Hr Head With Pmi
Jeroo Chandiok
Management Consultancy & Training &
Hr Professional
Archana Saha
Mba Final Semester Student
Od Specialist
Lecturer In B-school
Hr Officer In Maytas
Human Resources
Human Resource
Hr Executive
Hr Professional
Secretarial & Administration
Employer Branding Expert
Hr Professional

Hai All
Share your valuable ideas on this topic i.e.
" Interviewer's Behavior Affects Job Seeker's Decision on Job Offer "
Two-thirds of job seekers say that the interviewer influences their decision to accept a position.
Job seekers identified a number of interviewer behaviors that adversely affect their willingness to work at the company, such as
* Acting like has no time to talk to me
* Withholding information about position
* Turning interview into cross-examination
* Showing up late
* Appearing unprepared for interview
* Asking questions unrelated to job skills
so what do you say friends
Does it really happens
14th August 2007 From India, Bangalore
It affects, all that you have mentioned projects the company's culture. The interviewer is not seen as an individual but as an organisation. The candidate will surely have resistance to all these kind of behavior & develop a different mindset. If they join inspite of not being comfortable with their first interaction with the company drivers (HR), then they may start following it & it is contagious........... So its advisable not to project these behavior while conducting interviews which will help in building a better organisation in along run :lol:
14th August 2007 From India, Bangalore
an interviewer represents the company or brand at that point of time.. he cannot afford to act unprofessional.
sometimes what happens is HR fixes an interview and the person supposed to conduct it goes haywire at the last moment.....
14th August 2007 From India, Delhi
Thanks for sharing kalyan, Archana and Surya
Thanks Archana for your valuable advice. And i will agree with you with a small quote which is know i.e
"First Impression Is The Best Impression "
So the candiatate may have the impression even after joining the company
14th August 2007 From India, Bangalore
a tangent....
last impression when an employee leaves is the most important.... the said person worked N nos of years for a company and if the company acts unprofessionally during severance as most of them do, the bad branding runs forever...
14th August 2007 From India, Delhi
Hi Shilpa,
Yes, to some extent it afffects.
I had few such experiences where the offer was really gud...but after seeing the interviewer's behaviour ,I had to say no...In fact ,in one case I was left with no option but to clearly say "No".
And ,yes,I have no regrets for the same !!
14th August 2007 From India, Ahmadabad
Hai Kavitha
Thank you very much for sharing.....
So during interview our body language should be good enough..
Even laughing at a candiatate either face to face or Telephone will also put candiatate in dilemma to take a offer or not
14th August 2007 From India, Bangalore
Hi following is my opinion , I usually REJECT bcoz of
* Withholding information about position
I hate ppl who withhold info abt job position, once one interviewer was not all ready to tell me abt job position, and asked me to come for interview that too to another city, i straight away refused him,.
* Turning interview into cross-examination
Some ppl really do ask questions like POLICE.
* Showing up late
I hate ppl who are not punctual and make me wait, if the time is 10.00 i be there latest by 09.30 ,, once one interviewer made me wait for more than 3 hrs,, i mean he is not tht much busy that even after giving me appointment he did like this,
* Asking questions unrelated to job skills
like what does ur sister / bro do , i told she is engineer,,
then he asks ,, why did not u do engineering ????
15th August 2007 From India, Pune
You touched the Hornet's Nest. How True. The theme / thrust of Selection Interview is to Create a Positive Impact on the Applicat Interviewee. Whenever the Interviewers do Bad Home Work ( the instances you qouted) Organizations lose. But is the Head-HR Listening?
Let HR re-dedicate to aim of Interview.

15th August 2007 From India, Delhi

I agree, there is a lot of discussion on how an interviewee should act, but hardly anyone speaks about the other side of the story, i.e. how the interviewer behaves.

As a soft skills trainer, I have a course on how to conduct interviews - ranging from fresh appointment interviews to exit interviews - and though a lot of HR middle managers are interested in such courses, most do not know that these are available.

In large organisations where a lot of interviews take place, if a course similar to the above were to be held for all regular and potential interviewers, it would not only improve the image of the organisation, vis-a-vis the interviewees, making them eager to join an organisation where the interviewers are so 'user-friendly', but it would also help the organisation as well, since if interviews are conducted the right way, the right candidates would be selected. Similarly, properly held exit interviews would be an ongoing process to keep a finger on the organisation's pulse and ascertain where problem areas have emerged or are emerging.

