to do basic reading and ask a few technical question which you think suits the profile. (Do so only if you are sure of the answers else you may end up rejecting candidates who answers right and select the one who just bluffs.)
Focusing more on personal and behavioral aspects would mean asking questions on -
Personal strength and weakness
Reasons to leave current job
Asking to graph out his career path
Asking if he is satisfied by his current role and/or boss
Giving some typical situations to analyze and understand his reaction.
You can read further on the foll links for better learning
1) 12 Ways To Conduct A Great Interview | Six Pixels of Separation - Marketing and Communications Blog - By Mitch Joel at Twist Image
2) How to conduct an interview
3) How to Conduct Effective Job Interviews | Entrepreneur.com
From India, Mumbai
There is usually no pre-decided format when it comes to interviewing.
Usually a candidate should be tested on Technical, Personal, Behavioral aspect. If the position for which we are hiring is too niche, we usually have a technical interview conducted by the line manager. However, in order to screen better, I always suggest to do basic reading and ask a few technical question which you think suits the profile. (Do so only if you are sure of the answers else you may end up rejecting candidates who answers right and select the one who just bluffs.)
Focusing more on personal and behavioral aspects would mean asking questions on -
Personal strength and weakness
Reasons to leave current job
Asking to graph out his career path
Asking if he is satisfied by his current role and/or boss
Giving some typical situations to analyze and understand his reaction.
You can read further on the foll links for better learning
1) 12 Ways To Conduct A Great Interview | Six Pixels of Separation - Marketing and Communications Blog - By Mitch Joel at Twist Image
2) How to conduct an interview
3) How to Conduct Effective Job Interviews | Entrepreneur.com
From India, Mumbai
Dear Shriya,
You need to understand the following things from the candidate:
1. Work experience (Past jobs, internships all in detail). Ask them to explain their projects and line of work in detail even if you are not a technical person..just to understand how well they can explain (communication skills)
2. Salary package (Current and expected)
3. Reasons for changing jobs (past and present), most of the candidates that I have come across in my career have replied with 'family issues' so they think it being personal the HR wont probe in further, but grill them on the same (since most of the times the reason turns out to be fake and silly)
4. Check for any travel issues
5. Check for their short term goals/aims/expectations from your company (this gives you an idea whether the person is likely to stick around for an year or not)
6. Family background (essential for some candidates who keep cribbing about salary throughout the interview)
7. Educational background (important for very technical positions). Check for drops/gaps etc.
Apart from the above set of necessary questions, talk to the candidate about his interests and hobbies. Sometimes if the HR is trying to be nice and casual and cheerful, the candidates show their true colors (Yes, it has happened with me; the candidate, a lady, started using slangs like 'pissing off'...blah blah, so you know where to catch them red handed). Get them into talking for a while and you wont need another round to confirm.
From India, Mumbai
You need to understand the following things from the candidate:
1. Work experience (Past jobs, internships all in detail). Ask them to explain their projects and line of work in detail even if you are not a technical person..just to understand how well they can explain (communication skills)
2. Salary package (Current and expected)
3. Reasons for changing jobs (past and present), most of the candidates that I have come across in my career have replied with 'family issues' so they think it being personal the HR wont probe in further, but grill them on the same (since most of the times the reason turns out to be fake and silly)
4. Check for any travel issues
5. Check for their short term goals/aims/expectations from your company (this gives you an idea whether the person is likely to stick around for an year or not)
6. Family background (essential for some candidates who keep cribbing about salary throughout the interview)
7. Educational background (important for very technical positions). Check for drops/gaps etc.
Apart from the above set of necessary questions, talk to the candidate about his interests and hobbies. Sometimes if the HR is trying to be nice and casual and cheerful, the candidates show their true colors (Yes, it has happened with me; the candidate, a lady, started using slangs like 'pissing off'...blah blah, so you know where to catch them red handed). Get them into talking for a while and you wont need another round to confirm.
From India, Mumbai
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