I give the following introduction of mine:
I am a young and enthusiastic HR Professional. Academically, I have completed my PGDBA in HR from Symbiosis. Professionally, I have 13 years of experience in handling most HR, IR, Personnel, and Admin related functions. Currently, I reside with my family in NOIDA and commute to Delhi every day to fulfill my duties at KLM Ltd.
Please share how you would answer this interview question.
Feedback solicited.
Prashant Das
From India, Delhi
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26I am a young and enthusiastic HR Professional. Academically, I have completed my PGDBA in HR from Symbiosis. Professionally, I have 13 years of experience in handling most HR, IR, Personnel, and Admin related functions. Currently, I reside with my family in NOIDA and commute to Delhi every day to fulfill my duties at KLM Ltd.
Please share how you would answer this interview question.
Feedback solicited.
Prashant Das
From India, Delhi
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Prashant, tell me about yourself is a foolish question asked by stupid HR who don't think it is necessary to read the candidate's resume. I have met many so-called fools who have asked me such a question, and I tell them that their life is a waste. I suggest they come out of the interview if they don't have time to read my resume. What the hell are you, HR? They feel insulted, but I don't care. I tell them to go to hell.
From India, Pune
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From India, Pune
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To add, this question has already been discussed before, also on this site.
Also, when HR is not interested in the interview and just wants to while away time, they ask questions like "tell me about yourself," and etc., etc.,... crap stuff :-x:-x:-x.
It is nice that you have mentioned your wide experience, but when it comes to the matter and sense, a rock is only a rock, whether called by a digger or a scientist:):):)
From India, Pune
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Also, when HR is not interested in the interview and just wants to while away time, they ask questions like "tell me about yourself," and etc., etc.,... crap stuff :-x:-x:-x.
It is nice that you have mentioned your wide experience, but when it comes to the matter and sense, a rock is only a rock, whether called by a digger or a scientist:):):)
From India, Pune
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Dear Ravi,
I wonder whether you really understand why this question is asked. There is a definite purpose behind asking this question. And I'm pretty sure that with that kind of attitude, you might never have been called for the next round of the interview. Good luck for your future endeavors.
Other members, please, I shall be waiting for your comments.
Prashant
From India, Delhi
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I wonder whether you really understand why this question is asked. There is a definite purpose behind asking this question. And I'm pretty sure that with that kind of attitude, you might never have been called for the next round of the interview. Good luck for your future endeavors.
Other members, please, I shall be waiting for your comments.
Prashant
From India, Delhi
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Prashant, if you remember your earlier days when you were at the start of your career, was this question asked? Did people not get good skilled manpower who were loyal at that time? I would request you to think over it and stop asking this question from now onwards. Directly talk about serious matters with candidates.
From India, Pune
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From India, Pune
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A good HR professional would never waste time on trivial questions. They would begin by acknowledging the individual's achievement.
So, Mr. [Name], congratulations on successfully completing all the rounds. Welcome to our company! Please accept this offer letter and prepare to join us soon.
Cheers! :)
From India, Pune
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So, Mr. [Name], congratulations on successfully completing all the rounds. Welcome to our company! Please accept this offer letter and prepare to join us soon.
Cheers! :)
From India, Pune
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I agree, but it doesn't completely mean that HR hasn't gone through the CV; hence, they are asking such questions. Candidate attitude, flow of English, confidence, posture while talking, etc., there are so many things being observed while listening to the candidate.
From India, Delhi
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From India, Delhi
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Ravi and Balaji:
Please think a level ahead.
Your resume is a very carefully written document, usually crafted by professional resume writers. The person having their resume rarely sees what's in it. Half of the resume is a lie. Sometimes, candidates talk entirely differently than what they have mentioned.
And while talking and asking questions, your self-image is being gauged. It depends on the way you express yourself. If you have nothing much to say beyond what's on your resume, then I guess you must not have a good idea about yourself. It's not sensible to expect that someone knows all about you before you step in for an interview.
Also, the way you explain yourself lets them know if you are a fit at all, in the first place.
Your resume will never speak about you, but only about your qualifications. It would be baseless if someone just understands you by your resume and not through discussion. Before asking or commenting on such questions, think a step ahead.
For example, if you are submitting your biodata for marriage purposes, and like the common lie, you mention "Handsome, good looking, intelligent, smart," and the lady finds out while talking that you are actually not as smart as mentioned there - just kidding. But it is important to understand this during a one-on-one chat, irrespective of the nature of the meeting.
Prashant:
Why not reconsider and include:
- Where you are basically based out of
- What you did before your PGDBA
- What made you choose this career
- How successful you have been in your career, your contributions (like you say 13 years of experience - what have you done in HR, admin areas - like your major focus)
- What tasks you have been extremely good at and your areas of interest
Should you say you commute every day to KLM to discharge your duties? I guess that's understood...
From India, Madras
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Please think a level ahead.
Your resume is a very carefully written document, usually crafted by professional resume writers. The person having their resume rarely sees what's in it. Half of the resume is a lie. Sometimes, candidates talk entirely differently than what they have mentioned.
And while talking and asking questions, your self-image is being gauged. It depends on the way you express yourself. If you have nothing much to say beyond what's on your resume, then I guess you must not have a good idea about yourself. It's not sensible to expect that someone knows all about you before you step in for an interview.
Also, the way you explain yourself lets them know if you are a fit at all, in the first place.
Your resume will never speak about you, but only about your qualifications. It would be baseless if someone just understands you by your resume and not through discussion. Before asking or commenting on such questions, think a step ahead.
For example, if you are submitting your biodata for marriage purposes, and like the common lie, you mention "Handsome, good looking, intelligent, smart," and the lady finds out while talking that you are actually not as smart as mentioned there - just kidding. But it is important to understand this during a one-on-one chat, irrespective of the nature of the meeting.
Prashant:
Why not reconsider and include:
- Where you are basically based out of
- What you did before your PGDBA
- What made you choose this career
- How successful you have been in your career, your contributions (like you say 13 years of experience - what have you done in HR, admin areas - like your major focus)
- What tasks you have been extremely good at and your areas of interest
Should you say you commute every day to KLM to discharge your duties? I guess that's understood...
From India, Madras
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Hi,
Are we talking about HR only asking this question in the interview and getting over with the interview? If that is the case, then that is really stupid.
However, I think that you can ask this question as a good icebreaker and then lead to more technical questions. This is like asking a candidate "What's up with your life?" and getting the candidate comfortable with you.
Imagine you interviewing a candidate and the first question that you ask is "why are you looking for a job change" or "what were your roles and responsibilities in your previous job?"... there is no human touch to this.
While I would also agree that it becomes very irritating for the job seeker as he has to face the same question at the start of the interview every time he goes for an interview... Maybe HR should ask the same question a little differently every time....
Comments please...!
From India, Mumbai
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Are we talking about HR only asking this question in the interview and getting over with the interview? If that is the case, then that is really stupid.
However, I think that you can ask this question as a good icebreaker and then lead to more technical questions. This is like asking a candidate "What's up with your life?" and getting the candidate comfortable with you.
Imagine you interviewing a candidate and the first question that you ask is "why are you looking for a job change" or "what were your roles and responsibilities in your previous job?"... there is no human touch to this.
While I would also agree that it becomes very irritating for the job seeker as he has to face the same question at the start of the interview every time he goes for an interview... Maybe HR should ask the same question a little differently every time....
Comments please...!
From India, Mumbai
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ash
what does it mean by what made u choose this careeer, i mean life and events just happen there are no readymade answers to certain questions of life,, it just happens , ash twity,, understand,, and HR does not mean that, but i see all HR are selfish and arrogant and just want to harass candidates,,
whats up with ur life,??
i broke with my girlfriend
i had hangover last night
my landlord sucks
do u expect candidate to tell their personal issues to u , TO BREAK THE ICE. ?????????
From India, Pune
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what does it mean by what made u choose this careeer, i mean life and events just happen there are no readymade answers to certain questions of life,, it just happens , ash twity,, understand,, and HR does not mean that, but i see all HR are selfish and arrogant and just want to harass candidates,,
whats up with ur life,??
i broke with my girlfriend
i had hangover last night
my landlord sucks
do u expect candidate to tell their personal issues to u , TO BREAK THE ICE. ?????????
From India, Pune
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Dear Ravi puppy,
Life is 10% of what happens to it and 90% of what you make out of things that happen. It is not that – things just happen.
Are you not in control of your life? Are you not the person solely responsible for who u r, or who u r not today?
Ravi puppy – There is nothing wrong with that question. Infact – preparing questions before the interviews will not be of much help – only after this question: Tell me abt yourself, the interviewer will find more questions to ask based on what the candidates say. It becomes an “interview” then…
Otherwise – it’s a less effective discussion.
My life did not just happen – I would rather feel embaressed if I have to accept the same like what u accept.
My career was the choice of my interest. I am very passionate when it comes to counseling or handling people issues… and trust me – I love what I do and think it’s the best way to make someone else pay for doing what I love – that’s my Job !!!
Have you had a bad time Ravi? Or have you answered really bad in an interview. Its not abt HR being bad or good. That’s none of the HRs business to be really good and make sure that he/she asks only questions to make the candidate feel comfortable.
Relevance is essential. Be it any role – in life or career: Tell me abt yourself quetion , cannot be neglected.
@ No one expects candidates to say personal issues. My goodness… do u mean that while asking that question (if u were a recruiter?)
Never – and by the way – pls don’t think that when that question is asked you need to talk abt girlfriend, or u being drunk… or life sucking the life out of u. And what makes you think that life sucks for all.
Be careful ravi, if someone asks u this question and if u say all these things – it will be so damn clear even to them that u need to grow-up.
Take care Ravi Puppy!!
From India, Madras
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Life is 10% of what happens to it and 90% of what you make out of things that happen. It is not that – things just happen.
Are you not in control of your life? Are you not the person solely responsible for who u r, or who u r not today?
Ravi puppy – There is nothing wrong with that question. Infact – preparing questions before the interviews will not be of much help – only after this question: Tell me abt yourself, the interviewer will find more questions to ask based on what the candidates say. It becomes an “interview” then…
Otherwise – it’s a less effective discussion.
My life did not just happen – I would rather feel embaressed if I have to accept the same like what u accept.
My career was the choice of my interest. I am very passionate when it comes to counseling or handling people issues… and trust me – I love what I do and think it’s the best way to make someone else pay for doing what I love – that’s my Job !!!
Have you had a bad time Ravi? Or have you answered really bad in an interview. Its not abt HR being bad or good. That’s none of the HRs business to be really good and make sure that he/she asks only questions to make the candidate feel comfortable.
