Hi Guys, Right now, I am searching for a job after a 1.5-year gap. I worked for almost 4 years before that in IT. Since last month, I have appeared in 8 interviews and couldn't clear the technical round. But seriously, today I know many more things that I never needed when I was working last time. I mean, I am going through so many books, interview preparation, and all.
Question for Recruiters
Ok, now my question here is (which I'm going to ask in my next interview at the start to make my failed interviews count to 9, of course...) But still want to know your views about this.
My question to the recruiter is: "What is more important? Do I know the things which you (recruiter) want me to know or what I can do for your team and company?"
Looking forward to your comments.
From India, Nagpur
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Question for Recruiters
Ok, now my question here is (which I'm going to ask in my next interview at the start to make my failed interviews count to 9, of course...) But still want to know your views about this.
My question to the recruiter is: "What is more important? Do I know the things which you (recruiter) want me to know or what I can do for your team and company?"
Looking forward to your comments.
From India, Nagpur
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I recommend you stop keeping a count of the number of times you have failed in interviews and instead focus on two things.
1. When you apply for a position, do you read through the job description provided? The 'JD', as we call it, gives you a deep insight into the person the hiring manager/company is looking for. Read up on the company; that often gives you an insight into the culture.
2. Remember, we don't hire just on one criterion but multiple criteria! I presume you are up to date with the latest in technology innovations? Best of luck for your next, and I am sure you'll get a role soon.
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11. When you apply for a position, do you read through the job description provided? The 'JD', as we call it, gives you a deep insight into the person the hiring manager/company is looking for. Read up on the company; that often gives you an insight into the culture.
2. Remember, we don't hire just on one criterion but multiple criteria! I presume you are up to date with the latest in technology innovations? Best of luck for your next, and I am sure you'll get a role soon.
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Thank you for your response. Jay.K mentioned that we don't hire based on just one criterion, but multiple criteria! My question arises from real-time experience. How can a person sitting 1000 KM away judge my capabilities solely by asking me to talk about myself and answering 10-20 technical questions over the phone? This individual seems unwilling to explore beyond the set questions.
One More Question
Why do HR ask candidates to come to their offices for telephonic technical interviews?
Regards.
From India, Nagpur
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One More Question
Why do HR ask candidates to come to their offices for telephonic technical interviews?
Regards.
From India, Nagpur
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A telephonic interview has specific questions and requires well-framed answers. The HR professional conducting this round looks for particular words, phrases, and concepts to assess the candidate. Often, we may have worked extensively in different areas, but we miss mentioning those terminologies that can assure our knowledge in that area. Once the HR hears or doesn't hear these terms, they make a decision based on that. I agree that experience is not dependent on a few terms, sentence structures, or phrases. Yet, when a recruiter has just 10 or 15 minutes, these become the deciding factors.
Key to Cracking the Interview
The key to cracking the interview is to drop the words and then stay prepared to explain the experience around them. Even during a personal round, hiring managers use many non-verbal measures, such as not probing a talent in one particular direction, yet asking other questions to figure out the depth of knowledge in that area. The concept is, if you are an SME, you will know the concern areas and speak about them, even if you have not been asked. Direct questions are a lot simpler to handle. Do add an experience when you answer them.
As shared in your mail, you have attended many interviews. Please share the pattern you found common in terms of questions and probing.
Let's resolve this together.
Regards,
(Cite Contribution)
Thanks for the reply. Here Jay.K mentioned that we don't hire based on one criterion but multiple criteria! My question here comes from real-time experience: How can a person sitting 1000 KM away, only on the phone, judge my capabilities by just asking "Tell me about yourself" and 10-20 technical questions? He is not at all ready to ask or listen beyond the scope of his questions.
One more question:
1. Why do HR ask candidates to come to their offices and then conduct telephonic technical interviews?
From India, Mumbai
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Key to Cracking the Interview
The key to cracking the interview is to drop the words and then stay prepared to explain the experience around them. Even during a personal round, hiring managers use many non-verbal measures, such as not probing a talent in one particular direction, yet asking other questions to figure out the depth of knowledge in that area. The concept is, if you are an SME, you will know the concern areas and speak about them, even if you have not been asked. Direct questions are a lot simpler to handle. Do add an experience when you answer them.
As shared in your mail, you have attended many interviews. Please share the pattern you found common in terms of questions and probing.
Let's resolve this together.
Regards,
(Cite Contribution)
Thanks for the reply. Here Jay.K mentioned that we don't hire based on one criterion but multiple criteria! My question here comes from real-time experience: How can a person sitting 1000 KM away, only on the phone, judge my capabilities by just asking "Tell me about yourself" and 10-20 technical questions? He is not at all ready to ask or listen beyond the scope of his questions.
One more question:
1. Why do HR ask candidates to come to their offices and then conduct telephonic technical interviews?
From India, Mumbai
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This is fine in case of HR asking; I am asking about a technical interview. The interviewer judges capabilities by asking some random questions from the whole of technology. For example, I am a PL/SQL guy. It's one part of the Oracle database, but still, I have been through interviews where interviewers asked me concepts from Oracle. Even though I have worked on the technology and still have a touch with it, I am damn sure that even those guys can't stand my interview if I ask technical questions to them. Simply put, it's like whatever they have worked on, they know it, and whatever I have done, I know it.
