Questionnaire regarding what an HR should ask while taking the interview?

Can anyone provide me the questionnaire regarding what an HR should ask while taking the interview?

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Can anyone provide me with a questionnaire regarding what an HR should ask during an interview?

Dear Colleague,

HR interviews are conducted to assess the personality strengths and weaknesses of a candidate in order to determine their suitability for a particular role and to evaluate how well they may fit into the company's work culture and overall environment.

The HR interview serves as a crucial factor in deciding whether a candidate, who has been selected through a Technical/Functional Interview, will integrate well within the team and the organization as a whole. Failure to conduct this process in many companies can lead to high attrition rates and negatively impact the business objectives.

Generally, HR interviews focus on understanding and documenting the following aspects:

A. QUESTIONS RELATED TO ROLE FIT

These questions are tailored to evaluate how well the candidate's previous experience aligns with the requirements of the current role within the organization, as indicated on the candidate's CV.

B. QUESTIONS RELATED TO CULTURAL FIT

Another significant aspect of HR interviews involves assessing the candidate's compatibility with the organization's culture. It is essential to ensure that the selected candidate not only meets the technical requirements but also aligns with the company's cultural values to facilitate long-term success.

C. QUESTIONS RELATED TO THE SWOT OF THE TALENT

This part of the HR interview focuses on understanding the individual's strengths, weaknesses, opportunities, and threats through a structured psychological or psychometric test. The results are then used to create an Individual Development Plan (IDP) to enhance the individual's skills and address any gaps.

D. VALIDATING THE KEY DETAILS ABOUT THE TALENT

HR interviews also involve verifying the accuracy of the information provided by the candidate in their CV and other documents. Ensuring the authenticity of the candidate's details is crucial to prevent misrepresentation and ensure the right candidates are recruited.

E. CAREER ADVANCEMENT

Additionally, HR interviews aim to evaluate the candidate's potential for career growth within the organization, either within their current function or through cross-functional opportunities. This assessment helps in mapping out the candidate's future development within the company.

Based on the above aspects, HR formulates questions for the interview process, which are documented for reference in leading organizations. There are numerous resources available online that provide insights into specific interview questions. For further reading, you can visit the following link: https://blog.hubspot.com/marketing/h...view-questions

Apart from what was pointed out by Dr. Siva, as an HR member in the interview panel, I used to assess how far the candidate will stick to the organization. Is he on a job-hopping spree? When group working is involved, I used to assess the individual's ability to work with others.

This is a regularly asked question here on CiteHR. There is no standard list of questions that need to be asked at an interview.

When you have a job vacancy, you create a job specification and a person specification for that specific job. With those two documents, you then compile the list of questions that will be asked of each candidate on your shortlist. It is important every candidate answers the same questions. That way you can compare like with like when it comes to summarising and choosing the best candidate. You are trying to find a person who has both the skills to do the job and will be a good fit within the organization - hence determining what that person needs before you start the recruitment process.

Candidates should be given both the job and person specifications so that they can prepare their application and CV accordingly, and also know what type of questions they will be asked if invited to an interview.

There should be no questions that can be answered with a yes or a no. One of the best ways to determine suitability is through behavioral-based interviewing, i.e., asking STAR questions where the candidate has to elaborate, give examples, and explain what they did, what the results were, etc.

The other most important factor in all this is that staff conducting interviews are trained in the process.

John Chiang,

I have deleted your post as your attachment is copyrighted material.

Thank you, John.

Best regards,
John Chiang

First of all, it is important to understand the educational qualifications, experience in the relevant field, knowledge and understanding of the subject theory and practical aspects, family background, temperament, leadership qualities, as well as follower quality and approach to life and work. Any question by HR should aim to derive a satisfactory answer. The aim is to determine the suitability to the organization and the department. Leave technical evaluation to those who can judge technical skills and knowledge of the candidate. The goal should never be to interview a candidate to fail them. Be positive and try your best to accommodate them in the company.