Relevance is essential. Be it any role – in life or career: Tell me abt yourself quetion , cannot be neglected.
@ No one expects candidates to say personal issues. My goodness… do u mean that while asking that question (if u were a recruiter?)
Never – and by the way – pls don’t think that when that question is asked you need to talk abt girlfriend, or u being drunk… or life sucking the life out of u. And what makes you think that life sucks for all.
Be careful ravi, if someone asks u this question and if u say all these things – it will be so damn clear even to them that u need to grow-up.
Take care Ravi Puppy!!
From India, Madras
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Hi Guys,
I really think "Tell me about yourself" is a very important question in an interview, whatever the level of the interview. Even though the resume provides enough information about one's history and background, there is nothing more impactful than sharing in person. However, we should be able to differentiate and analyze what points we are going to present - what to include and what to exclude. A wise individual will be able to accomplish this.
Thanks,
Srini
From India, Madras
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I really think "Tell me about yourself" is a very important question in an interview, whatever the level of the interview. Even though the resume provides enough information about one's history and background, there is nothing more impactful than sharing in person. However, we should be able to differentiate and analyze what points we are going to present - what to include and what to exclude. A wise individual will be able to accomplish this.
Thanks,
Srini
From India, Madras
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"Tell me about yourself" is a very important question in any type of interview. The interviewer can analyze the following things about the interviewee by asking this question:
1. Confidence Level
2. Speaking Power
3. Way of Expressing
4. Personality Assessment
5. Assessment of Thinking
6. Finding gaps from his/her CV
7. Intelligence Level (Introducing oneself intelligently or not)
8. Important Areas (Which he/she has in his/her past life)
This question creates a base in the interviewer's mind about the interviewee, and this base helps the interviewer throughout the rest of the interview.
It is crucial to focus on providing assistance or giving the right answer to the person who raised this question rather than diverting the discussion to irrelevant topics.
When answering this question, be concise yet comprehensive. Your response should be a clear and appropriate way to express yourself. Good luck.
Rizwan Razi
Lahore.
From Pakistan, Lahore
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1. Confidence Level
2. Speaking Power
3. Way of Expressing
4. Personality Assessment
5. Assessment of Thinking
6. Finding gaps from his/her CV
7. Intelligence Level (Introducing oneself intelligently or not)
8. Important Areas (Which he/she has in his/her past life)
This question creates a base in the interviewer's mind about the interviewee, and this base helps the interviewer throughout the rest of the interview.
It is crucial to focus on providing assistance or giving the right answer to the person who raised this question rather than diverting the discussion to irrelevant topics.
When answering this question, be concise yet comprehensive. Your response should be a clear and appropriate way to express yourself. Good luck.
Rizwan Razi
Lahore.
From Pakistan, Lahore
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Dear Rizwan,
How well have you responded to my query! Thanks. This is exactly what I wanted to know and let others know about the importance of this question.
Dear Ash,
You almost gave my peace of mind to Ravi. Hope he grows up now. And thanks for giving me tips on improving my answer to this question.
Still, Friends, let us do one thing. Why don't we come up with our answers to this question in quotation marks, and let others comment on it so that the next time our answers are more refined? Thanks.
From India, Delhi
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How well have you responded to my query! Thanks. This is exactly what I wanted to know and let others know about the importance of this question.
Dear Ash,
You almost gave my peace of mind to Ravi. Hope he grows up now. And thanks for giving me tips on improving my answer to this question.
Still, Friends, let us do one thing. Why don't we come up with our answers to this question in quotation marks, and let others comment on it so that the next time our answers are more refined? Thanks.
From India, Delhi
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Hello, everyone,
I notice there are strong reactions to the question asked by practically all interviewers, "Tell me about yourself." As some have pointed out, there is more to the question than meets the eye. Many times, it is designed to create a comfortable environment for the candidate before the tougher questions that will follow. Additionally, the interviewer must be attentive because often candidates struggle to effectively support the information they provide.
"Tell me about yourself" naturally leads the interview into areas of interest, and a skilled interviewer will ensure they gather all the pertinent details.
Ravi, just relax; there's no need to be so reactive. I hope you are not in HR! :)
Cheers, Innovation 🌟
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I notice there are strong reactions to the question asked by practically all interviewers, "Tell me about yourself." As some have pointed out, there is more to the question than meets the eye. Many times, it is designed to create a comfortable environment for the candidate before the tougher questions that will follow. Additionally, the interviewer must be attentive because often candidates struggle to effectively support the information they provide.
"Tell me about yourself" naturally leads the interview into areas of interest, and a skilled interviewer will ensure they gather all the pertinent details.
Ravi, just relax; there's no need to be so reactive. I hope you are not in HR! :)
Cheers, Innovation 🌟
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Certainly! Here is the corrected version of the user's input with proper spelling, grammar, punctuation, and paragraph formatting:
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🌟🌟🌟
Anyways, what is the need to make the candidate comfortable? Because, anyways, even the candidate knows that he is in an interview and he is already prepared for the round 😄😄. I have just highlighted the common sense, which seems to be lacking in most HR professionals. Once the candidate is selected by the Department Head, HR cannot and should not reject the candidate. If the department head rejects the candidate, HR simply informs the decision of the department head to the candidate. So, in recruitment, HR is just an agent or facilitator 😊😊.
---
From India, Pune
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---
🌟🌟🌟
Anyways, what is the need to make the candidate comfortable? Because, anyways, even the candidate knows that he is in an interview and he is already prepared for the round 😄😄. I have just highlighted the common sense, which seems to be lacking in most HR professionals. Once the candidate is selected by the Department Head, HR cannot and should not reject the candidate. If the department head rejects the candidate, HR simply informs the decision of the department head to the candidate. So, in recruitment, HR is just an agent or facilitator 😊😊.
---
From India, Pune
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I have also noticed that when I go for an interview, that's the first question they ask and that's the question where I work also asks. Many times the HR goes through the candidates' CV during the interview to make sure what you are saying and doing in your work is written in it. I agree with Asha that many times your CV is not written by the same person but by a professional.
For example, recently there was a video conference with my client and the candidates, and when the HR asked one of them to take them through the profile and what she has done, the candidate started turning pages on her CV and also forgot the places she worked for. It really looked bad. Immediately, you could make out that she did not know what was written in her CV.
From India, Mumbai
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For example, recently there was a video conference with my client and the candidates, and when the HR asked one of them to take them through the profile and what she has done, the candidate started turning pages on her CV and also forgot the places she worked for. It really looked bad. Immediately, you could make out that she did not know what was written in her CV.
From India, Mumbai
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Dear Ravi,
I have seen many of your posts. It really sets you apart from others. I want to know more about you. What do you think?
My email address is sojuloyola@yahoo.com. I may not be a very senior person, most probably I would be very junior to you. I want to know more about your success stories. What do you think? :-P
Thank you.
From India, Kochi
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I have seen many of your posts. It really sets you apart from others. I want to know more about you. What do you think?
My email address is sojuloyola@yahoo.com. I may not be a very senior person, most probably I would be very junior to you. I want to know more about your success stories. What do you think? :-P
Thank you.
From India, Kochi
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Hi Mr. Ravi,
Your views are something different, but your replies and views are very straightforward.
May I ask a question?
Have you prepared your resume on your own at your starting stage?
You might have made modifications to someone else's resume?
A resume never truly reflects a candidate's efficiency or talent. Especially in a resume, we can only see his/her written skills and not much more.
What about communication skills?
You may wonder why this question only? By asking this question, HR can compare the candidate's written skills with their communication skills and simultaneously analyze the candidate's attitude and genuineness.
I may not be a very experienced person, but based on my knowledge as an HR, we can ask this question.
One more thing I have clearly understood is that you have a very negative opinion about HRs because you have concluded that all HRs are selfish, arrogant, stupid, and harass the candidates, etc.
There might be some HRs like that, but you should not generalize and treat all HRs the same way.
I read on this site that someone has compared HR with a mother, and you also compared it to a toilet house. Both comparisons are valid. In this, you have used a negative example to show how important HR is, but someone else said the same thing with a different comparison. This reflects the candidate's attitude.
Regards,
UDAY
From India, Hyderabad
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Your views are something different, but your replies and views are very straightforward.
May I ask a question?
Have you prepared your resume on your own at your starting stage?
You might have made modifications to someone else's resume?
A resume never truly reflects a candidate's efficiency or talent. Especially in a resume, we can only see his/her written skills and not much more.
What about communication skills?
You may wonder why this question only? By asking this question, HR can compare the candidate's written skills with their communication skills and simultaneously analyze the candidate's attitude and genuineness.
I may not be a very experienced person, but based on my knowledge as an HR, we can ask this question.
One more thing I have clearly understood is that you have a very negative opinion about HRs because you have concluded that all HRs are selfish, arrogant, stupid, and harass the candidates, etc.
There might be some HRs like that, but you should not generalize and treat all HRs the same way.
I read on this site that someone has compared HR with a mother, and you also compared it to a toilet house. Both comparisons are valid. In this, you have used a negative example to show how important HR is, but someone else said the same thing with a different comparison. This reflects the candidate's attitude.
Regards,
UDAY
From India, Hyderabad
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Dear Ravi,
Well, next time you come across this question, rather than thinking HR folks are stupid enough to ask silly questions, maybe you could look at it from two angles:
1) CV formats are available all over the internet, so people just edit their details and are happy with good quality CVs; but you should look at the covering letter they come up with. Instantaneously, the gap between the CV and the letter becomes apparent. People in recruitment have experienced laughing at such CVs, and believe me, it provides good entertainment. So, to gauge that difference, the most ideal question is to introduce yourself. You'd be surprised to know quite a high number of candidates aren't aware of what they've filled in their CVs, or they start stuttering.
2) There's more of a technical side involved. Nobody is interested in your life history, and your CV is properly reviewed only then do you receive calls for an interview. Employers want to know how useful you will be for them. Why should anybody hire you just because you attended a prestigious school or college? Only when you can sell yourself and your competencies will it make business sense to them. So, ideally speaking, instead of the usual ramble about school/college/percentage/parents/background, which is already before them in black and white, showcase your experience and skills. Share what you've learned so far and how you can bring about a change or evolution in their working style that benefits them. I hope, Prashant, that you can also take heed. With 13 years of experience behind you and being a Symbi product, your learning must be extraordinary. In fact, if you've noticed, in these recession times, numerous newspaper articles and forums on the internet are discussing the technicalities behind "Tell me about yourself." Maybe going through some of them could give you a better idea.
Thank you.