16th August 2007 From India, Mumbai
Thanks You
How to know about that course there any institute in Bangalore
Since it is career start up so i just to know every thing
Can you guide me on this....can you suggest advice regarding this
16th August 2007 From India, Bangalore
I operate from Mumbai, though I visit other cities for training courses.
If your own organisation is interested in conducting this course, then we could discuss it.
Otherwise, I do not see how I can help you individually. But when I have a course in Mumbai, I can call you.
16th August 2007 From India, Mumbai
HI, yes it matters a lot,be it HR man or person taking interview from a particular function. It matters more when u know that u will report to the same person or he will be ur super boss. rgds/hoods
16th August 2007 From India, New Delhi
Hello Shilpa,

I agree with those who say the interviewers behaviour affects the Candidate's decision to accept / reject the offer.

I believe the interviewer is the first and the only one person who represents his organisation and can sell the company as well as the position to the candidate . at this pont if the interviewer has to act pricy , un apporachable adn thinksd that throwing attitude means showing power then i must say such people are sadly mistaken infact if they do not have time they should ont be conducting interviews and secondly if they feel they can behave kind and friendly enough they should not be getting in to a profession like recruitment bcoz it is the hr specially the recruiters duty to make the person feel wanted , important and special in cases where the candidate is worth it.moreover even if the candidate is unfit , im sure there are kind humble and more diplomatic ways to handle the situation instead of pyschologically disturbing the candidate.

i compeltely agree as i havepersonally experienced such rude and unprofessional recruiters who force the candidates to get a negative idea of the company.
16th August 2007 From India, Mumbai
a) in monochronic societies people focus on one task at atime whereas in polychronic societies, people engage in multi tasking...
b) In societies like Japan, India etc, it is perfectly normal to enquire about family whereas in US, it isnt normal...
so what may seem normal in one society may appear wrong in another.
16th August 2007 From India, Delhi
Hai Surya
What you have told is right
That what may seem normal in one society may differ in other
I have one quire " Some managers or interviewer's purposly do like that i.e like neglecting or calling candiatate inside lately or behaving as if they are busy test the patience of the candiatate to some position...."
To know whether are cool or to test how they will react to that suitation etc
16th August 2007 From India, Bangalore
Dear Shilpa
U r absolutely correct in my point of view........ Bcoz the interviewer behavior plays an important role in the Interview premises.....
At the same time in my point of view while the interviewee while going for interview also depicts his/her behavior, based on that the interviewee responds to the interviewer.....
Am i correct.........
17th August 2007 From India, Hyderabad
Hai Rajan
I will agree with ur point to some i did not understand what exactly u r saying
I think ur saying is that " depending upon the candiatate behaviour the interviwer will change"
Is it........
So according to this point both candiatate's and interviwer's body language should be correct
17th August 2007 From India, Bangalore
Yes, strongly agreed, it affect the decision. Its my experience.
during one interview the interviewer asked me to bring the data, formats from previous employer.
This reflects his mentality and I have decided not to join him.
17th August 2007 From India, Ahmadabad
Thanks for sharing
The same thing happend with me....where the interviewer was asking me about the password's of job portals and he was asking that if you join our company can you bring the clients of your company into our business......
So even i have decided not to join his company
17th August 2007 From India, Bangalore
As an interviewer you are the face of the company. Most candidates do know very little about your company culture (which is an important motivation to join). You should be aware you are representing your company while handling a recruitment.
Body language, be correct, clear, well prepared, structured, ...
It's having respect for someone that is investigating the possibility of joining your company. For them it is a real important decision to make. It's their living.
17th August 2007
Dear archana,
i agree to your thougt process regarding interviewers behaviour at the time of hiring. Yes it is true and it can be effectively experienced by attendingone interview by the interviewer itself. Which I have experienced it is the first impression of the interviewer's presentation and the behaviors which distinguishes in the ocean of diferent offers.
thanks and regards
17th August 2007 From India, Bombay
Hi Shilpa,
It's really good you posed this question. This is one factor that many companies and HR professionals overlook especially in companies with high brand images. Nowadays one thing that we don't realise is that an interview is a two way process or has always been a two way process. When the candidate is selling himself/herself the company is also trying to sell itself to the candidate.
The interviewer thus becomes a brand ambassador and has to excel in factors like timely interview execution, right questions, transfer of knowledge on the company, feedback time, selection coordination etc. In certain cases even if the company doesn't make much of an impression on the candidate, the dealings of the HR professional has led many candidates to join the organisation as they feel that the negativity they have seen hasn't affected the interviewer and therefore things may not be as bad as they seem to be.
17th August 2007 From India, Bangalore
1. Depends on how desperate the candidate is for the job, when he is appearing for the interview.
2. Such instances may be rare when a good candidate reaches an inteview in a bad organisation wherein even the interviewing team doesn't match upto his expectations.
3. Usually the candidate himself is so worried about his own performance that he may not notice something wrong about the team unless things are terribly wrong.
17th August 2007 From India, Delhi
This definitely tells heaps about that hr person and the company.
* Acting like has no time to talk to me
-It portrays that HR doesn’t value candidates.
* Withholding information about position
-It portrays that HR and company are not clear about the role.
* Turning interview into cross-examination
-This depicts that Hr professional is not mature and has not done enough preparation..
* Showing up late
-Gives an idea that person taking interview is not professional
* Appearing unprepared for interview
* Asking questions unrelated to job skills

