Hi friends,
Greetings! I am facing a problem currently in our firm; I am looking for your ideas to help me out in facing this problem. The problem is all about fake profiles with fake experience.
As a Hr how can I find out fake profiles off course I am able to make out the difference between fake and real experience with my experience...the employees who are more experienced than me are doing it in more professional way.
Please seniors I am looking for your ideas. To do my job in a better way
Regards,
Avani.
From India, Hyderabad
Greetings! I am facing a problem currently in our firm; I am looking for your ideas to help me out in facing this problem. The problem is all about fake profiles with fake experience.
As a Hr how can I find out fake profiles off course I am able to make out the difference between fake and real experience with my experience...the employees who are more experienced than me are doing it in more professional way.
Please seniors I am looking for your ideas. To do my job in a better way
Regards,
Avani.
From India, Hyderabad
Hi
before appointing, do ..
reference checks of the candidate;
ask him/her questions about HR...what you mean by sourcing candidates, or how would you interview a senior level person etc etc (sort of HR related qs);
give some situations in office - peer conflicts, union issues, employee engagement issues, ask the candidate to give practical solutions for the above issues, ask what would he/she have done in such senario. by the answers you can easily judge if the person has past experience, has handled HR matters/issues, is confident and capable person;
take written test , simple one, ask him/her to define certain HR definitions, ask what things and questions would he/she ask in an interview, ask what is a recruitment process, what do you mean by HR - Generalist role etc.
Hope you are understanding what i am tring to highlight in the above comments.
In the interview, you can judge by the answers given, confidence, body language of the candidate. one can make a very catchy resume, making us to believe it, interview process will reveal all.
what do you think?
let me know.
ambika kamath
From India, Mumbai
54before appointing, do ..
reference checks of the candidate;
ask him/her questions about HR...what you mean by sourcing candidates, or how would you interview a senior level person etc etc (sort of HR related qs);
give some situations in office - peer conflicts, union issues, employee engagement issues, ask the candidate to give practical solutions for the above issues, ask what would he/she have done in such senario. by the answers you can easily judge if the person has past experience, has handled HR matters/issues, is confident and capable person;
take written test , simple one, ask him/her to define certain HR definitions, ask what things and questions would he/she ask in an interview, ask what is a recruitment process, what do you mean by HR - Generalist role etc.
Hope you are understanding what i am tring to highlight in the above comments.
In the interview, you can judge by the answers given, confidence, body language of the candidate. one can make a very catchy resume, making us to believe it, interview process will reveal all.
what do you think?
let me know.
ambika kamath
From India, Mumbai
Hi ambika kamath,
Thanks a lot for your reply. Well I am taking care of the points which you have mentioned for recruitment. In order to recruit candidates in Hr is taken care of effectively but the candidate with technical skills is a problem.
To be honest they are good at technical skills which they have shown during the technical rounds.
But in our third party BG check the result was negative.
As a HR how can I pick up only genuine profiles for technical guys?
Hope to hear a solution for this problem.
Regards,
Avani.
From India, Hyderabad
Thanks a lot for your reply. Well I am taking care of the points which you have mentioned for recruitment. In order to recruit candidates in Hr is taken care of effectively but the candidate with technical skills is a problem.
To be honest they are good at technical skills which they have shown during the technical rounds.
But in our third party BG check the result was negative.
As a HR how can I pick up only genuine profiles for technical guys?
Hope to hear a solution for this problem.
Regards,
Avani.
From India, Hyderabad
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