From India, Bangalore
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Well, next time you come across this question, rather than thinking HR folks are stupid enough to ask silly questions, maybe you could look at it from two angles:
1) CV formats are available all over the internet, so people just edit their details and are happy with good quality CVs; but you should look at the covering letter they come up with. Instantaneously, the gap between the CV and the letter becomes apparent. People in recruitment have experienced laughing at such CVs, and believe me, it provides good entertainment. So, to gauge that difference, the most ideal question is to introduce yourself. You'd be surprised to know quite a high number of candidates aren't aware of what they've filled in their CVs, or they start stuttering.
2) There's more of a technical side involved. Nobody is interested in your life history, and your CV is properly reviewed only then do you receive calls for an interview. Employers want to know how useful you will be for them. Why should anybody hire you just because you attended a prestigious school or college? Only when you can sell yourself and your competencies will it make business sense to them. So, ideally speaking, instead of the usual ramble about school/college/percentage/parents/background, which is already before them in black and white, showcase your experience and skills. Share what you've learned so far and how you can bring about a change or evolution in their working style that benefits them. I hope, Prashant, that you can also take heed. With 13 years of experience behind you and being a Symbi product, your learning must be extraordinary. In fact, if you've noticed, in these recession times, numerous newspaper articles and forums on the internet are discussing the technicalities behind "Tell me about yourself." Maybe going through some of them could give you a better idea.
Thank you.
From India, Bangalore
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Dear Friend,
"Tell me about yourself?" is a very basic question. However, I don't think that an HR person who is not interested in viewing the CV would ask this sort of question. Through this question, you can understand the person - their communication style, way of talking, and attitude.
In the case of a walk-in interview where many candidates are coming for the interview, you can shortlist the candidates in a short time period.
From India, New+Delhi
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"Tell me about yourself?" is a very basic question. However, I don't think that an HR person who is not interested in viewing the CV would ask this sort of question. Through this question, you can understand the person - their communication style, way of talking, and attitude.
In the case of a walk-in interview where many candidates are coming for the interview, you can shortlist the candidates in a short time period.
From India, New+Delhi
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Hi,
I found this discussion quite interesting as there are very different points of view. My opinion comes from two different positions: as a candidate, when I participated in a number of interviews, and as an HR professional myself on how I behave with potential candidates.
I agree that quite often, maybe in large organizations, maybe in our country, I don't know... but HR representatives I met during some of the interviews were really arrogant, selfish, and unfair. There were a few interviews which I didn't pass, and nobody explained to me the reasons, even though I was very confident and sure of my presentation skills. This lack of feedback is the main reason why people start feeling negative about HR, as it was also pointed out in some comments. I empathize with these individuals as I have experienced the same feelings.
Now, working as an HR professional myself, I try not to make the same mistakes and aim to treat people I interview fairly, with respect, and encourage candidates to feel comfortable. When candidates feel at ease, they tend to showcase their full potential. For those who do not pass, I provide explanations. Recently, due to such an approach, we found a candidate who was exceptional, to the extent that even the Chief of Police was amazed at how we discovered her.
We should always respect people and not look down on them if they are unemployed. Life is unpredictable, and no one knows what may happen to them tomorrow.
From Azerbaijan, Baku
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I found this discussion quite interesting as there are very different points of view. My opinion comes from two different positions: as a candidate, when I participated in a number of interviews, and as an HR professional myself on how I behave with potential candidates.
I agree that quite often, maybe in large organizations, maybe in our country, I don't know... but HR representatives I met during some of the interviews were really arrogant, selfish, and unfair. There were a few interviews which I didn't pass, and nobody explained to me the reasons, even though I was very confident and sure of my presentation skills. This lack of feedback is the main reason why people start feeling negative about HR, as it was also pointed out in some comments. I empathize with these individuals as I have experienced the same feelings.
Now, working as an HR professional myself, I try not to make the same mistakes and aim to treat people I interview fairly, with respect, and encourage candidates to feel comfortable. When candidates feel at ease, they tend to showcase their full potential. For those who do not pass, I provide explanations. Recently, due to such an approach, we found a candidate who was exceptional, to the extent that even the Chief of Police was amazed at how we discovered her.
We should always respect people and not look down on them if they are unemployed. Life is unpredictable, and no one knows what may happen to them tomorrow.
From Azerbaijan, Baku
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Dear Mr. Ravi,
It's really sad to see a professional behave and comment in such ridiculous ways. Believe me (and I don't care even if you don't), such attitude and rigidity suck big time! Professionalism is just a means of adding some discipline to one's life along with things he/she likes to do. A career interest is developed and created. It's not something you pick up from the pavement. And even if it's not something you wanted to do, eventually you started liking it; only then do people do good jobs. Else, you're an inactive worker contributing to labor loss hours of the organization.
From India, Bangalore
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It's really sad to see a professional behave and comment in such ridiculous ways. Believe me (and I don't care even if you don't), such attitude and rigidity suck big time! Professionalism is just a means of adding some discipline to one's life along with things he/she likes to do. A career interest is developed and created. It's not something you pick up from the pavement. And even if it's not something you wanted to do, eventually you started liking it; only then do people do good jobs. Else, you're an inactive worker contributing to labor loss hours of the organization.
From India, Bangalore
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Hi Asha,
This is unexpected from you, even if I do not agree with Mr. Ravi that the HR Executive has been waiting for him with a red carpet and an offer letter. Anyway, it's time to address all these behavioral disorders.
From India, Gurgaon
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This is unexpected from you, even if I do not agree with Mr. Ravi that the HR Executive has been waiting for him with a red carpet and an offer letter. Anyway, it's time to address all these behavioral disorders.
From India, Gurgaon
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see HR round is more informal.. their second question is based on the answer you give to first one. in such interviews, presenting ourselves is quite common man. venu
From India, Hyderabad
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From India, Hyderabad
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Guys lets just stick to the topic instead of pounding Mr Ravi. He is just a common attention seeker, let him be and ignore him. Cheers, Devashish.
From United States, Schaumburg
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From United States, Schaumburg
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Dear, A persons attitude varies with his experiences. Its not their problem basically. We HR folks hould understand all the facts.
From India, Kochi
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From India, Kochi
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When the question "Tell me something about yourself" is asked, the objective is to find out things that are not mentioned in your resume. Something that would help you in establishing how you are suitable for the position you are applying for. Your work experience and academic information are fine, but how exactly would you fit in the organizational culture? If you have just two or three pages about yourself, depending upon the length of your resume, I do not think it's great! :-)
From India, Delhi
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From India, Delhi
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You are very right Mr. Rai, we noticed most often that Mr. Ravi responded so irritatively, any way I would like to add some hints related with topics;
1. Tell me about yourself:
The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.
2. Why did you leave your last job?
Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.
3. What experience do you have in this field?
Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
4. Do you consider yourself successful?
You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.
5. What do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.
6. What do you know about this organization?
This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?
7. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.
8. Are you applying for other jobs?
Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.
9. Why do you want to work for this organization?
This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals.
10. Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought
of.
11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, that’s a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.
12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.
13. How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job.
14. Have you ever had to fire anyone? How did you feel about that?
This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in
force.
15. What is your philosophy towards work?
The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That's the type of answer that works best here. Short and positive, showing a benefit to the organization.
16. If you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.
17. Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.
18. Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.
19. Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.
20. Tell me about a suggestion you have made
Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.
21. What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.
22. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude
23. Tell me about your dream job.
Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can't wait to get to work.
24. Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.
25. What are you looking for in a job?
See answer # 23
26. What kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.
27. What is more important to you: the money or the work?
Money is always important, but the work is the most important. There is no better answer.
28. What would your previous supervisor say your strongest point is?
There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver
29. Tell me about a problem you had with a supervisor
Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.
30. What has disappointed you about a job?
Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.
31. Tell me about your ability to work under pressure.
You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.
32. Do your skills match this job or another job more closely?
Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.
33. What motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition
34. Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.
35. How would you know you were successful on this job?
Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success. Your boss tell you that you are successful
36. Would you be willing to relocate if required?
You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems
later on in your career. Be honest at this point and save yourself future grief.
37. Are you willing to put the interests of the organization ahead of your own?
This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.
38. Describe your management style.
Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational
style is safe, because it says you will manage according to the situation, instead of one size fits all.
39. What have you learned from mistakes on the job?
Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and
thus throwing coordination off.
40. Do you have any blind spots?
Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.
41. If you were hiring a person for this job, what would you look for?
Be careful to mention traits that are needed and that you have.
42. Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well qualified for the position.
43. How do you propose to compensate for your lack of experience?
First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.
44. What qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.
45. Tell me about a time when you helped resolve a dispute between others.
Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.
46. What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.
47. Describe your work ethic.
Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.
48. What has been your biggest professional disappointment?
Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.
49. Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.
50. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? And what type of projects will I be able to assist on? Are examples.
Hope you all like it,except ravi
Regards
From India, Gurgaon
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1. Tell me about yourself:
The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.
2. Why did you leave your last job?
Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.
3. What experience do you have in this field?
Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
4. Do you consider yourself successful?
You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.
5. What do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.
6. What do you know about this organization?
This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?
7. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.
8. Are you applying for other jobs?
Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.
9. Why do you want to work for this organization?
This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals.
10. Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought
of.
11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, that’s a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.
12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.
13. How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job.
14. Have you ever had to fire anyone? How did you feel about that?
This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in
force.
15. What is your philosophy towards work?
The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That's the type of answer that works best here. Short and positive, showing a benefit to the organization.
16. If you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.
17. Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.
18. Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.
19. Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.
20. Tell me about a suggestion you have made
Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.
21. What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.
22. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude
23. Tell me about your dream job.
Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can't wait to get to work.
24. Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.
25. What are you looking for in a job?
See answer # 23
26. What kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.
27. What is more important to you: the money or the work?
Money is always important, but the work is the most important. There is no better answer.
28. What would your previous supervisor say your strongest point is?
There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver
29. Tell me about a problem you had with a supervisor
Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.
30. What has disappointed you about a job?
Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.
31. Tell me about your ability to work under pressure.
You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.
32. Do your skills match this job or another job more closely?
Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.
33. What motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition
34. Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.
35. How would you know you were successful on this job?
Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success. Your boss tell you that you are successful
36. Would you be willing to relocate if required?
You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems
later on in your career. Be honest at this point and save yourself future grief.
37. Are you willing to put the interests of the organization ahead of your own?
This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.
38. Describe your management style.
Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational
style is safe, because it says you will manage according to the situation, instead of one size fits all.
39. What have you learned from mistakes on the job?
Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and
thus throwing coordination off.
40. Do you have any blind spots?
Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.
41. If you were hiring a person for this job, what would you look for?
Be careful to mention traits that are needed and that you have.
42. Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well qualified for the position.
