V.Raghunathan
Process Industry Consultant / Soft Skill
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Nashbramhall
Learning & Teaching Fellow (retired)
Geetha M
Hr Executive
Syed Nawaz Uddin
Hr Recruiter
+1 Other

Thread Started by #Syed Nawaz Uddin

Hi All,
I'm a B.tech Graduate but now I'm working as HR Recruiter. I wanted some help from you, where I can judge the candidates and interview them.
It's been 8 months that I've been trying to get the possible candidates and try to recruit them. But I'm going wrong somewhere.
I've reviewed the softskills PPTs available here.
Can anyone guide me.....
Appreciate your response...
Sincerely,
Syed Nawaz Uddin
9030345061
22nd February 2015 From India, Hyderabad
Dear Mr Syed Nawaz Hussain,
Your posting sans clarity.
“Where I can judge the candidates and interview them”
Are you referring to the PLACE. Then you are your best judge.
Do you refer to the areas of interest or expertise of the candidates?
Are the candidates fresh or experienced?
In eight months how many candidates have interviewed?
You said you have reviewed the soft skill presentations in Cite HR?
What are your learnings in brief?
If you find the answers for the above queries you will slowly start finding
where you are going wrong and then take suitable action.
V.Raghunathan
22nd February 2015 From India
Raghunath,
Thank you for the response.
I would like to first answer your questions..
I need to interview them on the basis of Technical Skills, Communication Skills, Maturity level, their interest for this job.
Yes I will be interviewing Fresh graduates more, I do come across experienced people but very few.
I had interviewed more than 100 candidates and many were not qualified. Hardly 5-6 were able to join.
• Effective Communication
• Documentation
• Work Ethics
• Mannerisms & Attitude
I would like to know more ...... as I'm new to this field...
Sincerely,
Syed Nawaz Uddin
9030345061
22nd February 2015 From India, Hyderabad
Dear Syed,
Raghunathan has already said that your query lacks clarity and raised some questions.
Kindly tell us what experience/training you have in working as a recruiter? For what positions do you interview people? For what organisation do you work for? More the background information that you give more precise will be the help that you get.
22nd February 2015 From United Kingdom
Dear Raghunathan,
Greetings for the day.
Being an HR Recruiter, I need to interview the candidate and also check his communication skills also with their thinking power of how is he judging if put into the situation.
I had interviewed more than 100 candidates and most of them are freshers.
I had reviewed the Effective communications patterns and also the body language patterns available here.
If you could help me out with some more information, I would be really very thankful to you.
Sincerely,
Syed Nawaz Uddin
9030345061
23rd February 2015 From India, Hyderabad
Dear Syed, I find it strange that you keep asking the same question without answering our questions. I wonder whether you got the private message that I sent you!!
23rd February 2015 From United Kingdom
Dear Nash, Raghunath,
I work for an RPO (Recruitment Process Outsourcing) Company and apart from interviewing the candidates, My responsibility will be to make the candidate join the organization,train them on the recruitment process completely.
I will be interviewing the candidates based on the technical question, assess their Communication Skills and also make them understand the Job Requirement.
Our organization is into e-recruitment process.
Sincerely,
Syed Nawaz Uddin
9030345061
23rd February 2015 From India, Hyderabad
Dear Nash, Raghunath,
I work for an RPO (Recruitment Process Outsourcing) Company and apart from interviewing the candidates, My responsibility will be to make the candidate join the organization,train them on the recruitment process completely.
I will be interviewing the candidates based on the technical question, assess their Communication Skills and also make them understand the Job Requirement.
Our organization is into e-recruitment process.
23rd February 2015 From India, Hyderabad
Dear Syed,
Please excuse me for making a general appeal to bloggers not to shorten people's names unless people have a forename, a middle name, and a surname like Syed Nawaz Uddin; and also use their names as in the signature.
Now coming to your query, you still have not told us whether you received any training in recruiting people when you joined the firm and for what level of jobs do you interview people.
23rd February 2015 From United Kingdom
Mr. Raghunath
In Recruitment few factors are very much important.
1.Communication
2.Knowledge about his/her job or the subject
3.more than an experience of a candidate we should know how much they are aware about the task they do(Technical).
if they are fresher at least they should have basic knowledge about the subject/Industry.
Note: before we interview any candidate we should know the particular job description.
Regards,
Geetha
23rd February 2015 From India, Bangalore
Hi
In Recruitment few factors are very much important.
1.Communication
2.Knowledge about his/her job or the subject
3.more than an experience of a candidate we should know how much they are aware about the task they do(Technical).
if they are fresher at least they should have basic knowledge about the subject/Industry.
Note: before we interview any candidate we should know the particular job description.
Regards,
Geetha
23rd February 2015 From India, Bangalore
Dear Mr Syed Nawaz Uddin,

My views are as under

TECHNICAL SKILLS - This should form the core competence. As a recruiter create your question bank with the correct answers. You should be able to understand if whatever is replied is correct. It would be ideal to prepare an objective type question paper that could be easily checked. Tests can be conducted under your supervision to ensure fairness. Follow up the test with oral exam.

