Dear All, Pls. send some interview tips for hiring GM and above level Regards veena
From India, Mumbai
From India, Mumbai
Hi!
I Recommend a structured interview based on the core competencies you are looking for.
Your assesment will be based on questions that require your candidates to talk about past experiences that will let you know if their past behavior has been what you are looking for. Try not to ask any questions that general knowledge by itself would answer correctly, don't be fooled by beautiful sounding answers.
If you need help developing the interview, feel free to ask. I would be happy to help you.
:)
I Recommend a structured interview based on the core competencies you are looking for.
Your assesment will be based on questions that require your candidates to talk about past experiences that will let you know if their past behavior has been what you are looking for. Try not to ask any questions that general knowledge by itself would answer correctly, don't be fooled by beautiful sounding answers.
If you need help developing the interview, feel free to ask. I would be happy to help you.
:)
thanks, but i am working as a sr. exe. level in a retail organisation. When i am interviewing the GM level person,candidates are relectant to answer my questions as he/she founds me on jr. level. As my COO has given me full authority to shortlist the candidate for the 2nd round.
Pls. guide.
Regards
From India, Mumbai
Pls. guide.
Regards
From India, Mumbai
Hi Veena
Behavioural Based Intervieweing Techniques would be highly useful to deal with candidate of higher level. I trust you must have come across interviewing tools like SMART, TASK and others which can be used.
Need any further details pls let me know
Rgds, Karthik
From United Arab Emirates, Dubai
Behavioural Based Intervieweing Techniques would be highly useful to deal with candidate of higher level. I trust you must have come across interviewing tools like SMART, TASK and others which can be used.
Need any further details pls let me know
Rgds, Karthik
From United Arab Emirates, Dubai
Well, that's what I meant by Structured Interview based on Competencies and Behavior. And I was telling you, I can help you out with it, I'm a psychologist, behavior and real valid testing is my expertise.
SIR,
DO YOU POSSES EXPERTISE IN PROVIDING CAREER COUNCELLING ALSO. WHAT PROFESSION ARE YOU ACTUALLY ENGAGED WITH? I HAVE FEW OTHER THINGS ALSO TO BE CLARIFIED, WOULD YOU PLEASE BE KIND ENOUGH TO DROP YOUR CONTACT DETAILS AT
or call me at 09829403482. AS FOR ME I AM RAJESH BHATNAGAR ENGAGED IN RECRUITMENT CONSULTATION.
REGARDS
From India, Chandigarh
DO YOU POSSES EXPERTISE IN PROVIDING CAREER COUNCELLING ALSO. WHAT PROFESSION ARE YOU ACTUALLY ENGAGED WITH? I HAVE FEW OTHER THINGS ALSO TO BE CLARIFIED, WOULD YOU PLEASE BE KIND ENOUGH TO DROP YOUR CONTACT DETAILS AT
REGARDS
From India, Chandigarh
It's always better to conduct a short psychometric test based on IE scale.
Secondly for verbal face to face round, Kipling Questions are always useful. You can refer changingminds.org for better guidance.
From China, Qinhuangdao
Secondly for verbal face to face round, Kipling Questions are always useful. You can refer changingminds.org for better guidance.
From China, Qinhuangdao
hello,
I would suggest first check the references rather than identifying the person through an interview only because people at this status are well experienced to filter out through all the parameters of evaluation, rather they should be selected through personal references and or preferences only.
regards
From India, Chandigarh
I would suggest first check the references rather than identifying the person through an interview only because people at this status are well experienced to filter out through all the parameters of evaluation, rather they should be selected through personal references and or preferences only.
regards
From India, Chandigarh
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