43. How do you propose to compensate for your lack of experience?
First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.
44. What qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.
45. Tell me about a time when you helped resolve a dispute between others.
Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.
46. What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.
47. Describe your work ethic.
Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.
48. What has been your biggest professional disappointment?
Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.
49. Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.
50. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? And what type of projects will I be able to assist on? Are examples.
Hope you all like it,except ravi
Regards
From India, Gurgaon
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Dear All,
Asking these strategic questions is for identifying the communication skills of the candidate to a great extent - how clearly and precisely he can communicate his ideas. Communication means not only oral but also the body language he uses to express his ideas. HR personnel can understand the candidate's attitude, nervousness, confidence, pleasantness, motivation level, and real interest through this particular question.
A personal interview allows the candidate to speak more than the interviewer. Everything is there in the resume. Once I asked about the career objective, and the candidate couldn't even remember. How can I trust him?
Thanks,
Soju:-P
From India, Kochi
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Asking these strategic questions is for identifying the communication skills of the candidate to a great extent - how clearly and precisely he can communicate his ideas. Communication means not only oral but also the body language he uses to express his ideas. HR personnel can understand the candidate's attitude, nervousness, confidence, pleasantness, motivation level, and real interest through this particular question.
A personal interview allows the candidate to speak more than the interviewer. Everything is there in the resume. Once I asked about the career objective, and the candidate couldn't even remember. How can I trust him?
Thanks,
Soju:-P
From India, Kochi
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Hooof! 50 Tips!! Fantastic, Mnj.
That's what I call value addition. Thanks. This will surely help every visitor to this thread.
And, may your concluding line "Hope you all like it,except ravi" be an eye opener for Ravi and alike.
Prashant
From India, Delhi
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That's what I call value addition. Thanks. This will surely help every visitor to this thread.
And, may your concluding line "Hope you all like it,except ravi" be an eye opener for Ravi and alike.
Prashant
From India, Delhi
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so u mean the HR should ask the following questions and the candidate should ratta the answers and vomit it to the HR ,, well well really nice ,, if this is what you expect from the candidate to vomit some readymade answers then your interview is not less than any simple exam where a candidate rattas answers and writes the paper...
and about the attitude of candidate and his loyalty how far you think you can judge the mentality of candidate, as if you are god or what in that half hour you can decide as if the candidate gonna be loyal or not, what you HR know about human psycology and human behaviour.
From India, Pune
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and about the attitude of candidate and his loyalty how far you think you can judge the mentality of candidate, as if you are god or what in that half hour you can decide as if the candidate gonna be loyal or not, what you HR know about human psycology and human behaviour.
From India, Pune
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It's not about being God, but using the brain. He may not be God, but definitely is the God of that process, boss. And if you can't predict human psychology, don't think others are like you. As it is, it is not an HR's business to keep proving to you that he/she is much better than you think they are. They have better things to do.
"So you mean the HR should ask the following questions, and the candidate should rote learn the answers and regurgitate them to the HR? Well, well, really nice. If this is what you expect from the candidate, to regurgitate some ready-made answers, then your interview is not less than any simple exam where a candidate memorizes answers and writes the paper.
About the attitude of the candidate and his loyalty, how far do you think you can judge the mentality of the candidate? Are you a god or what, that in that half-hour you can decide if the candidate is going to be loyal or not? What do you HR professionals know about human psychology and human behavior?"
From India, Madras
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"So you mean the HR should ask the following questions, and the candidate should rote learn the answers and regurgitate them to the HR? Well, well, really nice. If this is what you expect from the candidate, to regurgitate some ready-made answers, then your interview is not less than any simple exam where a candidate memorizes answers and writes the paper.
About the attitude of the candidate and his loyalty, how far do you think you can judge the mentality of the candidate? Are you a god or what, that in that half-hour you can decide if the candidate is going to be loyal or not? What do you HR professionals know about human psychology and human behavior?"
From India, Madras
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This is the basic question that helps the interviewer to analyze the person to some extent by evaluating his communication skills, attitude, presentation, and verifying whether what the person is saying aligns with his CV or not.
From India, Hyderabad
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From India, Hyderabad
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However irritating Ravi's responses may be to this thread, one thing is for sure, his irritating replies are bringing out better thoughts from thoughtful and mature members here. Thanks to them.
And thank you so much, Ravi. Keep irritating us with your never-say-die attitude.
Prashant
From India, Delhi
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And thank you so much, Ravi. Keep irritating us with your never-say-die attitude.
Prashant
From India, Delhi
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Hi Ravi,
I have a strong doubt that you are from HR arena. Could you please shed some light on my query with a calm mind? And of course, don't mind. As far as human psychology and human behavior go, if you have knowledge, kindly share it with us.
Do you have any questions for me? Always have some questions prepared. Prepared questions where you will be an asset to the organization are good. Examples are: How soon will I be able to be productive? And what type of projects will I be able to assist on?
Hope you all like it, except Ravi.
Regards
From India, Gurgaon
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I have a strong doubt that you are from HR arena. Could you please shed some light on my query with a calm mind? And of course, don't mind. As far as human psychology and human behavior go, if you have knowledge, kindly share it with us.
Do you have any questions for me? Always have some questions prepared. Prepared questions where you will be an asset to the organization are good. Examples are: How soon will I be able to be productive? And what type of projects will I be able to assist on?
Hope you all like it, except Ravi.
Regards
From India, Gurgaon
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Another purpose of asking about the candidate in an interview is to eliminate fake candidates (with fake profiles, experiences, projects, salaries, locations, etc.) and thus reduce the costs associated with training, reference checks, and other formalities. If a candidate is fake, they will exhibit numerous nonverbal signals, appear hesitant, and frequently ask to have questions repeated.
Cheers,
Devashish.
From United States, Schaumburg
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Cheers,
Devashish.
From United States, Schaumburg
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Hi, Prashant. When I asked this question to a candidate, it did not mean that I have not seen the candidate's resume. This question serves as a means to know not only the professional qualifications of the candidate but also their family background, role models, beliefs, and attitude towards life. This question helps me judge their overall personality, including communication skills and perception.
Correct me if I am wrong.
From India, New Delhi
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Correct me if I am wrong.
From India, New Delhi
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Interview is the level for an individual to get into a job and with a company and marriage is getting into life spectrum. Noway, they have inter connections and should not be compared. kb
From India, Madras
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From India, Madras
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Don't comment and deviate from the topic.
As I clarified with you earlier: Both contexts are different, but the level of importance is the same. Ignoring "tell me about yourself" is what we are talking about.
From India, Madras
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As I clarified with you earlier: Both contexts are different, but the level of importance is the same. Ignoring "tell me about yourself" is what we are talking about.
From India, Madras
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Friends,
I feel it's an introductory question to bring the candidate in comfort initially. Obviously, it also gives some glimpse of his/her personality, communication skills, etc. It helps the interviewer as well as the candidate. You never know from which background the candidate is coming.
Though it's never been a mandatory question, it depends upon the interviewer. Anyways, Prashant must be overloaded with responses, but it's nice to see so many replies.
Goodbye,
Rahul
From India, Mumbai
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I feel it's an introductory question to bring the candidate in comfort initially. Obviously, it also gives some glimpse of his/her personality, communication skills, etc. It helps the interviewer as well as the candidate. You never know from which background the candidate is coming.
Though it's never been a mandatory question, it depends upon the interviewer. Anyways, Prashant must be overloaded with responses, but it's nice to see so many replies.
Goodbye,
Rahul
From India, Mumbai
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Dear Mr. Das,
Requesting you all to note that until and unless we go through the CVs and complete the screening process, we may not be calling the candidates for interviews. The reason behind asking this question is that even though the candidate is experienced, when the candidate is sitting in front of new people, it takes some time for them to adjust and come to normalcy. Therefore, it is beneficial to know each other.
During the interview, the interviewer expects to learn more about the candidate's family as they are already aware of the candidate's qualifications, previous workplaces, age, etc. By asking about the candidate's family, the interviewer anticipates that the candidate will elaborate more on this topic and share some information about themselves. This allows the interviewer to assess the candidate's body language, confidence levels, speech and communication skills, logical thinking, the correlation between thinking and expression, and sequences, among other things.
In my opinion, this approach helps in reducing stress and curiosity, creating a cordial and friendly atmosphere in the interview chamber. A true assessor should begin assessing the candidate from the moment they arrive, observing how they knock on the door, how they greet, whether they wait for the team to offer a chair or take the initiative to sit, their posture, how they seek clarification if they do not understand a question, and so on.
Interviewing is an art, and there is nothing wrong with asking different types of questions as long as there is a reason behind it. Ultimately, it is up to you and the organization to derive the benefits by selecting the right fit.
Regards,
Kameswarao
From India, Hyderabad
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Requesting you all to note that until and unless we go through the CVs and complete the screening process, we may not be calling the candidates for interviews. The reason behind asking this question is that even though the candidate is experienced, when the candidate is sitting in front of new people, it takes some time for them to adjust and come to normalcy. Therefore, it is beneficial to know each other.
During the interview, the interviewer expects to learn more about the candidate's family as they are already aware of the candidate's qualifications, previous workplaces, age, etc. By asking about the candidate's family, the interviewer anticipates that the candidate will elaborate more on this topic and share some information about themselves. This allows the interviewer to assess the candidate's body language, confidence levels, speech and communication skills, logical thinking, the correlation between thinking and expression, and sequences, among other things.
In my opinion, this approach helps in reducing stress and curiosity, creating a cordial and friendly atmosphere in the interview chamber. A true assessor should begin assessing the candidate from the moment they arrive, observing how they knock on the door, how they greet, whether they wait for the team to offer a chair or take the initiative to sit, their posture, how they seek clarification if they do not understand a question, and so on.
Interviewing is an art, and there is nothing wrong with asking different types of questions as long as there is a reason behind it. Ultimately, it is up to you and the organization to derive the benefits by selecting the right fit.
Regards,
Kameswarao
From India, Hyderabad
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Hi Ravi,
To say "tell me about yourself is a stupid question" is silly. There are thousand ways how we can assess the candidates. One of them is how they communicate and express themselves. Many HR professionals were trained on personality traits. While the candidates are answering "tell me about yourself," many of these traits can be assessed. And... only a silly person calls others stupid and makes prejudgments. Are you one of those? :)
I hope this helps!
From Malaysia, Kuala Lumpur
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To say "tell me about yourself is a stupid question" is silly. There are thousand ways how we can assess the candidates. One of them is how they communicate and express themselves. Many HR professionals were trained on personality traits. While the candidates are answering "tell me about yourself," many of these traits can be assessed. And... only a silly person calls others stupid and makes prejudgments. Are you one of those? :)
I hope this helps!
