Most Difficult Thing For The Interviewer ??????? - CiteHR
Behavioural Trainer & Manager
Mangerial Job

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Hi all,
I believe most of us ( Resourcing Managers ) have done with taking thousands of interviews . Kindly convey your thoughts as a Interviewer. Pl convey what is the difficult thing for the Interviewer.
Tikam Singh Shekhawat -Pune

Here are some pointers

First and foremost: Put the candidate completely at ease. IF made nervous, you will not get the answers from the interviewee and hence lose out on a potentially good candidate

Secondly remember that you are not interviewing a person to be a bomb squad member, he doesnt need to be very confident, he is allowed to be nervous. Also remember that you arent interviewing a beauty contest competitor

Thirdly remember this: No one ever got a job because of the way they dressed, wheras lots of people fail to get a job becasue something about thier appearance put the interviewer off.

Remember that if you are rejectng a candidate, give him feedback so that he/she can improve on it and most probably work on them and join later. Make the interview a sales process for candidates, increase the level of advocacy. Thsi is for those managers who see them selves as visionaries ready to spread the good expereince to other potential candidates'

Here are some more points

interviews tips - for interviewers

1. You must makes notes of the questions you intend to ask - otherwise you'll forget.

2. Decide the essential things you need to learn and prepare questions to probe them.

3. Plan the environment - privacy, no interruptions, ensure the interviewee is looked after while they wait.

4. Arrange the seating in an informal relaxed way. Don't sit behind a desk directly facing the interviewee - sit around a coffee table or meeting room table.

5. Clear your desk, apart from what you need for the interview, so it shows you've prepared and are organised, which shows you respect the situation and the interviewee.

6. Put the interviewee at ease - it's stressful for them, so don't make it any worse.

7. Begin by explaining clearly and concisely the general details of the organisation and the role.

8. Ask open-ended questions - how, why, tell me, what, (and to a lesser extent where, when, which) to get the interviewee talking.

9. Make sure the interviewee does 90% of the talking.

10. Use 'How?' and 'What?' questions to prompt examples and get to the real motives and feelings. 'Why?' questions place more pressure on people because they suggest that justification or defence is required. 'Why?' questions asked in succession will probe and drill down to root causes and feelings, but use with care as this is a high-pressure form of questioning and will not allow sensitive or nervous people to show you how good they are. Think about how your questions will make the interviewee feel. Your aim and responsibility as an interviewer is to understand the other person - not to intimidate, which does not facilitate understanding.

11. High pressure causes people to clam up and rarely exposes hidden issues - calm, relaxed, gentle, clever questions are far more revealing.

12. Probe the cv/resume/application form to clarify any unclear points.

13. If possible, and particularly for any position above first-line jobs, use some form of psychometric test, or graphology, and have the results available for the interview, so you can discuss them with the interviewee. Always give people the results of their tests. Position the test as a helpful discussion point, not the deciding factor. Take care when giving the test to explain and reassure. Ensure the test is done on your premises - not sent in the post.

14. Give interviewees opportunities to ask their own questions. Questions asked by interviewees are usually very revealing. They also help good candidates to demonstrate their worth, especially if the interviewer has not asked great questions or there is a feeling that a person has for any reason not had the chance to show their real capability and potential.

Thats all for now'



Dear Friend,
Kindly click on the following link, it will give you some required information,
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M. Peer Mohamed Sardhar
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some more points

Types of difficult Interviews

• Some interviewees demand a particularly focused interviewing techniques.

• In order to get an accurate assessment of a candidate’s ability, the interviewer’s ability to handle different types of candidate is very important

• Before Interviewing, develop an understanding of the following types of candidates:

o Nervous candidate

o Uncommunicative candidate

o Talkative candidate

Handling a nervous candidate

• Give them an especially warm greeting

• Engage in more small talk than usual

• Point out various facilities or areas of interest within your organization

• Start with specific , fact-based questions that are easy for the candidate to answer and unlikely to be stressful

• Speak slowly in a relaxed, informal manner

Handling an uncommunicative candidate

• Many reserved or uncommunicative candidates simply need to be encouraged to share their thoughts

• Using silence can be effective

• If the candidate is having trouble in answering questions related to their strengths and weaknesses, tell them that you will give them some time to think about it and come back to the question later

Handling a talkative candidate

• Candidates who talk too much , often about things unrelated to the job or interview can be challenging

• Tell the candidate that you will be following a structure, and stress on the time available for each section of the interview

• When necessary, remind the candidate of the time limits

• Redirect the conversation as politely as possible


Most Difficult thing for an Interviewers is to interview tech candidates where the interviewer does not not know anything technical. This happens usually when an pure HR person interviews the technical candidate. Some with superficial knowledge can manage to asks basic questions about the project and use terms like YES, I agree, Sure, Right, OK, Thanks, Good

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