Senior Hr Officer
India's 1st Strategic Strengths Coach, Corporate
Service Gm Hr
Sr. Personnel Officer
1. HR should analyse where the candidates matches the expected job profile. Have set marks defined for all questions asked and based on the percentage which he/she gets in the HR round he/she should be forwarded for Technical Round
2. Should have some verifications with respect to the organizations that he/she has worked.
3. Analyse where the candidate can be an asset or a liability to the organization.
4. Whether he/she matches the monetary budget.
5. Do prior verification to check if the candidate is not a fake.
These various aspects wouldn't be consider by the technical interviewer since his core focus will be technical and work related responsibilities only. And also this information has to be checked prior so that only right candidates are forwarded for further rounds.
1st February 2008 From India, Mumbai
& then it would really make no difference of we being in the system....
what would be a recruiters business then,,,, only sourcing and explaining the salary annexure.... No right... :D
1st February 2008 From India, Mumbai
Its strange the way people/ employee perceive HR as just the ones who handover these three letters:
3. Exit/Releiving Letter.
There is a huge gamut of activties which the Smart HR Managers are playing today.
1st February 2008 From India, Mumbai
1)The first round with HR is to first make the candidate feel at ease with the questions already known to him like tell me about ur self,work experience etc
2)In this round there are many aspects that an HR judges ex:communication skills,eye contact,body language,thought flow,expressions and mainly we would get to know abt the attitude of that person
3)A person with the desired qualifications (ie) a best fit with required experience having all the above parameters along with logical and analytical ability is sent to next round as he satisfies the basic requirement for the given post apart from technical skills
ur question as to why not the technical recruiter take the intial round
Technical person has sound knowledge about technical work aspect but need not be the same in all the other areas
But an HR person need not have complete technical knowledge but must and should have all the other abilities to judge the candidate
Hence a person specialised in every aspect is termed as an HR who reflects the image of the company and the people working in it
1st February 2008
2nd February 2008 From India, Calcutta
I appreciate the different views said above.
One point i would like to add is that, in today's business scenario the most important quality that organizations look for in their employees is how they face challenges and try to cope up with difficult situation, apart from their domain knowledge.
In such situations HR round of interview is helpful because only an HR can read individual's psychology and judge a person whether he gets demotivated because of the work pressure or he can handle tough situations in the organization or not.
Thus HR round is conducted at the intial stage to scrutinize the candidates properly. Thus right candidates are shortlisted for next level. It thus helps in reducing recruitment cost and time.
Indira Institute of Management
2nd February 2008
I agree with all of you for reasons of first screening done by HR. I would liketo add upon :
1) We do initial screening to know if the resume we have short-listed is at par with the candidate (Verification of CV;s)
2) Definitely as mentioned by one of the member - to know about candidates ATTITUDE.
3) Certain details like CTC - which technical person won't know. Basically HR screening also helps in knowing the monetary expectations of the candidate and depending upon Co.'s budget HR can decide to take the call further or not.
4) Also the communication skills which helps in screening by HR , if the position demands lots of inetractions/discussions.
5) Essentially HR interviews helps in saving upon total time as well involved in hiring a candidate by doing initial screening.
May be there is lot more.....which our experience can tell.
2nd February 2008
He/she is the right person to judge if the said candidate to be interviewed can fit in the culture of their organization. Can organization rely on the candidate for getting the job done.
But most of the HR Execs. forgets this prime objective and ends up formalizing the secondary above mentioned objectives.
3rd February 2008 From India, Pune
You said I don't agree.
In terms of functionality, (especially in a startup), it would be like this:
Organization's face : customer service / sales / marketing
Organization's backbone : Administration
Organization's circulatory system : Finance / Legal
Organization's brain : strategic team / top management
Organization's cleaning system : internal audit / quality
Organization's heart : HR
As you can see, I have drawn a parallel to the human body. ALL of the above have to work as a team, else.... I don't need to specify more, do I?