From Malaysia, Kuala Lumpur
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The comment is well within the topic as the explanation compares marriage with interview. kb
From India, Madras
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From India, Madras
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Hi guys,
Human Psychology and Human Behavior include many elements, out of which body language and facial expressions can be observed by giving individuals a chance to speak for more than 3-4 minutes. Through this type of interaction, those who are observant can analyze effectively.
From India, Bangalore
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Human Psychology and Human Behavior include many elements, out of which body language and facial expressions can be observed by giving individuals a chance to speak for more than 3-4 minutes. Through this type of interaction, those who are observant can analyze effectively.
From India, Bangalore
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Hi friends,
A big and important discussion is going on.
I do agree with Ash, Mnj, and many other friends supporting this topic. Based on this discussion, I would like to share my experience with all.
I had gone through one CV. It was really excellent - the format of the CV, educational qualifications, and work experience were all impressive.
However, friends, when I conducted the interview with this individual, everything was exactly the opposite of what was on his profile. In my opinion, it seemed to be a pre-made CV, with only the name and address changed.
He was unable to communicate properly, and I noticed a tendency for frequent job changes.
The most surprising thing was that he had been terminated from a previous company due to poor performance (one of my friends works in that company).
So, friends, it is crucial to ask these basic questions so that we can uncover the facts. Indeed, it is necessary to pose these questions to understand the candidate's attitude, ability to accept challenges, overall behavior, willingness to learn something new, communication skills, etc.
Thanks,
Hema
From India, Mumbai
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A big and important discussion is going on.
I do agree with Ash, Mnj, and many other friends supporting this topic. Based on this discussion, I would like to share my experience with all.
I had gone through one CV. It was really excellent - the format of the CV, educational qualifications, and work experience were all impressive.
However, friends, when I conducted the interview with this individual, everything was exactly the opposite of what was on his profile. In my opinion, it seemed to be a pre-made CV, with only the name and address changed.
He was unable to communicate properly, and I noticed a tendency for frequent job changes.
The most surprising thing was that he had been terminated from a previous company due to poor performance (one of my friends works in that company).
So, friends, it is crucial to ask these basic questions so that we can uncover the facts. Indeed, it is necessary to pose these questions to understand the candidate's attitude, ability to accept challenges, overall behavior, willingness to learn something new, communication skills, etc.
Thanks,
Hema
From India, Mumbai
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Dear All,
Nice participation, and the discussion was excellent. Let us conclude this topic here. Based on the above 50+ discussions, it is clearly understood that HR can ask this question, and there is nothing wrong with that. We can test the patience level of the candidates by asking this kind of question.
When we ask a repeated question, if he gets irritated like Mr. XYZ, his patience level is very low, or giving answers obediently means he has very good patience. From another perspective, we can check the confidence level of the candidate. The confidence level varies from a known question to an unknown question. So, finally, HR can ask this kind of question, but it depends on the situation.
Don't waste time continuing or prolonging this discussion; instead, let us discuss a different topic.
Regards,
UDAY
From India, Hyderabad
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Nice participation, and the discussion was excellent. Let us conclude this topic here. Based on the above 50+ discussions, it is clearly understood that HR can ask this question, and there is nothing wrong with that. We can test the patience level of the candidates by asking this kind of question.
When we ask a repeated question, if he gets irritated like Mr. XYZ, his patience level is very low, or giving answers obediently means he has very good patience. From another perspective, we can check the confidence level of the candidate. The confidence level varies from a known question to an unknown question. So, finally, HR can ask this kind of question, but it depends on the situation.
Don't waste time continuing or prolonging this discussion; instead, let us discuss a different topic.
Regards,
UDAY
From India, Hyderabad
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Dear Sir,
You are more senior than me, but I would like to mention that the answer to this question is that you should only provide details about your academic background, your abilities, your work experience, your current employer's job profile, any projects you have worked on, either in an institute or any organization.
I believe these details would be more suitable for answering this question.
Thank you,
Rajesh Verma
From India, Calcutta
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You are more senior than me, but I would like to mention that the answer to this question is that you should only provide details about your academic background, your abilities, your work experience, your current employer's job profile, any projects you have worked on, either in an institute or any organization.
I believe these details would be more suitable for answering this question.
Thank you,
Rajesh Verma
From India, Calcutta
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Hello Mr. Kupuswamy,
Can you explain us what is the actual definition of marriage, if you really go through, you will feel that when you are going to interview somewhere its just like marriage; because its you feel impact of marriage and service will be similar. In today scenario we are discussing regarding work – life balance. It’s why people go crazy / choosey while going out for an interview because if you are selected, you are going to spare most valuable time of your life, that you cannot spare with you family. Also your social life depends on your business life as far as your time / money/ events are concerned. You can imagine if both husband and wife are working what happen to their families and social life; it’s very easy to understand what we are today its not because of our contributions to the society. Its cycle and we have to complete this carefully & successfully to get remembered by our next generations.
Hope you understand if not need some more clarifications from board moderators.
From India, Gurgaon
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Can you explain us what is the actual definition of marriage, if you really go through, you will feel that when you are going to interview somewhere its just like marriage; because its you feel impact of marriage and service will be similar. In today scenario we are discussing regarding work – life balance. It’s why people go crazy / choosey while going out for an interview because if you are selected, you are going to spare most valuable time of your life, that you cannot spare with you family. Also your social life depends on your business life as far as your time / money/ events are concerned. You can imagine if both husband and wife are working what happen to their families and social life; it’s very easy to understand what we are today its not because of our contributions to the society. Its cycle and we have to complete this carefully & successfully to get remembered by our next generations.
Hope you understand if not need some more clarifications from board moderators.
From India, Gurgaon
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Hi there,
It's true... I'm fed up of answering this question 😳, but at the same time, I think it is one of the important questions, at least to get started with. Another thing is that it's presumed by most of the candidates that HR's first question would be an introduction. While answering this question, the candidate feels more confident and comfortable in the interview process...! I don't know how? 🤔
From India, Pune
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It's true... I'm fed up of answering this question 😳, but at the same time, I think it is one of the important questions, at least to get started with. Another thing is that it's presumed by most of the candidates that HR's first question would be an introduction. While answering this question, the candidate feels more confident and comfortable in the interview process...! I don't know how? 🤔
From India, Pune
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I would say this question is mainly asked because many people do not write up their resumes well or they copy from someone else. Many don't have the ability to at least explain what they have written in their resume. Even if you ask for the meaning of some terms they have included in their resume, they don't have any idea. So, I feel that maybe asking this question to every candidate who steps into the HR round is not essential. However, many don't know the answer to this very simple question, or in your words, the answer to the foolish question! :)
From India, New Delhi
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From India, New Delhi
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Dear Members,
I saw a few posts in this thread where my friends have made some personal remarks. While we can see it in the posts, I don't want to name them. We are supposed to set an example as HR professionals, at least in terms of etiquette.
Beyond this, I would like to request that personal comments not be made. This is not the way. If anyone wants to make a personal comment, they can go to the person's profile and leave a message there.
This is what I wanted to express. Our forum is very useful and professional; let's not spoil it.
Regards, Sandeep Kulkarni
From India, Vadodara
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I saw a few posts in this thread where my friends have made some personal remarks. While we can see it in the posts, I don't want to name them. We are supposed to set an example as HR professionals, at least in terms of etiquette.
Beyond this, I would like to request that personal comments not be made. This is not the way. If anyone wants to make a personal comment, they can go to the person's profile and leave a message there.
This is what I wanted to express. Our forum is very useful and professional; let's not spoil it.
Regards, Sandeep Kulkarni
From India, Vadodara
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Not just becuase even I mentioned abt it - as a joke to make the thread more lighter.
But in reality - What is seen on candidate resume. (not everyone).. and what the marriage people create as BioData (not everyone) - have false statement.
Always - asking and trying to know more abt the person is essential - rather than just believe what was written on the paper. Even if they are reciting whats on paper - clever people can find while interacting if the person is lying or not.
If you cant find if the statements while discussing face-face are tru or not, I dont want to mention the opposite of the word clever here - U know what I mean!
Thanks Tiwari - You have understood it perfectly. At least - I believe so
From India, Madras
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But in reality - What is seen on candidate resume. (not everyone).. and what the marriage people create as BioData (not everyone) - have false statement.
Always - asking and trying to know more abt the person is essential - rather than just believe what was written on the paper. Even if they are reciting whats on paper - clever people can find while interacting if the person is lying or not.
If you cant find if the statements while discussing face-face are tru or not, I dont want to mention the opposite of the word clever here - U know what I mean!
Thanks Tiwari - You have understood it perfectly. At least - I believe so
From India, Madras
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Dear Friends,
I think this is more of a request than a question. Although the candidate has provided a brief detail of himself in his resume, these few words can put him on the spot in a way no question can. Consider the response of the candidate to this question as a commercial that sells an autobiography.
Regards,
From Australia, Melbourne
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I think this is more of a request than a question. Although the candidate has provided a brief detail of himself in his resume, these few words can put him on the spot in a way no question can. Consider the response of the candidate to this question as a commercial that sells an autobiography.
Regards,
From Australia, Melbourne
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I so agree with Ash.
Ravi, it's nice the way your comments can stretch any and every topic. Though I don't agree with your comment 99% of the time, I won't lie, I enjoy reading them. Really ANNOYING at times! - Ketaky
From India, Delhi
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Ravi, it's nice the way your comments can stretch any and every topic. Though I don't agree with your comment 99% of the time, I won't lie, I enjoy reading them. Really ANNOYING at times! - Ketaky
From India, Delhi
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Hi Prashant,
Greetings for the day!
I think your answer is really good, but you can include some more content as Asha has suggested.
Ravi,
I am really disappointed by the way you replied or reacted to this topic. I believe HR personnel should remain composed when addressing any topic or issue. Please do not take offense, but I think you need to respond with more composure and in a more pleasant manner.
Asha,
Hats off to you! I regularly read through all your replies, and I find all your suggestions and answers awesome. Trust me, I completely agree with your suggestions and answers.
Regards,
Ram
Sr. Executive
H.R
From India, Mumbai
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Greetings for the day!
I think your answer is really good, but you can include some more content as Asha has suggested.
Ravi,
I am really disappointed by the way you replied or reacted to this topic. I believe HR personnel should remain composed when addressing any topic or issue. Please do not take offense, but I think you need to respond with more composure and in a more pleasant manner.
Asha,
Hats off to you! I regularly read through all your replies, and I find all your suggestions and answers awesome. Trust me, I completely agree with your suggestions and answers.
