Attn:All HR Professionals
What would be the questions you guys will be asking to a HR experienced candidate in an interview,given chance.
Please answer this question.This will be helpful for all of us.
Regards,
Ms.George
From India, Bangalore
What would be the questions you guys will be asking to a HR experienced candidate in an interview,given chance.
Please answer this question.This will be helpful for all of us.
Regards,
Ms.George
From India, Bangalore
iDear Ms.George,
An experienced HR, does not want him/her to be treated like a fresher, in this case, you can questions as like,
Give me a situation where you had to manage a problematic candidate in regards with the PF issue / salary issue / candidate who does not wish to serve notice period but needs settlement/ candidate who takes frequent leaves even though the employee warned/ and how you managed to solve it?
What procedures do you follow to choose a right candidate for right position?
If the HR give any procedures which is entirely different (of their own style), ask why do you think, you have to follow this procedure?
If you ask the first question, you can analyze how good are they in handling problems and also you could judge their presence of mind in regards with the situation.
If you ask the ND question, you would come to know, how talented does the HR is.
Thanks & regards,
Cindrella
CEO
Miracle Placement Bureau
From India, Madras
2An experienced HR, does not want him/her to be treated like a fresher, in this case, you can questions as like,
Give me a situation where you had to manage a problematic candidate in regards with the PF issue / salary issue / candidate who does not wish to serve notice period but needs settlement/ candidate who takes frequent leaves even though the employee warned/ and how you managed to solve it?
What procedures do you follow to choose a right candidate for right position?
If the HR give any procedures which is entirely different (of their own style), ask why do you think, you have to follow this procedure?
If you ask the first question, you can analyze how good are they in handling problems and also you could judge their presence of mind in regards with the situation.
If you ask the ND question, you would come to know, how talented does the HR is.
Thanks & regards,
Cindrella
CEO
Miracle Placement Bureau
From India, Madras
Dear Ms.George,
An experienced HR, does not want him/her to be treated like a fresher, in this case, you can questions as like,
Give me a situation where you had to manage a problematic candidate in regards with the PF issue / salary issue / candidate who does not wish to serve notice period but needs settlement/ candidate who takes frequent leaves even though the employee warned/ and how you managed to solve it?
What procedures do you follow to choose a right candidate for right position?
If the HR give any procedures which is entirely different (of their own style), ask why do you think, you have to follow this procedure?
If you ask the first question, you can analyze how good are they in handling problems and also you could judge their presence of mind in regards with the situation.
If you ask the ND question, you would come to know, how talented does the HR is.
Thanks & regards,
Cindrella
CEO
Miracle Placement Bureau
From India, Madras
An experienced HR, does not want him/her to be treated like a fresher, in this case, you can questions as like,
Give me a situation where you had to manage a problematic candidate in regards with the PF issue / salary issue / candidate who does not wish to serve notice period but needs settlement/ candidate who takes frequent leaves even though the employee warned/ and how you managed to solve it?
What procedures do you follow to choose a right candidate for right position?
If the HR give any procedures which is entirely different (of their own style), ask why do you think, you have to follow this procedure?
If you ask the first question, you can analyze how good are they in handling problems and also you could judge their presence of mind in regards with the situation.
If you ask the ND question, you would come to know, how talented does the HR is.
Thanks & regards,
Cindrella
CEO
Miracle Placement Bureau
From India, Madras
Dear Ms. George
Pre Interview requirements:
1. Organizational chart showing the vacancy role/reporting structure
2. Job Analysis (Job description & Job Spefication)
3. Competency Map
Without the above three HR Tools, interview will not be fruitful.
During Interview:
Now using Competency map as the base, you may aske questions to the candidate finding out his skill/knowledge/behavioural traits. First stage is to find whether the candidate is succussful in threshhold copetencies.This may be the preliminary interview. The candidate has to pass all the requirements of threshhold competency requirement. No compromise at this stage.
If the results showing positive, proceed to differentiating competency questions. The candidate's expected performance level will be inferred at this stage by his scores on the benchmarked anchors. The candidate is expected to score a minimum of 60% in this stage. This will be useful as Training Needs Identification at initial level.
If the candidate is successful, then explore Rare competencies. This stage you know exactly the candidate is going to be a normal performer or a star performer. This stage will indicate what strategic inputs the candidate is going to provide for his prospective organization.
Post Interview:
Follow up with candidate satisfaction questionnaire on Interview Satisfaction. You may do it for the candidates who score high at Rare competencies.
Regards
U.Viswanathan
Head - Corporate HR
Jamna Auto Industries Ltd
New Delhi
From India, New Delhi
Pre Interview requirements:
1. Organizational chart showing the vacancy role/reporting structure
2. Job Analysis (Job description & Job Spefication)
3. Competency Map
Without the above three HR Tools, interview will not be fruitful.
During Interview:
Now using Competency map as the base, you may aske questions to the candidate finding out his skill/knowledge/behavioural traits. First stage is to find whether the candidate is succussful in threshhold copetencies.This may be the preliminary interview. The candidate has to pass all the requirements of threshhold competency requirement. No compromise at this stage.
If the results showing positive, proceed to differentiating competency questions. The candidate's expected performance level will be inferred at this stage by his scores on the benchmarked anchors. The candidate is expected to score a minimum of 60% in this stage. This will be useful as Training Needs Identification at initial level.
If the candidate is successful, then explore Rare competencies. This stage you know exactly the candidate is going to be a normal performer or a star performer. This stage will indicate what strategic inputs the candidate is going to provide for his prospective organization.
Post Interview:
Follow up with candidate satisfaction questionnaire on Interview Satisfaction. You may do it for the candidates who score high at Rare competencies.
Regards
U.Viswanathan
Head - Corporate HR
Jamna Auto Industries Ltd
New Delhi
From India, New Delhi
questions are normally designed to find the suitability of the candidates for the vacant position.
Need to know the Employee specification, no of people employed , general culture, profile of hr department etc. before giving a specific answer.
From India, Kochi
Need to know the Employee specification, no of people employed , general culture, profile of hr department etc. before giving a specific answer.
From India, Kochi
If this is not your first job, prepare this one: Why you left your last position? Be careful of your comments of your previous company and teammates. KH
From United States, Louisville
From United States, Louisville
Hi All,
I am not a HR backgroud basically, now am working as a HR Asst in an organization holding 130 staff in an hospitality industry. But no body is there to guid me here and teach me also .... am planning to change my job in this situation what type of questions will they ask me in an interview....... and for which post should i try....
Thanks & Regards,
Uma
From India, Bangalore
I am not a HR backgroud basically, now am working as a HR Asst in an organization holding 130 staff in an hospitality industry. But no body is there to guid me here and teach me also .... am planning to change my job in this situation what type of questions will they ask me in an interview....... and for which post should i try....
Thanks & Regards,
Uma
From India, Bangalore
Dear uma, They could ask questions like 1) Recruitment, porocess. 2) Payroll Management. 3) Statutory Returns 4) Welfare Facilities. 5) IR Issues. etc. Best of Luck !!! BR Pravin11
From India, Nasik
From India, Nasik
Dear All, Suppose if an employee does not serve the notice period then what procedures should we follow for settlement of that employee. Thanks & Regards, Ritesh
From India, Pune
From India, Pune
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