-Not very erudite and knowledgeable

Hr professional needs to realize that he is face of the company and his attitude and the way he carries himself in front of employees goes a long run in embarking culture and values of the company.
Deepshikha Thapar
Assistant Manager - HR
Angelz Technologies Private Limited
" None of us are as Strong as all of us….."
18th August 2007
Dear Shilpa,

The interviewer's attitude does affect the interviewee's decision to join the company or not.

As most of the respondents have pointed out, he is the face of the company as far as the candidate is concerned. This is the reason why the venue for the interview, the questions (both technical and HR), the person(s) carrying out the interview(depending on the position), their own knowledge and language, etc is so carefully chosen by most of the companies. Anybody and everybody should not be cleared to be the interviewers, unless his/ her credentials are upto the mark.

We have to ensure that the candidate does not feel intimidated or bullied at any time during the interview - the idea is to bring out the best in the candidate. Even if he/ she does not answer a question properly, there are ways of responding - at no time is the candidate to be discouraged/ snubbed.

When the candidate leaves after the interview, irrespective of whether he/ she is selected or not, he must carry a good impression about the company. Please be rest assured that the word spreads and you will get a better response to your next Job Posting/ Ad.


18th August 2007 From India, Madras
Ohh yes

interviewr's behaviour, how s/he conducts him/herself and their knowledge can haev an important influence on one's acceptance for job.......or so i think....

because the kind of employees a company has speaks volume about the cultuure of an organization.......that obviously doesnt mean that one man's behavior is a reflection of teh whole organizational culture but stiilll.......specially in case where interwiers are HR ppl.....coz i personnaly believe that HR ppl are the window thru which u look into an they must be extremely well behaved n polite ....

and i think its not just abt behavior but laso about their knowlwdge.......

i will give a classic example that i personnaly faced.....

i went for an interview in PRINCETON REVIEW......u wont believe but the HR person who was takin my interview continuously took the wrong name of her company....she kept on sayin PRINCETON REVENUE.........i initially thot maybe i am wrong somwhr.....coz even one more senior person was siitin there........then finnaly when i realised no man i am sure its PRINCETON REVIEW and not REVENUE.......i said.....i think its REVIEW and not REVENUE.......

i think thats too big a mistake to be commited....

i obviously dint join.......i meaan the current employees dont even know correctly where they are woking........of all ppl te HR ppl .....

i realise that sometimes every one make a foolish or a silly mistake here n there....but i think this was a bit ...... u no.....
19th August 2007 From India, Delhi
Defnitely from emperical research literature, though there are views that it is an overstated construct. (Within limitations of research design).

Research on job choice and job acceptance behaviour of candidates clearly indicates that "recruitment experience", not just the interviewer behaviour has effect on decision making of candidates. However, there has been evidence that for candidates with work experience, the experience effect may be more moderate, implying they may not be very much sawyed by the recruitment experience. In such cases "job attributes" and its communication takes higher position. Defnitely the interviewer communicates the most with candidate. Any experience viewed as personally insulting may be taken in the negative light and thus affect the decision. Few of the factors that have shown to effect on job seekers decision are the opportunity to meet with multiple (and high-level) organizational constituents, impressive site-visit arrangements, and frequent and prompt follow-up. Exploding offers did not show significat effect in decision making.

There is sufficient anectdotal evidence to support the assertion. Afterall first impressions do matter.

Dr. Biju Varkkey.

IIM Ahmedabad.

PS: For those interested, this is an area for research in the Indian Context.
19th August 2007 From India, Ahmedabad
It affects to a large extent when that particular company is nt top of the list for joining aspiration :)
but at times it could be the best place and a bad interviewer might just make the company lose out the most potential candidate.
19th August 2007 From India, Bangalore
Having great Interviewing and inter personal skill is sine qua non for a good interviewer. In additrion to HR knowledge, the interviewer should have great deal of knowledge of the subject area for which the appointment is being done. A good interviewer is the face of organisation and leaves a lasting impression in the mind of candidate about the overall organisation. Some of the good things and mistakes an interviewr can do are as follows:


1. Not being punctual and keeping the candidate waiting , just to test their patience and cover their own unorganised ways.