Regards,
Ram
Sr. Executive
H.R
From India, Mumbai
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Hi, I am working as a payroll executive i want to know that payroll comes under accouns or HR
From India, Thana
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From India, Thana
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"Tell me about yourself" doesn't mean your family background, your previous studies, etc. Just make them aware of your capabilities, your work profile, your strengths, and the positives of what they can achieve by hiring you.
SK
From India, Delhi
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SK
From India, Delhi
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Hi Can Any one guide me as what could be the reason recruter asking question "tell me about your carrier and exp so far"What all thing they means to know and focus ?????????
From India, Mumbai
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From India, Mumbai
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I can add one ppt and think its helping in clearing doubts regarding interviews Hope you all like it Regards
From India, Gurgaon
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From India, Gurgaon
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Dear All,
One smart person, by adopting a negative approach, worked as a catalyst in inducing the chain reaction from all of us. He is the one who channelized our thought process by hitting our ego, resulting in such a discussion. I have seen his shared documents, and I'm very sure that he is not a fool to comment in such a way without any reason. Thanks to him.
Thanks to all for your contribution.
From India, Gurgaon
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One smart person, by adopting a negative approach, worked as a catalyst in inducing the chain reaction from all of us. He is the one who channelized our thought process by hitting our ego, resulting in such a discussion. I have seen his shared documents, and I'm very sure that he is not a fool to comment in such a way without any reason. Thanks to him.
Thanks to all for your contribution.
From India, Gurgaon
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Hi... Hope this document is relevent to this discussion. regards vanaja
From India
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From India
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Have you ever gone for a railway journey alone when no friend is with you? Haven't you? What do you do when you are alone? Do you start talking with your fellow passengers? Isn't it? How do you start your talk? Do you ever start with a question like "What do you think about life?" or "What do you think about politics?" or "What do you think about Obama?" Obviously, you don't start with such questions. And how will you respond if someone starts like this with you?
We often start talking with a simple question. "Where are you going?" Same with the interviews. This question is the best way to start an interview. In an interview, the interviewee and interviewer both are strangers so this gives a chance to both to become comfortable. But you know what the problem with this question is? Most of the answers are the same, there may be some substitutes for this question.
From India, Pune
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We often start talking with a simple question. "Where are you going?" Same with the interviews. This question is the best way to start an interview. In an interview, the interviewee and interviewer both are strangers so this gives a chance to both to become comfortable. But you know what the problem with this question is? Most of the answers are the same, there may be some substitutes for this question.
From India, Pune
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Thank God that there are few intellectual members like Ash Mathew in Cite Hr who have understanding and knowledge of HR.... or else members like…. need not to mention the name... who just feel HR is agent.... I really feel sad on their understanding about HR... the only thing is that they are not from HR... or they have never been a part of interview panel member.....
HR is playing a very major role in accomplishment of Organizations Mission.
Now coming to the question <Tell me about yourself?>
This question is asked by HR n even by Technical member to open up the discussion..... I feel if we are not going to ask informal ques... n make him <applicant>comfortable... there are chances we may lose a deserving candidate....
n 2ndly if person cant speak about himself for….. how he can do the justification with his assignments....
It has been observed that applicants mention n number of things in CV but actually they don’t have the exposure n when we probe them they are out of words….
From India, Mumbai
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HR is playing a very major role in accomplishment of Organizations Mission.
Now coming to the question <Tell me about yourself?>
This question is asked by HR n even by Technical member to open up the discussion..... I feel if we are not going to ask informal ques... n make him <applicant>comfortable... there are chances we may lose a deserving candidate....
n 2ndly if person cant speak about himself for….. how he can do the justification with his assignments....
It has been observed that applicants mention n number of things in CV but actually they don’t have the exposure n when we probe them they are out of words….
From India, Mumbai
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Dear Prashant Ji,
It is too hard to answer this very simple question because the interviewer is trying to understand your personality through that kind of question. Psychologically, these questions identify your ability to work and your maturity. You can make it easier by adding your experience and achievements; they can help groom your answer.
From India, Bhopal
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It is too hard to answer this very simple question because the interviewer is trying to understand your personality through that kind of question. Psychologically, these questions identify your ability to work and your maturity. You can make it easier by adding your experience and achievements; they can help groom your answer.
From India, Bhopal
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Debate is good. To determine whether it is an appropriate question to ask in an interview, we need to understand the purpose of the interview. An interview is used to assess whether the candidate is the right fit for the open position. In order to do this, we need to access a few areas:
1) Does the candidate have the skills and abilities to do the work?
2) Will the candidate fit in with the culture of the organization?
3) Is the candidate at the right level for the position? i.e. not underqualified, not overqualified.
4) History of the candidate. The past is the best predictor of the future.
In order to get a good understanding of the candidate, it is important to build rapport.
Now, for the question, "Tell me about yourself?", what purpose does it serve?
It does a couple of things. It helps to start the conversation with the candidate, builds rapport, and validates the information on the resume. Validating information on the resume is crucial to good recruiting. Resumes are sales tools filled with fact and fiction, and a competent interviewer is tasked with the responsibility to get to the facts.
So Ravi, I have to disagree with you. "Tell me about yourself?" is a valid interviewing question that builds rapport as well as helps to validate information from the resume.
From Canada, London
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1) Does the candidate have the skills and abilities to do the work?
2) Will the candidate fit in with the culture of the organization?
3) Is the candidate at the right level for the position? i.e. not underqualified, not overqualified.
4) History of the candidate. The past is the best predictor of the future.
In order to get a good understanding of the candidate, it is important to build rapport.
Now, for the question, "Tell me about yourself?", what purpose does it serve?
It does a couple of things. It helps to start the conversation with the candidate, builds rapport, and validates the information on the resume. Validating information on the resume is crucial to good recruiting. Resumes are sales tools filled with fact and fiction, and a competent interviewer is tasked with the responsibility to get to the facts.
So Ravi, I have to disagree with you. "Tell me about yourself?" is a valid interviewing question that builds rapport as well as helps to validate information from the resume.
From Canada, London
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I agree with ash mathew, some candidates will not tell what they are mention in their resume. and also HR will also be observe the way of talking, and eye contact etc., cheers, venkat.
From India, Hyderabad
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From India, Hyderabad
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Hi, this can be a good question even if HR has read the CV. Just to start the interview and make the candidate comfortable, this question can be a great help. This is the question where you can lead the interview. So in the answer to this question, mention those fields in which you are really good. This may lead to the next question being about that topic.
From India, Bharat
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From India, Bharat
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I thank one and all who have participated in this discussion. Lots of insight has been given and taken by all of us. I am hopeful that I will fare well in my next interview, at least on this question.
Special thanks to Ash, Mnj, Hema, Uday, kkvanajha, AndrewNoel for making this discussion worth it. Oh, how could I forget to thank our dear friend, RAVI, without whom this discussion could have been truncated much earlier.
See you at some other value-adding discussion. Till then, take care and keep contributing.
Long live citehr! Prashant
From India, Delhi
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Special thanks to Ash, Mnj, Hema, Uday, kkvanajha, AndrewNoel for making this discussion worth it. Oh, how could I forget to thank our dear friend, RAVI, without whom this discussion could have been truncated much earlier.
See you at some other value-adding discussion. Till then, take care and keep contributing.
Long live citehr! Prashant
From India, Delhi
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I don't think it's a foolish question. This question is intended to relax the candidate so that they can become aware and familiar with the situation. It allows them to comfortably provide more accurate responses. I believe it's a good question to help the candidate relax.
Ok..
From India, Indore
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Ok..
From India, Indore
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Dear Prashant,
I have been surfing this CiteHR since last year, but I have not found much response from the participants. My special thanks to you and star participant ASHA for her beautiful responses. Thank you, madam, once again. We will meet in another discussion very soon.
Thanks once again to all, especially Mr. RAVI.
Regards,
UDAY
"I thank all who have participated in this discussion. Lots of insight has been shared by all of us. I am hopeful that I will fare well in my next interview, at least on this question. Special thanks to Ash, Mnj, Hema, Uday, kkvanajha, and AndrewNoel for making this discussion worthwhile. Oh, how could I forget to thank our dear friend, RAVI, without whom this discussion could have been truncated much earlier. See you at some other value-adding discussion. Till then, take care and keep contributing. Long live CiteHR!
Prashant"
From India, Hyderabad
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I have been surfing this CiteHR since last year, but I have not found much response from the participants. My special thanks to you and star participant ASHA for her beautiful responses. Thank you, madam, once again. We will meet in another discussion very soon.
Thanks once again to all, especially Mr. RAVI.
Regards,
UDAY
"I thank all who have participated in this discussion. Lots of insight has been shared by all of us. I am hopeful that I will fare well in my next interview, at least on this question. Special thanks to Ash, Mnj, Hema, Uday, kkvanajha, and AndrewNoel for making this discussion worthwhile. Oh, how could I forget to thank our dear friend, RAVI, without whom this discussion could have been truncated much earlier. See you at some other value-adding discussion. Till then, take care and keep contributing. Long live CiteHR!
Prashant"
From India, Hyderabad
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Hi Prashant,
Your reply dated 12:44 PM says "thank you so much Ravi. Keep irritating us with your never-say-die attitude."
I feel you shouldn't have written this line "Keep irritating us" ... Sounds bad!
You could have ended on a different note, saying "Thanks for the suggestion."
Since you have posted a query, each one of us would have a different opinion, and each one has the right to speak about it.
Please take in the inputs you require and leave the rest.
In fact, Ravi was the first one to read your query and put across his suggestion.
Please do appreciate.
From India
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Your reply dated 12:44 PM says "thank you so much Ravi. Keep irritating us with your never-say-die attitude."
I feel you shouldn't have written this line "Keep irritating us" ... Sounds bad!
You could have ended on a different note, saying "Thanks for the suggestion."
Since you have posted a query, each one of us would have a different opinion, and each one has the right to speak about it.
Please take in the inputs you require and leave the rest.
In fact, Ravi was the first one to read your query and put across his suggestion.
Please do appreciate.
From India
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Ok. Agreed, Kiran. Thanks for highlighting my mistake. I stand corrected. Sorry, Ravi. But, Kiran just search and read any 10 posts of Ravi and you'll know what goes against him.
And thank you all. It's been a wonderful thread.
From India, Delhi
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And thank you all. It's been a wonderful thread.
From India, Delhi
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Hi, I am Kannan. I need a leave policy for the NGO sector to implement in my concern. My concern is a trust. The leave policy should include any legal opinions, and please provide comments on it. Initially, I want to implement Casual leave and sick leave only. Please advise if any specific acts apply to this policy.
