Interview Techniques - Doc Download - CiteHR
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Hi,
"He should not be a relative to a doctor, to a politician, to a police official, to a lawyer or any such entity. "
Can you please elaborate on this???
You also state that, "The main aim of the interviewer should be to purely select a candidate on merit basis".
Both these are so vague.
What is important to an interviewer is the candidate's merit and not his family background. Ofcourse, family background can be discussed, but only to verify if there are any criminal prosecutions against him or his family. and to understand how has he been brought up and how well can he adapt to the ups and downs of life/ profession.
If I am wrong, Seniors Please correct me.
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Hi Rajesh,

That was a great write up but i beg to disagree with a few point on your write up which to me i find unacceptable from the part of the world:

• He should not be a relative to a doctor, to a politician, to a police official, to a lawyer or any such entity. The interviewer should also ask about his In-Laws & their profession: I think this has nothing to do with the performance of any candidate

• The interviewer should make a note about the address where the candidate stays for eg govt quarter, company flat, flat (ownership), if rental then should keep a copy of the agreement: This shouldnt be a barier to getting a job and the candidate should be given some right/privacy.

• The interviewer should mark if the candidate posses a vehicle or not: I do not agree with this, so far he'll be puntual

A candidate who has stayed away from his parents will be a good choice since he will be independent, more adaptive to changes, flexible… Flexibility, being adaptive etc are personal traits not a function of where and who you stay with..

Hope this helps...

Thank you for your good work
Excellent document to begin with. I would like to append a few points that the interview methodology will vary in accordance to the organisation you represent and the type of professionals you are looking for.
Do check whether your organisation is hiring talent based on proficiency / skills ( entry level ), competency ( mid-level ) or at the capability level ( senior level ). According formulate the strategy to have the interview questions built upon.
Regardless of the level of talent you are hiring, in order to ensure that the candidates succeed in interview, please ask open-ended questions which gives you an opportunity to probe better into the candidate.
Thank you,
Yagnesh Bhatt
Dear Rajesh
Although there have been several remarks made on your wonderful document, I haven't seen one revert from you.
There are a lot of thank you's I'd like to present you for this document:
1) Thank you for for attaching the doc after several reminders.
2) Thank you for letting us know higher class and lower class people cannot be employed - please enlighten us with your thoughts on what these people should do.
3) What according to you is a "well reputed family" - please let us know.
4) When you say family members, living and dead, how many generations are you looking at?
5) When you ask how "successful" their distant relatives and friends are, what parameters would you look at for success...
Rajesh, there are so many more things I would like to learn from you, please enlighten us with many, many more posts like these
Jai Ho!
Dear Rajesh The guidelines mentioned in your attachment may suit to your organisation and such biased guidelines may not be posted where everyone can react. Regards, dkthakuredinst
These 'tips' are not useful - they are discriminatory - you are not allowed to ask about family/friends etc. Such questions are not allowed in interviews in Australia. D
Thanks Rajesh,
It is vary helpful during recruitment.
but i cant understand 1 point can u please brief that point. .
1) He should not be a relative to a doctor, to a politician, to a police official, to a lawyer or any such entity. The interviewer should also ask about his In-Laws & their profession.
Thanks & Regards
Vaishali Tadvi

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