Dear team
I am recently appointed an HR Manager at the oldest but non performing Airline. There is currently a great effort to reform and revive the operations of the Company including the way HR is managed. As we work towards this we are up to employ some staff being pilots, engineers and cabin crew (flight attendants) to man our expansion. I am in search of sample interviews questions to compare notes with those coming from technical departments and come up with the final version of questions for the panel in a most confidential manner. I need your help.
Regards
Lembris
From Tanzania, Dar Es Salaam
I am recently appointed an HR Manager at the oldest but non performing Airline. There is currently a great effort to reform and revive the operations of the Company including the way HR is managed. As we work towards this we are up to employ some staff being pilots, engineers and cabin crew (flight attendants) to man our expansion. I am in search of sample interviews questions to compare notes with those coming from technical departments and come up with the final version of questions for the panel in a most confidential manner. I need your help.
Regards
Lembris
From Tanzania, Dar Es Salaam
Dear Lembris Laanyuni,
While interviewing a candidate, there are at least two rounds, one technical and another HR. In extreme cases, both the rounds are merged together. While in technical interview, technical knowledge is assessed, in HR interview candidate's attitude, communication skills etc is assessed. Therefore, my recommendation is to leave technical interview to the technical head or any other competent person.
In Behavioural Interviewing, it is possible to merge technical and HR interview. Candidate can be told to quote examples of leadership, decision making skills, etc in the technical field. However, this skill comes with training and cannot be mastered on one's own. You may train your all the HODs and improve the quality of interviewing.
Thanks,
Dinesh Divekar
From India, Bangalore
7736While interviewing a candidate, there are at least two rounds, one technical and another HR. In extreme cases, both the rounds are merged together. While in technical interview, technical knowledge is assessed, in HR interview candidate's attitude, communication skills etc is assessed. Therefore, my recommendation is to leave technical interview to the technical head or any other competent person.
In Behavioural Interviewing, it is possible to merge technical and HR interview. Candidate can be told to quote examples of leadership, decision making skills, etc in the technical field. However, this skill comes with training and cannot be mastered on one's own. You may train your all the HODs and improve the quality of interviewing.
Thanks,
Dinesh Divekar
From India, Bangalore
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