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Dear Priya,

As I am seeing that your organization is a start up. So, you need to be more cautious about your recruitment process. Some points I have to say that, first what you want from a candidate let it be clear before searching for a candidate. Then fix the Job description and Job specifications for the position. Then clear the rights and liabilities of the position which you are going to hire. Then specify the category of profiles which you have received on different criteria like, educational qualification, experience, job changing pattern, profile of previous companies, etc. all these should be assessed by HR Person itself then arrange the interviews of the candidates with technical person. Get feedback from them. If it is possible then go for background verification process through some link. Also, don.t let the interview results declared on the same day. Because after taking the feedback of all candidates you have to analyze the result. So, you need time. After that talk to candidate about their expectations from the job and let them know about the offerings which you have for the position.

I think this will may help you in further processing of your need. Also, if you need a compact interview assessment form please write me.

Subhash Kumar

Asst. Manger HR


From India, Delhi
I would like to thank everyone for sharing valuable knowledge. I successfully hired good candidates after measuring them in all those aspects which are mentioned in the discussion. Thank you
From India, Ghaziabad
Hi Priya,

Very pertinent question and it is truly a challenge to get the right candidate every time. But generally, a few critical steps help to narrow down the list of potential candidates and finally pick the best suited candidate:

Be very specific in your details about the position, its responsibilities and the special qualifications, traits, characteristics, and experience you seek in a candidate.

Phone screen the short list of candidates - the tone, the choice of words, responses, attitude - these are great indicators towards giving you a clearer picture of the candidate apart from the salary expectations.

Get the candidate to write a short note about why he/she wants to join your firm. It is a clear giveaway on what the candidate expects from you. You will be surprised at some of the responses you get.

The preliminary interview or test gives you a fair idea of the capabilities. You can make some intelligent assumptions here - too many job hops, avoiding direct answers to questions are indications of restlessness and lack of confidence, sincerity.

Also you can make out if the answers are given on the basis of solid domain knowledge or on the basis of quick preparation specifically for the interview.

I am sure other HR professionals in this forum would have insightful points to add here. Awaiting more inputs to this critical discussion.

From India, Delhi

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