COMMUNICATION SKILLS – This could be second core competence area. The pattern of examination could be similar to the above.

MATURITY LEVEL – Since you are having less experience yourself and you would be mostly interviewing freshers this could be tricky to assess. Only with experience you can become better.

INTEREST FOR THE JOB - Check from the candidates whether they have applied elsewhere. Ask if they would leave or continue to make a career in your referred company, if selected.

Cite HR has got abundant information in its archives. It offers many articles in communication alone. In my opinion it may take several months to exhaust even one topic like COMMUNICATION.

Browse the different topics like LANGUAGE IMPROVEMENT, SPOKEN LANGUAGE, INTERVIEWING SKILLS and ASSERTIVENESS etc, one by one and improve your own skills.

V.Raghunathan
23rd February 2015 From India
Dear Syed,
I have gone through the above posts. I can train you on one-to-one basis, based on your specific needs.
I am HR professional having over three decades of experience in senior leadership positions in large companies. I am a certified trainer and a certified coach running my own consultancy now, by the name of Aspiring People. I conduct workshops on interview skills for interviewers.
You can reach me at 09811513715 or
Best wishes,
Indu Wadhwa
Founder & Principal Consultant
Aspiring People
24th February 2015 From India, New Delhi
Hello Syed Nawaz Uddin,

Without going into the suggestions & remarks of other members, I would like to make a few points.

1] You mentioned ".......make them understand the Job Requirement". How much sure are you that you are very clear about it YOURSELF? I may be wrong, but going by your various responses, I am not so sure that you have a COMPLETE understanding of the JD yourself. When you yourself don't seem have been given any Training in Recruitment [as being repeatedly being queried by Simhan], how do you expect yourself to TRAIN another person?

2] You said 'most' of the candidates are Freshers. Now, on what basis do you [or your boss OR Company] judge that 5-6 Joining rate for ~100 freshers is LOW? What qualification profile are you looking @? MBAs OR BTechs? OR any other?

And what 'hit rate' do you think is reasonably 'good'?

We recently--in Jan, 2015--handled a Campus Recruitment Drive for BTechs for a client. The 'hit rate' was 7 Selections out of 155 students--and this was after online technical & aptitude tests, GDs & Personal interviews.......AND our client thought we did a great job given their earlier experience of 1 selection out of 120 students.

As a thumbrule, when one doesn't have the skills to evaluate candidates, always try to depend on alternatives--in your case online tests, GDs, etc could be the options [there could be other options too]--that CONVERT the various aspects/attributes to MEASURABLE parameters. Then you don't have to rack your head to make any judgement calls. You have the Ratings [BOTH Absolute & Relative] in front of you.

In a way, evaluating Freshers has BOTH Pluses & Minuses--the Plus aspect being they don't have any earlier experience baggage [a 'clean slate' so-to-say] & hence are easier to evaluate by other means than F2F I/Vs. The Minus is that their inexperience usually leads to immaturity that effects their I/V performance--and this is a bit more tough to judge.

In case you have any further queries, pl ALSO mention the following inputs:

1] What's the size of your Company AND the Recruitment team?

2] Have you discussed the situation with you boss? What was the response?

3] Pl respond to Simhan's query--about whether you were trained or not.

4] Pl give details of the EXACT process you are currently following. ONLY THEN can you get any actionable suggestions/solutions from the members. Else this is more likely to become another TV debate with nothing worthwhile coming out @ the end.

All the Best.

Rgds,

TS
24th February 2015 From India, Hyderabad
Hello Every one,

I have read all the about replies that I have received. Thank you for leaving me replies and suggesting me some important info that I need to follow in the recruitent process.

Here are the answers for your questions.....
==============================================
1. I was a recruiter first, where I was trained and handled few clients.

As they (New candidates) have to do the same, I have to train them carefully where they can meet company's expectations.

The Job Description is much simple (Need to have some basic IT knowledge and also with good communication skills)

2. As we see many freshers will be lacking in communication part, But as company we need to focus on both IT and communication skills. We are open for any graduate who would to make their career into recruitment industry. We train those candidates on Technical Knowledge.

3. Tought thing comes here, as this is end of the year, most of the candidates are already filtered. (MTI candidates are available)
NOW, MTI- Mother tongue Influence. (They will not be able talk fluently as USA clients need a certain level of communcation skills)

We are a samll company where there are 20-25 recruiter working.
I had discussed this the management where they said me this------ YOU NEED TO ANALYSE THE MATURITY LEVEL OF THE CANDIDATE and also CHECK IF THEY ARE ABLE TO MEET OUR EXPECTATIONS.

Our company is completely into recruitment process...
=============================================

Please let me know if you need any further information...
Sincerely,
Syed
1st March 2015 From India, Hyderabad
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