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BishwajeetHi Peonka, Check this out..its useful and evaluates the candidates on different parameters Regards, Bishwajeet
From United States, Long Beach
aussiejohnA couple of points of interest here.
If I don't like a person, I have been given the liberty to reject him and not consider him for the written test also. This would be very difficult as I don't want to ruin anyone's career.
One of the things about recruitment is that a candidate needs to be a good fit with the organisation, its culture and the existing staff. Recruitment often is about "gut feeling" as well as the all the other aspects. Usually, you can tell within a few seconds of meeting a person whether you will like them or not. That applies socially as well as in a work situation. My intuition in this regard has never failed me. So, if you dislike someone on meeting them, there is a reason for it. You have to find the best people for your company, not concern yourself with other people's careers.
Secondly, in regard to interviewing people older than yourself. Why is that a problem? You are a professional person. You should have a standard list of questions which you ask all candidates for fairness and equal comparison. A professional HR person can interview anyone - old, young, male, female, whatever. I know some older people have problems being interviewed by a younger person. That's their problem, not yours. If they are professional and want to get the job, then they will behave in an appropriate manner and treat you with respect.
John in Oz
From Australia, Melbourne
AnonymousCheck here for some of the <a href="http://skillgun.com/aptitude/questions-and-answers">aptitude questions </a>,those are collected from Major IT companies @ skillgun-aptitude technical fresher experienced placement papers interview questions and online tests
From India, Bangalore