Is It Right for HR to Treat Interview Candidates This Way? Seeking Advice on Proper Conduct

Concerns About HR Practices in Interview Process

I'm a new joiner in an organization as an HR. Before I joined this field, I worked as an Operations Manager in a reputed company for nearly nine years. For a change in career, I joined HR. That is not the problem. When I joined, the HR senior told me that she would guide me if I made any mistakes. But to this day, she has never given any useful advice that I could take, except criticism. But it doesn't matter; I can take it and learn from that. The problem I'm having is the attitude she shows towards the candidates who come for the interview.

When a candidate arrives for an interview, she will call and ask the security in the company to send them to the interview room. She never goes down to meet the candidate or invite them to the interview. Additionally, the interview result of the candidate is given through the same security. If the candidate fails the interview, she will call the security and tell them to send the candidate away.

When I start to take interviews, I will go down to meet the candidate and also provide the results of the interview. Even if the candidate fails, I will explain to them why they failed. She told me to call the security and have them send away the candidate who failed the interview. Every few days, she would remind me whenever I go down to meet the candidate.

Seeking Advice on Proper HR Conduct

Is this behavior acceptable for an HR? Is the attitude she has shown towards the candidates right? If not, then what is the right behavior that an HR should show towards a candidate who came for an interview? I would also like to know what to tell the candidate if he/she fails the interview. Am I doing the right thing when I explain why they failed the test?

I would like to hear from the senior members of the community regarding this matter.

Thanks and Regards,

Senthil Kumar. A

Yes, Senthil, you are right, and keep continuing. You have an Operations Manager background, and this speaks volumes about your instinctive nature to be "personal" and "respectful" to all individuals. There are thousands of books on the internet and on CiteHR that you can learn from to add more value to your interviews. Wish you all good luck.

Regards,
Ukmitra

Mr. UK Mitra has given you very good advice. Please continue with your best state of mind. We should listen to our seniors. If they criticize us, don't be disturbed. Accept the same and try to learn good points. You described your approach to handling the interviews, and this is right. You have enough experience to manage the workforce as an Operations Manager.

The candidates who are coming for interviews must be treated with dignity. Ultimately, they will carry the image of the organization. Be clear and straightforward in your dealings. Also, try to convince your boss to handle the interviewees fairly.

With Best Wishes.

Thank you for the answer. But the question that I have is, when I meet the candidates, should I be friendly towards them or maintain a professional level with them?

Thanks for the advice, but when she is trying to convince me to follow her approach towards the candidate, what should I tell her? In my nine years of experience, I have never met a person who disregards others like this. When I asked her the first time, "Shouldn't we give the results face to face with the candidate?", her response was, "What for? They failed. What reason do I have to tell them why they failed? You should call security and tell them to send the candidate away. This is how we do things around here." Now, should I remind her of the obvious, that they are humans?

Regards,
Senthil Kumar

Dear Senthil,

The answer to your last question is that you should be professional and friendly but not get "familiar." To answer your question about the behavior of your female boss, kindly provide more details about the size of the organization, etc.

I have attended only two interviews in India, ages ago, in a defense establishment, and a number of interviews in the UK. In one small organization, the MD came to receive me at the station and then saw me off. However, in a large organization, the Personnel Manager only saw me in the interview room. In several organizations, I only received a polite letter informing me that I had not succeeded. So, in short, practices vary from organization to organization. As my tutor said, "There is NO ONE BEST WAY."

Regards

I agree with Ramesh that HR should have dignity as we are the face of the company. Therefore, we should maintain decorum and avoid getting too friendly with candidates during interviews. HR professionals should uphold a professional attitude and portray themselves as paragons of discipline during office hours.

I totally disagree with your senior who always asks security to look after the candidates.

I hope your question is well understood.

Thanks & Regards,
Prerna Saxena

Based on your inputs and description of your boss, here are my remarks:

1. Candidates coming in for the selection process should be treated with dignity. Making candidates feel comfortable is one of the best practices that most organizations follow.
2. In case your boss is not comfortable with you explaining to each rejected candidate why they were not selected, send a regret email.
3. As you have 9 years of operations management expertise, your boss may be "uncomfortable" with your skills and expertise. Anyway, you cannot help!
4. Be confident and follow standard practices.
5. Keep reading CiteHR to learn standard HR practices, issues, and suggestions from various people on a number of day-to-day people issues.
6. In addition to this, you may browse the following sites as well:
- SHRM INDIA | Strategic Human Resources Management | SHRM India
- HBR Blog Network - Harvard Business Review

I have corrected the spelling, grammar, and formatting in your message. Let me know if you need further assistance.
Regards

I think your HR has some ego problems. This is not the first time this issue has come up; many like you face this problem from their superiors. But you should not respond to that. Do what your mind says is right. You seem to be a very kind person, and it reflects in your demeanor. Don't let the world change your attitude; let the world adopt your attitude. That's what I have learned from my HR superior. When you climb up the ladder, you should be more humble, polite, and concerned. However, it is not the same with everyone; some lose their minds when they succeed.

Always keep in mind that the third-rate mind is only happy when it is thinking with the majority. The second-rate mind is only happy when it is thinking with the minority. The first-rate mind is only happy when it is thinking, and you have the first-rate thinking, so keep it going.

Thanks,
Amit

Our seniors have given useful inputs. I also agree that the behavior with the candidates should be professional, not too friendly. Reducing their stress or making them feel comfortable is a good motive, but only to a certain extent.

Handling Your Boss's Behavior

With regard to your boss's behavior, I suggest handling it diligently. Don't go directly against her as she is your boss. You may politely inform her that, in view of the company's image, you feel it is worthwhile to write regret emails rather than asking Security to send the candidates back. Be assertive and not aggressive in your actions towards her. Keep up the good work!

All the best.

Regards,
Vaishalee Parkhi

Professional Conduct During Interviews

People have their own mindsets, thoughts, and behaviors, but it is essential to respect other employees and individuals coming for interviews. All functions should be carried out with professionalism. Being overly friendly with candidates is also not advisable.

The discussion has been very helpful. I have been in sales for 14 years and am now in HR. In sales, we always treat people with great respect and dignity, even if they are junior staff or our current prospective customers. The practice followed by Mr. Senthil is right, and maybe his boss needs some training in interpersonal skills. The size of the organization is big, and it should be concerned about its image and the messages its management team is sending.