Coordinating Walk-In Interviews in Jaipur: How Do You Manage Crowds and Rejections?

I have to coordinate walk-in interviews in Jaipur. I have earlier conducted walk-ins in Orissa and Bihar where I have faced lots of problems. The main thing is to manage the crowd, and another is to give explanations to rejected candidates. Please suggest me, and also help me in screening the CVs.

You can create slots for 15-20 people and then begin the selection process. Before you start, clearly communicate the parameters on which you will be evaluating the candidates. This will also enable you to provide appropriate feedback.

Regards,
Bushra

Hello Sadashiv,

These interviews are for which post? Please do let me know.
Depending on the posts, I have some tricks to select and reject candidates.

Cheers,
Archna

Hi,

Try to begin the interview process as soon as the candidates start coming in. Give them reading material such as newspapers, books, and magazines. Stick to first-come, first-served.

What to tell rejected candidates? Well, "we are still in the process of finalizing candidates. We have your contact number; we shall contact you in case you are shortlisted/finalized."

Hope it helps.

Tania

We have already selected the candidates. I have created a check format in which the candidate has to provide a few pieces of information that we need. We then screen the CVs based on our requirements. The shortlisted candidates are called for an interview. We spend half an hour screening the CVs. After two hours, we take a half-hour break before resuming the screening process. We also provide reasons for rejecting certain CVs. If there is another process, please suggest it for future reference.

Hi,

It depends on the job positions. Make your strategy by predicting the number of applicants expected. It is better to give everyone a schedule after they register.

Hi,

I had faced a similar issue some time back. Here is what I did:

1. Hired an external examination place at a centrally located area.

2. The examination place took care of invigilators to monitor the process.

3. Took written exams of 3 hours (the longer, the better! but max 3 hrs) Objective type.

4. Rejected almost 40% during the written exam.

5. Written exams were conducted using OMR Sheets so the results were ideally declared within 1 hour after the exam ended.

6. Shortlisted candidates were called for interviews in batches of 50 each.

Crowd Management: All people interested were supposed to register themselves by 8:45. No registrations were allowed post 8:45.

Exams were from 9 am to 12 pm, with results by 12:30 pm.

Interviews had 2 rounds (Domain and HR) from 2:00 pm to 7:00 pm.

Manpower put into use:

Examination Team: 3 people to scan and generate the results (Invigilators provided by the exam hall)

Domain Experts for Interview: 4

HR: 2 + 1 (Assistant for briefing)

Numbers:

Written Exam Capacity: 500

Capacity Used: 350 max

In 8 rounds of walk-ins, over 3000 people sat for the written exam.

2000 domain interviews were conducted.

600+ were selected and offered.

I hope this gives you some idea. I would be happy to share any more info.

Cheers,

Joydeep

Thank you, Joydeep.

Nice idea. But this would help where there is a single type of position. But we are looking for at least 10 different positions, like project engineer, site engineer, supervisor, draftsman, accountant, store, etc.

True. However, if you are able to create different sets of questionnaires with common features like the same number of questions and similar marking, it can work. It, however, depends a lot on what the internal processes are for your organization.

Cheers,
Joydeep