If they are asking too many technical questions on the phone, I think my experience is in vain. The best way I feel is that I should make any of the freshers who have just completed their engineering and were into books for the last four years answer these calls. They have all the knowledge. And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, debug it, write new code, design LDD and HDD, know what standards need to be maintained in a project and code, know how to convince my team members to work late or on weekends, and handle difficult clients and many more things. I have four years of experience, so tell me, how is this judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. In my jobless period, I worked as a campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So this is not directly from an HR's point of view, but indirectly it is. After all, HR are the people responsible for better recruits in their firms. Isn't it?
From India, Nagpur
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If they are asking too many technical questions on the phone, I think my experience is in vain. The best way I feel is that I should make any of the freshers who have just completed their engineering and were into books for the last four years answer these calls. They have all the knowledge. And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, debug it, write new code, design LDD and HDD, know what standards need to be maintained in a project and code, know how to convince my team members to work late or on weekends, and handle difficult clients and many more things. I have four years of experience, so tell me, how is this judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. In my jobless period, I worked as a campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So this is not directly from an HR's point of view, but indirectly it is. After all, HR are the people responsible for better recruits in their firms. Isn't it?
From India, Nagpur
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Hi, This is fine in the case of HR asking; I am asking about the technical interview, where the interviewer judges capabilities by asking random questions from the whole technology. For example, I am a PL/SQL guy. It's one part of the Oracle database, but I have been through interviews where they asked me concepts from Oracle. Even though I have worked on the technology and still have a touch with it, I am sure that those interviewers wouldn't stand my interview if I asked technical questions to them. It's like they know what they have worked on, and I know what I have done.
If they keep asking only technical questions on the phone, I think my experience is in vain. The best way I feel is that I should let a fresher who has just completed their engineering and was into books for the last four years answer these calls. They have all the knowledge. And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, how to debug it, how to write new code, how to design LDD and HDD, what standards need to be maintained in a project and code, how to convince my team members to work late or on weekends, and how to handle difficult clients, among many other things. I have four years of experience, and tell me how this is judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. During my jobless period, I worked as a Campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So, this is not directly from an HR's point of view, but indirectly it is. After all, only HR people are responsible for better recruits in their firms. Isn't it?
From India, Mumbai
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If they keep asking only technical questions on the phone, I think my experience is in vain. The best way I feel is that I should let a fresher who has just completed their engineering and was into books for the last four years answer these calls. They have all the knowledge. And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, how to debug it, how to write new code, how to design LDD and HDD, what standards need to be maintained in a project and code, how to convince my team members to work late or on weekends, and how to handle difficult clients, among many other things. I have four years of experience, and tell me how this is judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. During my jobless period, I worked as a Campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So, this is not directly from an HR's point of view, but indirectly it is. After all, only HR people are responsible for better recruits in their firms. Isn't it?
From India, Mumbai
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Hi Sach, I guess you will find it difficult to find a job. There are too many "whys" and "hows" about how it's done rather than why and how you should prepare. You are judged just like millions of other candidates are judged. Find the means and ways to connect with the interviewer rather than your thoughts. You are too focused on the world not giving you a fair chance. This is all you get in life, understand, and move forward.
From India, Hyderabad
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From India, Hyderabad
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Thanks for all the replies, guys... Yup, LUCK is something I can hope for, but my preparations are ongoing.
To elaborate, I had one more interview on Saturday. Luckily, that went nicely, and I answered most of the interviewer's questions. He was satisfied with my answers, but when he asked me if I had any questions for him, I hit the BANG...
Same question: "What's more important?" He tried to answer me, but he was uncomfortable. His answer was:
1. Their priority is technical knowledge; other things can be learned.
I was not satisfied and replied, "Whatever answers I have given in this interview are only from my 10 days of preparation. What about my experience, which taught me so many things that are extremely useful in the IT industry?"
I still don't remember his answer; he tried something which I couldn't understand at that time as well as now.
But, I am happy with myself. Again, a big NO and then move on...
Someone needs to change this. Not asking anyone else, but surely I'll change this, but it will take 5+ years to reach that post...
I will wish me good luck...
From India, Nagpur
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To elaborate, I had one more interview on Saturday. Luckily, that went nicely, and I answered most of the interviewer's questions. He was satisfied with my answers, but when he asked me if I had any questions for him, I hit the BANG...
Same question: "What's more important?" He tried to answer me, but he was uncomfortable. His answer was:
1. Their priority is technical knowledge; other things can be learned.
I was not satisfied and replied, "Whatever answers I have given in this interview are only from my 10 days of preparation. What about my experience, which taught me so many things that are extremely useful in the IT industry?"
I still don't remember his answer; he tried something which I couldn't understand at that time as well as now.
But, I am happy with myself. Again, a big NO and then move on...
Someone needs to change this. Not asking anyone else, but surely I'll change this, but it will take 5+ years to reach that post...
I will wish me good luck...
From India, Nagpur
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Thanks for all your support, guys. I found a job in Bangalore, but of course, not entirely just because of my knowledge and attitude. Your suggestions and motivation helped me to keep my morale high. Thanks a lot, guys.
From India, Nagpur
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From India, Nagpur
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Greetings, Congratulations! A well-deserved offer earned with your efforts. Thank you so much for sharing the news with us. We appreciate the views and experience you shared with us. More importantly, we value this learning that you have gained. Hence, we join you in this celebration!
Honestly, your news made my day! Wish you all the best.
Regards,
(Cite Contribution)
From India, Mumbai
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Honestly, your news made my day! Wish you all the best.
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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