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I agree that this question helps HR to know about the candidate by the way he speaks, because writing is different from speaking and communication. It helps HR to select the right candidate. Keep smiling always :)
From India, Madras
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From India, Madras
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Well, Ravi... 2 points:
1. I meant to say that asking "Tell me about yourself" is as good as asking "What's up"... I am not saying that you should actually ask "What's up"... and even if I ask, I don't think anybody will answer like a loser.
2. Even if your department head has shortlisted a candidate, you have all the rights to reject a candidate if you have the right reasons. I don't know what kind of environment you are working in (no offense), but times have changed, and HR is no longer just a facilitator but a decision-maker. Well, that's another topic altogether, and I'm sure a lot would have already been discussed in this forum.
So... What's up, Dude?? :)
From India, Mumbai
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1. I meant to say that asking "Tell me about yourself" is as good as asking "What's up"... I am not saying that you should actually ask "What's up"... and even if I ask, I don't think anybody will answer like a loser.
2. Even if your department head has shortlisted a candidate, you have all the rights to reject a candidate if you have the right reasons. I don't know what kind of environment you are working in (no offense), but times have changed, and HR is no longer just a facilitator but a decision-maker. Well, that's another topic altogether, and I'm sure a lot would have already been discussed in this forum.
So... What's up, Dude?? :)
From India, Mumbai
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Prasanth, the question raised by you and the answer given by Ravi are from two different perspectives.
Ravi, I would say an introductory question like "tell me about yourself" is not to show off HR foolishness, who don't have time to read the resume, but to know how a candidate can represent themselves in person when questioned. A resume can be 10 pages long, but that doesn't mean you can finalize someone just by looking at their CV.
So, what serious questions do you want to ask? About past or present job profiles? These are already mentioned in the CV. Skill sets? Also there. Family and education? Also there. So, are you suggesting we can select a candidate without conducting an interview, solely based on their CV?
As an HR professional, you should not be so idealistic when selecting a candidate. Then why is an interview necessary? You could directly appoint candidates by just looking at their CVs on portals.
It also shows immaturity in attitude when you blame and point fingers, saying HR are fools, just because they ask this question. Sometimes, to create a relaxed atmosphere, normal questions are asked, followed by more critical ones.
For many positions, both for fresher and experienced levels, these questions are asked to extract facts not mentioned in the CV. In different ways, like for a fresher, we can directly ask, "Introduce yourself." But for an experienced candidate, it could be more like, "Well, Mr./Ms. ..., going through your CV, could you briefly describe the challenges you faced in your career?"
So, don't present your ideas as final statements, but consider what other HR professionals have to say.
This is my perception.
From India, Kochi
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Ravi, I would say an introductory question like "tell me about yourself" is not to show off HR foolishness, who don't have time to read the resume, but to know how a candidate can represent themselves in person when questioned. A resume can be 10 pages long, but that doesn't mean you can finalize someone just by looking at their CV.
So, what serious questions do you want to ask? About past or present job profiles? These are already mentioned in the CV. Skill sets? Also there. Family and education? Also there. So, are you suggesting we can select a candidate without conducting an interview, solely based on their CV?
As an HR professional, you should not be so idealistic when selecting a candidate. Then why is an interview necessary? You could directly appoint candidates by just looking at their CVs on portals.
It also shows immaturity in attitude when you blame and point fingers, saying HR are fools, just because they ask this question. Sometimes, to create a relaxed atmosphere, normal questions are asked, followed by more critical ones.
For many positions, both for fresher and experienced levels, these questions are asked to extract facts not mentioned in the CV. In different ways, like for a fresher, we can directly ask, "Introduce yourself." But for an experienced candidate, it could be more like, "Well, Mr./Ms. ..., going through your CV, could you briefly describe the challenges you faced in your career?"
So, don't present your ideas as final statements, but consider what other HR professionals have to say.
This is my perception.
From India, Kochi
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Yes, you guys are correct. The question "tell me about yourself" is asked in all interviews to test whether the candidate is true to their resume, assess their level of communication, and evaluate other aspects. There could also be cases of fake resumes, so it is not a stupid question. This question needs to be asked to test the candidate thoroughly.
Good Ravi
From India, Madras
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Good Ravi
From India, Madras
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Dear All,
I don't agree with these questions asked. Now there are finishing schools by which you can be fooled. Getting knowledge about NLP, Body Language, and Behavioral interview questions can only do the job.
I have been in HR for the last 4 years and recruited a lot of people from various countries. In my experience, what I have seen is people who are sound in technical (Mech, Civil, S/W, Accounts) are weak in communication. But in their respective fields, they are go-getters. So, based on communication skills, can we select or discard a person?
If we are selecting a person for coordination, sales, HR, Admin, the case is true; you need to check his presentation skills, communication skills, etc.
What about people producing fake certificates for interviews? Selection based on Psychometric Testing is 100% reliable? Even above all these things, if a person is determined and trained to make a fool of us (with good communication skills), will he get absorbed?
Suresh
From United Arab Emirates, Dubai
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I don't agree with these questions asked. Now there are finishing schools by which you can be fooled. Getting knowledge about NLP, Body Language, and Behavioral interview questions can only do the job.
I have been in HR for the last 4 years and recruited a lot of people from various countries. In my experience, what I have seen is people who are sound in technical (Mech, Civil, S/W, Accounts) are weak in communication. But in their respective fields, they are go-getters. So, based on communication skills, can we select or discard a person?
If we are selecting a person for coordination, sales, HR, Admin, the case is true; you need to check his presentation skills, communication skills, etc.
What about people producing fake certificates for interviews? Selection based on Psychometric Testing is 100% reliable? Even above all these things, if a person is determined and trained to make a fool of us (with good communication skills), will he get absorbed?
Suresh
From United Arab Emirates, Dubai
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Good point by Suresh, so here comes my query. If a person like me is determined and trained to make a fool of you, obviously if I am attending an interview as a candidate and you are the interviewer, do you think you will know what really is going on in my mind just by asking me, "tell me about yourself"? Because if I am excellent in my work, 90% of the interview will be cleared. I may just get rejected because of some foolish HR who does not like me, or if the HR is having a bad day, he will reject me. But if the HR is in a good mood, and I am already prepared with nice answers, maintaining excellent body language and communication skills, how will your question of "Tell me about yourself" help you, dear?
We, the people, always come up with new ideas to fool HR and get the job done. 😈😈
From India, Pune
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We, the people, always come up with new ideas to fool HR and get the job done. 😈😈
From India, Pune
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You see, HR people, you just hold on to a single point and conclude. But from your one point, there arise 1000 points. If I stopped posting in this thread, you people will happily assume that.
"Tell me about yourself" is a right question to select/reject a candidate. However, the truth is not so. "Tell me about yourself" can't help you people while dealing with experienced individuals. For people like me who excel in our work, we don't like beating around the bush. We know we are joining a company to do hard work and won't tolerate any nonsense from HR in the interview, even if it leads to rejection. I laugh when HR says that I have been rejected, as if I begged them for the job. What a joke, what a joke.
I don't understand why HR uses the word "rejected," as if the candidate is begging HR to join the company. HR advertises the job, and a candidate applies. HR can simply reply that the candidate is not suitable or does not match instead of using the word "rejection," as if HR is some significant rejector. What a joke ;)
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I have corrected the spelling, grammar, and punctuation errors in your text. I have also ensured proper paragraph formatting with single line breaks between paragraphs. Let me know if you need further assistance.
From India, Pune
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"Tell me about yourself" is a right question to select/reject a candidate. However, the truth is not so. "Tell me about yourself" can't help you people while dealing with experienced individuals. For people like me who excel in our work, we don't like beating around the bush. We know we are joining a company to do hard work and won't tolerate any nonsense from HR in the interview, even if it leads to rejection. I laugh when HR says that I have been rejected, as if I begged them for the job. What a joke, what a joke.
I don't understand why HR uses the word "rejected," as if the candidate is begging HR to join the company. HR advertises the job, and a candidate applies. HR can simply reply that the candidate is not suitable or does not match instead of using the word "rejection," as if HR is some significant rejector. What a joke ;)
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I have corrected the spelling, grammar, and punctuation errors in your text. I have also ensured proper paragraph formatting with single line breaks between paragraphs. Let me know if you need further assistance.
From India, Pune
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Dear All,
Don't get upset, Mr. Ravi, by the word "rejected." Although I don't agree with the message "Rejected," instead you can say we have found a person who is closer to our profile in terms of competencies, salary, and experience.
Suresh
From United Arab Emirates, Dubai
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Don't get upset, Mr. Ravi, by the word "rejected." Although I don't agree with the message "Rejected," instead you can say we have found a person who is closer to our profile in terms of competencies, salary, and experience.
Suresh
From United Arab Emirates, Dubai
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Dear All,
What are we discussing, and with whom, and why, and how can anyone intrude and blame HR due to a simple question arising from his or the candidate's personal opinion about their pre-conceived notions about HR? Nobody has the right to abuse the HR profession for whatever reasons.
It is beyond the scope and understanding of a candidate to know what HR processes are followed in interviewing a candidate and final selection, whether it is based on the judgment of a panel of interviewers or a skills test/questionnaire and subsequent verification of the candidate's background.
Companies invite candidates based on the shortlisting of CVs against their requirements, and candidates attend interviews due to their need to explore better opportunities; no one is obligating anyone.
It is the accountability of the HR Head to place the right people in the right jobs, and to select the right people, they need to utilize their professional skills through the correct processes and appropriate interview panels corresponding to the level of the position and required skills.
It is requested that HR Professionals do not get entangled in unnecessary issues in the future.
Thank you all; keep the high dignity of yourselves and your profession!
Sundeep Wadhwa
From India, New Delhi
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What are we discussing, and with whom, and why, and how can anyone intrude and blame HR due to a simple question arising from his or the candidate's personal opinion about their pre-conceived notions about HR? Nobody has the right to abuse the HR profession for whatever reasons.
It is beyond the scope and understanding of a candidate to know what HR processes are followed in interviewing a candidate and final selection, whether it is based on the judgment of a panel of interviewers or a skills test/questionnaire and subsequent verification of the candidate's background.
Companies invite candidates based on the shortlisting of CVs against their requirements, and candidates attend interviews due to their need to explore better opportunities; no one is obligating anyone.
It is the accountability of the HR Head to place the right people in the right jobs, and to select the right people, they need to utilize their professional skills through the correct processes and appropriate interview panels corresponding to the level of the position and required skills.
It is requested that HR Professionals do not get entangled in unnecessary issues in the future.
Thank you all; keep the high dignity of yourselves and your profession!
