Hello all,
We are all into onething called HR community, Now just let me know, if Interviewing is the best way of testing the suitability of a candidate. Because, any way most of the inteviewees fail to achieve that tension-free state where there can be good and meaningful exchange of information, which is what the exact purpose of an interview. So why the hell should we conduct interviews in the BAD old ways. Why not innovate and try for new ways of Recruiting.
Just Post your ideas on How you would recruit people in your Organisation innovatively, to do the best?
Regards,
VINAY.
From India
6We are all into onething called HR community, Now just let me know, if Interviewing is the best way of testing the suitability of a candidate. Because, any way most of the inteviewees fail to achieve that tension-free state where there can be good and meaningful exchange of information, which is what the exact purpose of an interview. So why the hell should we conduct interviews in the BAD old ways. Why not innovate and try for new ways of Recruiting.
Just Post your ideas on How you would recruit people in your Organisation innovatively, to do the best?
Regards,
VINAY.
From India
There have been 34 visits so far. I wonder if the HR community dares to Innovate. Why not a single idea on recuitment. Go ahead everybody. Try your best to innovate. Regards, VINAY
From India
From India
recruit in the traditionary way can not can not determin whether the candidate is fit for the station, i expect a new way.
From China, Hangzhou
From China, Hangzhou
To save interviewer's preperation time and effort, why not innovate in the filtering process is the basic question. So that the interviewer can best utilise the time, that s/he has to test only the eligible candidates. I already posted the recruitment practice followed by toyota in another topic. Why not we innovate in the same lines, or better for that matter.
Thanks for the reply, and expect an answer soon for this continuation.
Regards,
VINAY
From India
Thanks for the reply, and expect an answer soon for this continuation.
Regards,
VINAY
From India
Hi All,
Its true that we still are not aware of the right questions to be put forward taking individual diffrences into consideration.
I would really appreciate if there are few suggestions or discussion happen over this topic
Regards,
Kanika
From United States, Irvine
Its true that we still are not aware of the right questions to be put forward taking individual diffrences into consideration.
I would really appreciate if there are few suggestions or discussion happen over this topic
Regards,
Kanika
From United States, Irvine
Dear Vinay,
Lot of water has passed through the Ganges, from the time when this issue was raised. We all believe that interview is not the best option for recruitment and to be precise I would rate it as below average, but the alternatives which has been suggested are not onlytime consuming but also quite expensive. Materials are abundant everywhere and you can always go through them. Researches are still going on but with no favourable outcomes.
So, there are no alternatives which can replace the interviewing process which will suceed with the same amount of time and money spent. Till that day keep interviewing.
Kind Regards,
SC
From India, Thane
Lot of water has passed through the Ganges, from the time when this issue was raised. We all believe that interview is not the best option for recruitment and to be precise I would rate it as below average, but the alternatives which has been suggested are not onlytime consuming but also quite expensive. Materials are abundant everywhere and you can always go through them. Researches are still going on but with no favourable outcomes.
So, there are no alternatives which can replace the interviewing process which will suceed with the same amount of time and money spent. Till that day keep interviewing.
Kind Regards,
SC
From India, Thane
Hey all,
Inertviews when used in isolation is not very useful and effective, but if there is a complete process of recruitment then it would be result oriented.
Firstly, when we talk of interview, study of MBTi and other tools are required from the recruiter, which in India very few people have.
Secondly, In the proces of interviewing we can have online psychometric tests, which are not at all time consuming and costly.
Thirdly, Experience and observations of interviewer can surely bring good results.
Many of the organisations take stress interviews to check the level upto which a person can handle stress.
It is all about being innovative and looking for more options.
Archna
From India, Delhi
Inertviews when used in isolation is not very useful and effective, but if there is a complete process of recruitment then it would be result oriented.
Firstly, when we talk of interview, study of MBTi and other tools are required from the recruiter, which in India very few people have.
Secondly, In the proces of interviewing we can have online psychometric tests, which are not at all time consuming and costly.
Thirdly, Experience and observations of interviewer can surely bring good results.
Many of the organisations take stress interviews to check the level upto which a person can handle stress.
It is all about being innovative and looking for more options.
Archna
From India, Delhi
maybe because of the drawbacks in the interview concept, there is the practice of probation, wherein a new recruitee can be evaluated at length.
From India, Gurgaon
From India, Gurgaon
In recruiting people, I believe that we should never rely on interviews alone. Although it helps (depending on the skill of the interviewer), there are still other aspects which we may take into consideration such as the aptitude and personality tests. If we collate the results of all these, we may be able to come up with a profile of the candidate which is close to who he/she really is in the workplace and in dealing with other people.
Simulated activities may likewise be added to determine the candidate's suitability for the position. If for example, you need an outgoing, service-oriented and a teamplayer to fill in a position, you may come up with an activity that will require interaction amongst the candidates and would require them to show the abilities needed for the job. So as not to make them conscoius that they are being watched, introduce it as a "get-to-know-the-others" activity.
But as HR professionals, we all know that in recruitment, every time we hire someone no matter how much we think that he/she is the best candidate, we are still taking risks. More than the method, the recruiter's skills is likewise important.
From Philippines, Imus
Simulated activities may likewise be added to determine the candidate's suitability for the position. If for example, you need an outgoing, service-oriented and a teamplayer to fill in a position, you may come up with an activity that will require interaction amongst the candidates and would require them to show the abilities needed for the job. So as not to make them conscoius that they are being watched, introduce it as a "get-to-know-the-others" activity.
But as HR professionals, we all know that in recruitment, every time we hire someone no matter how much we think that he/she is the best candidate, we are still taking risks. More than the method, the recruiter's skills is likewise important.
From Philippines, Imus
Apart from the skills of the interveiwer, and the knowledge that he has, Dont you think, there is something more that he should have, CREATIVITY, to test the candidates.
May be like, Making the candidate wait for 1-2 hours before calling him in, to test his patience and agitation levels and so on. Why not be creative and ensure everything required to the maximum possible extent.
Regards,
VINAY
From India
May be like, Making the candidate wait for 1-2 hours before calling him in, to test his patience and agitation levels and so on. Why not be creative and ensure everything required to the maximum possible extent.
Regards,
VINAY
From India
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
EXIT INTERVIEWS.doc