How Do I Conduct Verbal Aptitude Tests for Experienced Candidates in HR Interviews?

Hi All,

I am working in an IT company in a generalist profile. Till now, in the HR round of interviews, I just had a normal interaction with the candidate - asked him about his current experience, checked his communication skills if required for a role (like if the person is being interviewed for a support role); and mainly did the negotiation in terms of salary and notice period and finalized the joining date.

But now my company people want me to have an aptitude test for the candidate. I have questions for aptitude in the written test paper, but in case I need to verbally check a candidate's aptitude, what questions should I ask? This would also depend on the person's experience level.

I think this is a very good opportunity for me, but I have never done this. I would need a lot of preparation for this since my director wants me to check the aptitude for all candidates applying for the position for developers and team leads. I have 2 years of experience in HR, and the candidates coming for the position of team leads would be more experienced than I am. If I don't like a person, I have been given the liberty to reject him and not consider him for the written test also. This would be very difficult as I don't want to ruin anyone's career. Also, interviewing people who are older to me in terms of age as well as experience would be a big challenge.

I request people already in such a role to please send me some questions, links, or any other material that would help me in fulfilling this role.

Thanks,
Peonka

Hi Peonka,

Check this out. It's useful and evaluates the candidates on different parameters.

Regards, Bishwajeet

A couple of points of interest here.

If I don't like a person, I have been given the liberty to reject him and not consider him for the written test also. This would be very difficult as I don't want to ruin anyone's career.

One of the things about recruitment is that a candidate needs to be a good fit with the organization, its culture, and the existing staff. Recruitment often is about "gut feeling" as well as all the other aspects. Usually, you can tell within a few seconds of meeting a person whether you will like them or not. That applies socially as well as in a work situation. My intuition in this regard has never failed me. So, if you dislike someone on meeting them, there is a reason for it. You have to find the best people for your company, not concern yourself with other people's careers.

Secondly, in regard to interviewing people older than yourself. Why is that a problem? You are a professional person. You should have a standard list of questions which you ask all candidates for fairness and equal comparison. A professional HR person can interview anyone - old, young, male, female, whatever. I know some older people have problems being interviewed by a younger person. That's their problem, not yours. If they are professional and want to get the job, then they will behave in an appropriate manner and treat you with respect.

John in Oz