Now - to the topic under discussion -
HR takes the first round to assess (some points are repeated here):
1) communication skills
3) Team working
5) Basic job aptitude
6) Personality suitable for the job.
All this can be done only through using Behavioural Interviewing Techniques. Psychometric tests are available, but are not absolute indicators possible performance - though the DISC inventory comes quite close.
Unless an HR is aware of or has studied technical stuff in his academic career, only then he is qualified to take a technical assessment.
Now the other question - why doesn't a technical person assess the above 6 areas. Again, unless there is exposure to understanding and working in these specific areas, only then can the tech person give feedback on this. HR folks are supposed to have studied and understood these "soft skills" enough to be able assess them in interviews. The sad truth is that this skill comes only with lots of practise in taking interviews. And many HR people (2-3 yrs exp) have no real idea about how to assess these traits. However, I have had technical people give me feedback on communication, attitude and personality which was good enough to be used in final selection.
It is quite subjective.
5th February 2008 From India, Mumbai
5th February 2008 From India, Calcutta
According to me the HR round is taken first because the most important thing which is undoubtedly more important than judging the technical knowledge is judging the attitude, behaviour of the candidate & which can be understood no better than HR. If a candidate is technically sound but he has attitude problems like he does not listen his boss or he has feeling that he is always right than such people generally are neither a good team member nor a good team leader.
Jst few days back I took an interview & asked the candidate that why does he want to leave his present company & he replied coz his boss is not technically sound & he is not able to grow under his guidance. Then I asked why did he leave his previous co. & the answer was same. It shows that either the candidate evaluates him very intelligent & can not work under anybody or his behaviour is problematic. If people have this complaint that their bosses are not knowledgeable so let me tell these guys that its not ur boss who would make u knowledgeable its only u who can upgrade ur knowledge. Ur boss will only motivate & keep ur spirit alive & bring the integrity in the team & manage the behaviours like urs in the team.
6th February 2008 From India, Delhi
1.In order to keep recruitment process organised....
2.To check on behavioural traits....
3.Verifrying Deatils like, exp, salary etc.
4.Warm up session for the candidate so that he gives his/her best
6th February 2008 From India, Chandigarh
8th February 2008 From India
I firmly agree to what you hav said. Further it will save the time and cost of the company if HR identifies difference between the Exact Requrement and Unsolicited Portfolios.
Great Explanation !
HR Department-Corporate Office
Intas Pharmaceuticals Ltd
(M) 98256 50504
8th February 2008 From India, Vadodara
I'm working in 1000 seater Call centre where competition is very high.
This month i'l apply for I.J.P. of Team Leader.
In our company interview process is very rigours, thats why i'm looking for help from outside,
Final round of interview is 1 to 1 with President of company.
I have no idea about it and very confused.
I'll appreciate if you can share your past experience or if you being the interviwer what will you ask from the agent and what you will look in agent to determine his leadership skills and may be other aspects in concern to his/her responsibility as a team leader.
A list of questins is welcome and will help me a lot to understand.
5th April 2009 From India, Madras
The candidate should be interviewed by HR first - since it HR can find out whether the candindate is suitable for the position from the point of view attitude, energy level. Whether the candidate will fit in culturally. The first interview therefore can also include a psychometric test to analyse the motivation and psychology of the candidate.
HR interview can help get some idea about the salary expectations and up to what extent the salary structure of the company will be able to meet these expectations.
Most of the above issues can not be handled by a functional head from other functions unless specifically trained. Therefore it is better to evaluate the candidate for these aspects and when HR finds that person suitable then he can be interviewed by technical/functional head.
Some of the psychometric tests give very specific suggestions on what to ask in the interview - so even before HR interview this test should be done.
Hope this adds value.
5th April 2009 From United States, Greensboro
So first thing to note in a candidate is whether he fits in the expected characteristics of the job profile.. That's a reason why HR takes first round of interview..
5th April 2009 From India, Mumbai