2. Not making the cnadidate comfortable and immdiately firing questions.

3. Not offering tea or coffee if the candidate has come from a long distance .

4. Asking questions about religion, past bosses, irrelevant questions.

5. Using innuendoes, acting in a derogatory manner, insulting present organisation of the interviewer.

6. Making misrepresentations about the job or profile in contradiction to the reality.

7. Passing negative remarks about the current incumbent or person resigning due to which vacancy arises.

8. Makes a negative remark about the organisation and politics, which will immediately firghten the candidate.

As a good interviewer, we should avoid these and many more negative traits which are likely to give a warning to candidate and he is most likely to decline the offer.

CA Sanjoy Banka
20th August 2007 From India, New Delhi
Good topic to discuss on!!
For the candidate , It s the interviewer who represents the behavior, style, a of the company.
Candidate has a strong perception that the company would be as good / bad as the interviewer himself.
The above holds true for all recruiters also.
From the first point of your interaction with the candidates , you are helping them frame a mental frame work on how the company works.
The recruiters are some what similar to Air Hostess / Ground crew
Its how these crews treat you as a passenger, moulds your opinion about the airline!!
Keep Learning !!!
Prasanth Nair
20th August 2007 From United Arab Emirates, Dubai
Absolutely true! I faced a smiliar situtation where the behaviour of HR-head affected my decision and i refused the offer. I belive the interviewer is the face of the organization to the candidates and onc can have an idea about the company culture from dat.
20th August 2007 From India, Calcutta
According to me interviewer is the first interface between the company and the job seeker. The behaviour and attitude of interviewer reflects the principles of the company.
Myself, an interviewer in MSSL, strongly support the notion that good behaviour of interviewer is essential for company's progress since sometimes a good candidate could be deferred from joining the organization just due to none gratification of the various questions arising in his mind.
20th August 2007
Yes. The interviewer's behaviour does play vital role in the part of the candidate to take a decision about accepting the offer. The interviewer represents the organisation and if he behaves in an odd way then the job seeker thinks twice about the job.
21st August 2007
i can share something out of my own experience...i have had the opportunity to learn recruitment under a boss who believes in keeping the mood light during interviews...apart from making a candidate feel at ease and thus giving us the best he can offer, it also helps in branding as candidate feels the organization has a positive work culture...
21st August 2007
Ya it happens, but not in every case. Candidates do give emphasis on Interviewer' Behavior.
21st August 2007
I don't think that unexpected/ bad behaviour affects the interviewee's decision to join a case of interviews, what happens is ' something that ends well..'. If the interviewee is selected, he would not think much about what happened in the interview..if some one of the panel of interviewers has grilled him/ her more during interview, he/she may form an opinion about that particular interviewer, but, surely not form an opinion about the company. If the candidate has a good job and still looking for some better opportunity, then he may take such a decision of not join the company..but otherwise, one who needs a job, would by hook or crook try to be his best in the interview, inspite of whatever the attitude of interviewers.
This is what I feel.
21st August 2007 From India, Pune
Dear All,

This was an interesting post to read through, but there is one aspect which most of us have completely ignored.

The particular kind of behavior described can be viewed in two ways:

1. The interviewer is not apt for conducting interviews.

2. The organization uses the stress interview technique wherein the idea is to put the interviewee under undue stress just to adjudge his reaction and his behavior.

Therefore, I feel, not taking up an offer purely on the basis of the interviewer's attitude is not a very wise decision. There are other criterion which influence this decision. These include:

1. Growth potential of the organization

2. Whether the job fits into an individual's career growth and development path

3. Compensation and Benefits offered by the organization

4. Work timings and location

Lets face it, we all encounter difficult people at the work place, be it internal customers or external customers. The principle idea behind conducting interviews in a way that they create some level of stress is to check whether the potential employee is capable of dealing with such a situation without losing his cool or appearing hassled.

These kind of interviews should not come across as a shock to majority of us who went through GD/PI's for entrance to management schools, because these are the kinds of interviews most well reputed management schools use.
21st August 2007 From India, Delhi
This is an important topic to be discussed largely, because industries plays double standards while recruiting manpower at any place.
Behavior of an interviewer is very important for any interviewee, it is not only a question of career but it marks the self-respect and dignity of any individual.
If an interviewee is made comfortable at the time of interview, it is easy to understand the quality of that individual and at the same time it shows the courtesy of interviewer.
And if things turn different or otherway it makes very difficult for both the interviewer and interviewee.
With Regards,
Om Prakash
21st August 2007 From India, Vadodara
Hai Friends
Thanks for sharing ur valuable ideas with us
Thanks Vineet
Thanks Mrinal , i will agree with you....that if candiatate is selected then he won't take into consideration of behaviour of Interviwer
Thank you very much for sharing ...thank s Arnimaal and Omprakash
21st August 2007 From India, Bangalore
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