Dear All, I am the only HR professional in one of the leading software companies in Gurgaon. I have been tasked with conducting the final HR round for a candidate. However, due to my limited 6 months of experience in recruitment, I am struggling to prepare the appropriate questions for this stage.
Could you please forward me a list of questions typically asked during the final HR round?
Thanks and Regards,
Dipti Singh
From India, Delhi
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3Could you please forward me a list of questions typically asked during the final HR round?
Thanks and Regards,
Dipti Singh
From India, Delhi
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Considerations for Final HR Interview Questions
Your question would depend on different areas as mentioned below:
1. Role for which the interview is conducted
2. Profile of the candidate
3. What is the point of differentiation you are looking for?
4. Finally, what is a priority to the organization? Is it eagerness to join, testing the merit, and right fit?
You would have to form your own set of questions depending on what you consider as a deal breaker. I understand this would remain the last round before the offer is made. I would suggest you try to assess the needs of the candidate. This is important at this stage, as you have already tested them on their capabilities, which is why they have cleared all the other rounds. Hence, gauge what means most to the candidate and check the right fit with the offerings in the role, for the final time.
You may share the opportunities and limitations within the role offered. Most of the time, the candidate would drop out the moment you discuss limitations. Please consider this as a boon, as it's better to have a final round interview dropout than attrition later. If they show no hesitation towards the limitation, ask them how they can make an opportunity out of it. You would realize what motivates them from their answer.
Here are a few suggestions which may help you in your research to prepare the list:
https://www.citehr.com/116047-best-a...#axzz189dX43oe
https://www.citehr.com/253440-interv...#axzz189d900Gs
https://www.citehr.com/268222-hr-que...#axzz189dAXCeA
https://www.citehr.com/120130-bundle...#axzz189dVheZL
Regards,
(Cite Contribution)
From India, Mumbai
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Your question would depend on different areas as mentioned below:
1. Role for which the interview is conducted
2. Profile of the candidate
3. What is the point of differentiation you are looking for?
4. Finally, what is a priority to the organization? Is it eagerness to join, testing the merit, and right fit?
You would have to form your own set of questions depending on what you consider as a deal breaker. I understand this would remain the last round before the offer is made. I would suggest you try to assess the needs of the candidate. This is important at this stage, as you have already tested them on their capabilities, which is why they have cleared all the other rounds. Hence, gauge what means most to the candidate and check the right fit with the offerings in the role, for the final time.
You may share the opportunities and limitations within the role offered. Most of the time, the candidate would drop out the moment you discuss limitations. Please consider this as a boon, as it's better to have a final round interview dropout than attrition later. If they show no hesitation towards the limitation, ask them how they can make an opportunity out of it. You would realize what motivates them from their answer.
Here are a few suggestions which may help you in your research to prepare the list:
https://www.citehr.com/116047-best-a...#axzz189dX43oe
https://www.citehr.com/253440-interv...#axzz189d900Gs
https://www.citehr.com/268222-hr-que...#axzz189dAXCeA
https://www.citehr.com/120130-bundle...#axzz189dVheZL
Regards,
(Cite Contribution)
From India, Mumbai
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Tailoring Interview Questions to Your Organization
Your interview questions must be based on the needs and requirements of your organization. No one can send you a definitive set of questions because we don't work for your company and don't know its business. You need to discuss with the hiring managers what their requirements are and then formulate a set of questions designed to establish whether each candidate meets those requirements in terms of job knowledge, experience, skills, fit for the job, etc.
If you are the only HR person, I suggest you propose to management that you attend some suitable training in the Staff Recruitment and Selection Process as soon as possible. Maybe I should come to India and run this sort of training. :-)
From Australia, Melbourne
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Your interview questions must be based on the needs and requirements of your organization. No one can send you a definitive set of questions because we don't work for your company and don't know its business. You need to discuss with the hiring managers what their requirements are and then formulate a set of questions designed to establish whether each candidate meets those requirements in terms of job knowledge, experience, skills, fit for the job, etc.
If you are the only HR person, I suggest you propose to management that you attend some suitable training in the Staff Recruitment and Selection Process as soon as possible. Maybe I should come to India and run this sort of training. :-)
From Australia, Melbourne
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Designing HR Round Interview Questions for a Software Engineer
The candidate has been recruited as a software engineer for a PHP profile. He is a fresher. Please help me design HR round interview questions and the parameters assessed by those questions.
Thanks and regards,
Dipti Singh
From India, Delhi
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The candidate has been recruited as a software engineer for a PHP profile. He is a fresher. Please help me design HR round interview questions and the parameters assessed by those questions.
Thanks and regards,
Dipti Singh
From India, Delhi
Acknowledge(0)Amend(0)
As you have required:
1. Ask for family background to check his/her status.
2. Ask for educational background to check for a consistent track record and a non-stop academic profile.
3. Ask for previous employment details to check if there is a significant gap in his/her experience period; if found, then clarify.
4. Ask for hobbies or other activities to assess his/her mental strength.
5. Ask him/her how competent a service he/she can provide for the company as a part of the organization.
6. Finally, check how he/she can be honored by offering a package which he/she deserves for the particular position.
Thank you,
Regards,
A Majumder Consultant, Systems
From India, Calcutta
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1. Ask for family background to check his/her status.
2. Ask for educational background to check for a consistent track record and a non-stop academic profile.
3. Ask for previous employment details to check if there is a significant gap in his/her experience period; if found, then clarify.
4. Ask for hobbies or other activities to assess his/her mental strength.
5. Ask him/her how competent a service he/she can provide for the company as a part of the organization.
6. Finally, check how he/she can be honored by offering a package which he/she deserves for the particular position.
Thank you,
Regards,
A Majumder Consultant, Systems
From India, Calcutta
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HR Recruitment Process 112304.doc