Asst Manager Training
Satpreet Kaur
Human Resource
Hr & Back End Operations
Labour Law,organisational Development
Sumeet Varghese
Hr Consulting & Training
+8 Others

Thread Started by #rphasta

Dear All,
I am forwarding you Wordfile on Interview Techniques in simple
language`s & tip`s of behaviourial pattern of Interviewee.
Hope you would like it & share me your experience
Rajesh Patel

16th September 2010 From India, Mumbai
Dear All , As requested Please find Attachment of Interview Techniques
16th September 2010 From India, Mumbai

Attached Files
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Dear Rajesh,
You have mentioned on Interview techniques word file that
• 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.
• The candidate should belong to a middle class & a well reputed family.
Could you please explain this ? I found these are Funny techniques. It's also
not Universal accepted Interview techniques.The paper you have attached
here belongs to one organisation's specific requirement.
16th September 2010 From India, Delhi
It does not Universally hold good that a person cannot be selected if they are a relative to a Doctor , Lawyer or a Politician... Could you just clarify me on that thought........
16th September 2010 From India, Hyderabad
I agree with Bikram, if w’l follow this process may recruiters able to hire only 7 -8% candidates in a year. NM
17th September 2010 From India, New Delhi
Also Mr RPHASTA has mentioned that the candidate should be a science grad. Really funny. I had a hearty laugh reading that this attachemnent is supposed to be "Selection Cliteria For Interview". How Funny! The attachment is a direct lift from one of the job posting profile and the member who has posted it hasnt even bothered to read it before directly lifting it (Copy & Paste expert)
Members "Sankalp_1385" & "Sksvg" have even responded with "Thank you" and merit on the usefulness of the post. Again someone has talked about "Apples" but has posted "Oranges" and still someone else has said THANK YOU!???????.....We do live in a Wierd World with fools all around!........rgrds
17th September 2010 From India, Mumbai
I completely agree with Mr.Bikram. This is not the standard criteria for the interview, instead the same is profile specific wherein the well-set criteria has been laid down for the profile. Moreover, I was also unable to understand the criterias as stated by Mr. Bikram.
Satpreet Kaur
17th September 2010 From India
I disagree with techniques given in the document. Firstly, because each job opening requires an analysis. One type of behavior might be suitable for one position but not in case of all positions. So, behavior profiling is different for various positions.
Secondly, because to talk about the transparent HR practices, it is inappropriate to get to know the personal details of the candidate.
Thirdly, the statement of the right candidate belonging to the middle class excludes the company for being an equal opportunity employer.
So, it will be appreciable if the material is assessed prior to sharing with others.
17th September 2010 From Pakistan, Islamabad
Dear Rajesh,
1. Most of the the tips and techniques you have mentioned are very vague and in no way form basis for selecting a candidate.
2. Though some of your points are valid a lot of points seems to be cut,copied and pasted from some specifc organisational requirement .
17th September 2010
Dear Friends,

I wrote a case sometime back pointing out several irregularities in the Interviewing Process based on interactions with a good number of people on both sides of the interview fence - Interviewers and Interviewees. The posts here amply highlight what my case wishes to point out - we have a long way to go before we can call ourselves professional interviewers or recruiters.

Feel free to let me know how you found the case.

I have also attached a Recruiter/Interviewer Competency Model with clear Behavior Indicators for each Competency. The Model was developed by AIRS - they provide recruiter training to 70% of the Fortune 500, after observing, surveying and interviewing lots of star recruiters in American industry. One of the desirable competencies mentioned in the AIRS Model - more relevant for the interviewer role - is knowledge and application of various assessment methodologies ( the Interview Technique is only one method!)

In case the thought of having a Competency Model specifically distinguishing great recruiters from average recruiters comes as a surprise, let me point out what has been said many times over - it takes a Leader to identify a Leader - Recruiters also need to have Critical Competencies to distinguish themselves as Talent Gatekeepers - after all they are the one's responsible for bringing talent into the organization.

And please feel free to use these resources for training interviewers and recruiters. I certainly use them for my public and in-house workshops.

Best regards,
17th September 2010 From India, Ahmadabad

Attached Files
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File Type: pdf Case on Interviewing.pdf (206.1 KB, 265 views)
File Type: pdf Compentency Model for Recruiters.pdf (128.3 KB, 308 views)

"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.
17th September 2010 From India, Bangalore
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
17th September 2010 From Nigeria, Lagos
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
18th September 2010 From India, Mumbai
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!
18th September 2010 From India, Surat
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
19th September 2010
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
20th September 2010 From Australia, Frankston
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

21st September 2010 From India, Pune
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