Sundeep Wadhwa
From India, New Delhi
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:-D :-D :-D :-D :-D
Why do you think only HR wants to know about you? I guess the interviews take place with HR being a part of the panel (so that later when the candidate does not perform, they can put the blame on HR stating that - he was still there! ;-) ) Guys, whether you feel it's stupid or not - you have to go through that question. It's a test of self-image. If you feel it's a worthless question, then you are probably feeling insecure to talk about yourself.
And Mr. Sunil, have you ever been through an overseas interview? I doubt. Your answers disclose so!
From India, Madras
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Why do you think only HR wants to know about you? I guess the interviews take place with HR being a part of the panel (so that later when the candidate does not perform, they can put the blame on HR stating that - he was still there! ;-) ) Guys, whether you feel it's stupid or not - you have to go through that question. It's a test of self-image. If you feel it's a worthless question, then you are probably feeling insecure to talk about yourself.
And Mr. Sunil, have you ever been through an overseas interview? I doubt. Your answers disclose so!
From India, Madras
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Dear Ash,
If the question you mentioned (Mr. Sunil), the answer is yes. "Tell me about yourself" is only an ice-breaking kind of question. How can a person judge a Civil Draftsman's knowledge along with communication skills? The HR folks should only check his attitude and then put him for the technical interview. What I have seen from my experience is that people in the above-said category work excellently when they are tested on applications like AutoCAD and 3D Max. Simply "rejecting" candidates based on such questions is baseless.
I have observed that the attitude of HR changes when an employee resigns, leading to delays in payment, Full and Final settlement, cancellation of visas (Overseas), PF, ESI transfer certificates, etc. There are areas that need to be revamped from our side too.
I stand by the earlier post by Ash Mathews - "HR is the bridge between employee and employer," but it does not mean that HR folks are "born to do anything."
Finally, if my comments have hurt anyone, I apologize. In response to Ash Mathews, yes, I have been through interviews overseas and now work there. I have successfully handled recruitment in various countries. If you doubt my integrity and service towards employees and employers (as you mentioned), I don't care at all.
From United Arab Emirates, Dubai
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If the question you mentioned (Mr. Sunil), the answer is yes. "Tell me about yourself" is only an ice-breaking kind of question. How can a person judge a Civil Draftsman's knowledge along with communication skills? The HR folks should only check his attitude and then put him for the technical interview. What I have seen from my experience is that people in the above-said category work excellently when they are tested on applications like AutoCAD and 3D Max. Simply "rejecting" candidates based on such questions is baseless.
I have observed that the attitude of HR changes when an employee resigns, leading to delays in payment, Full and Final settlement, cancellation of visas (Overseas), PF, ESI transfer certificates, etc. There are areas that need to be revamped from our side too.
I stand by the earlier post by Ash Mathews - "HR is the bridge between employee and employer," but it does not mean that HR folks are "born to do anything."
Finally, if my comments have hurt anyone, I apologize. In response to Ash Mathews, yes, I have been through interviews overseas and now work there. I have successfully handled recruitment in various countries. If you doubt my integrity and service towards employees and employers (as you mentioned), I don't care at all.
From United Arab Emirates, Dubai
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This means introduce yourself and your background etc information sharing. Why members feel this question so offensive...and irretating to them. Bhajiya
From Saudi Arabia
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From Saudi Arabia
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Oops, Suresh - Communication plays a very important role. And I guess you misunderstood what has been communicated earlier.
No one said that HR has been born to do anything and no one said that "tell me about yourself" is the final deciding question. It is necessary to know more about the person - technical skills can always be assessed with tools, but can attitude be gauged with tools? To a certain extent, psychometric tests help, but they will not always provide the complete picture.
I think you need to reframe your answer. No one here said that "tell me about yourself" is the final deciding question. That's where the conversation starts.
Be it any job.
And - Communication does not mean ONLY "knowing" the language. Communication gauged during the interview - is how well you are communicating about yourself? How well you know yourself? How well you are able to "present" yourself. I am quoting this many times, but I am not tired until this reaches you - it's about "Self-image." Also, to know about your family background. What kind of culture you have been through. Mind you - it's not just technical skills fit, but also culture-fit or culture-adaptable.
It will be silly to think that communication skills only mean conversing well in the language. It is more than that.
And Suresh - whether you have been overseas or not - is not our question here. Suresh, are you against HR? It looks like my statements are bothering you - for no reason!
I don't understand why you had to vouch for yourself about your integrity or anything related to your experience overseas. :-) It looks like most of us are giving importance to convincing that we are good, or trying to defend even before someone would raise a finger at us. Is this really important for us? No.
"If you spend all your time and energy on the small stuff, you will never have room for the things that are important to you."
Relax.
From India, Madras
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No one said that HR has been born to do anything and no one said that "tell me about yourself" is the final deciding question. It is necessary to know more about the person - technical skills can always be assessed with tools, but can attitude be gauged with tools? To a certain extent, psychometric tests help, but they will not always provide the complete picture.
I think you need to reframe your answer. No one here said that "tell me about yourself" is the final deciding question. That's where the conversation starts.
Be it any job.
And - Communication does not mean ONLY "knowing" the language. Communication gauged during the interview - is how well you are communicating about yourself? How well you know yourself? How well you are able to "present" yourself. I am quoting this many times, but I am not tired until this reaches you - it's about "Self-image." Also, to know about your family background. What kind of culture you have been through. Mind you - it's not just technical skills fit, but also culture-fit or culture-adaptable.
It will be silly to think that communication skills only mean conversing well in the language. It is more than that.
And Suresh - whether you have been overseas or not - is not our question here. Suresh, are you against HR? It looks like my statements are bothering you - for no reason!
I don't understand why you had to vouch for yourself about your integrity or anything related to your experience overseas. :-) It looks like most of us are giving importance to convincing that we are good, or trying to defend even before someone would raise a finger at us. Is this really important for us? No.
"If you spend all your time and energy on the small stuff, you will never have room for the things that are important to you."
Relax.
From India, Madras
Acknowledge(0)Amend(0)The suggestion is though it is mention on the resume but you can cross check while asking them. It happens that what they write on there resume does not match it while they speak.
About your self also includes the family back ground, communications which u cant identity by just reading on the résumé
From India, Pune
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Oh, what tiring responses to a garbage question. Worthless reading. Please, make some sense. What can we learn from this discussion? IQ level, common sense, missing convincing explanations of what is going on. Bhajiya.
From Saudi Arabia
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From Saudi Arabia
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It is not "almost" correct. I think I am absolutely right :icon10:
Everyone sees, we have a person here who did not attend overseas interviews and who did not have anyone ask him to talk about himself... sheesh, and says he has still worked in many places. I agree - not all companies hire with the right techniques; probably you fell into that category.
And yes, my Indians... my people, are good enough to find a job within our country itself. So you need not have to use excuses to help anyone understand why you were not chosen to work with us :(
Oh my God, you have not been to any interview (that's what you claim in your quote that you have not attended any overseas interviews or had to go through any of "MY COUNTRY's" company interviews either... and how on earth can you tell that this is not the right question.
Mr. Mani... first attend one interview, know the purpose of the same, then give your oh-so-famous quotes here!!
And mind you - no one here is worried that we can't work outside India... we know our value, and would never feel happier than working here - oh please ask those Gulf people who have lost their jobs and returned back :-D they will tell how much they value interviews and jobs here.
I think a person who has worked so much will not put all these statements on a forum to "vouch" his experience. Come on, you must have a better thing to do! :huh:
From India, Madras
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Everyone sees, we have a person here who did not attend overseas interviews and who did not have anyone ask him to talk about himself... sheesh, and says he has still worked in many places. I agree - not all companies hire with the right techniques; probably you fell into that category.
And yes, my Indians... my people, are good enough to find a job within our country itself. So you need not have to use excuses to help anyone understand why you were not chosen to work with us :(
Oh my God, you have not been to any interview (that's what you claim in your quote that you have not attended any overseas interviews or had to go through any of "MY COUNTRY's" company interviews either... and how on earth can you tell that this is not the right question.
Mr. Mani... first attend one interview, know the purpose of the same, then give your oh-so-famous quotes here!!
And mind you - no one here is worried that we can't work outside India... we know our value, and would never feel happier than working here - oh please ask those Gulf people who have lost their jobs and returned back :-D they will tell how much they value interviews and jobs here.
I think a person who has worked so much will not put all these statements on a forum to "vouch" his experience. Come on, you must have a better thing to do! :huh:
From India, Madras
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Dear All,
This thread is redundant. Can we please stop these childish squabbles.
Those of us in HR who like to ask will ask the question. Those of us who can manage without will not ask.
Those of you who hate the very core of that question can say "what a joke" and walk out. We will be thankful that such jokers have really walked out. For those of you who want to answer that question - please do.
I really love some of what you guys write. But today, even I am vexed.
From India, Bangalore
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This thread is redundant. Can we please stop these childish squabbles.
Those of us in HR who like to ask will ask the question. Those of us who can manage without will not ask.
Those of you who hate the very core of that question can say "what a joke" and walk out. We will be thankful that such jokers have really walked out. For those of you who want to answer that question - please do.
I really love some of what you guys write. But today, even I am vexed.
From India, Bangalore
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I agree, Scooby.
As the initiator of this thread, I had concluded this discussion days ago, at the 87th response, but still, some people are trying to justify their stance, prove their worth, and show off their eloquence. I am sad that the basic purpose and benefit of the original discussion have subsided because of them. Anyway, CAN I OFFICIALLY DECLARE THIS DISCUSSION AS CLOSED? PLEASE! IT IS NOT ADDING ANY VALUE. Thank you, everybody.
From India, Delhi
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As the initiator of this thread, I had concluded this discussion days ago, at the 87th response, but still, some people are trying to justify their stance, prove their worth, and show off their eloquence. I am sad that the basic purpose and benefit of the original discussion have subsided because of them. Anyway, CAN I OFFICIALLY DECLARE THIS DISCUSSION AS CLOSED? PLEASE! IT IS NOT ADDING ANY VALUE. Thank you, everybody.
From India, Delhi
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THIS DISCUSSION IS CLOSED. If someone really wants to get benefitted, please read from 1st till 87th response only. After that, this post has become a garbage. Generator of this thread, Prashant.
From India, Delhi
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From India, Delhi
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For God's sake, please simply close the thread! Never seen so much participation, and voila! It's getting too sickening out here, with too much mud-slinging happening around. I am very sure Prashant, who started the thread, must have a very good idea of how to go about the question, and he can confidently face interviews now.
So, an earnest request, please do not comment anymore! Behave as professionals!
From India, Bangalore
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So, an earnest request, please do not comment anymore! Behave as professionals!
From India, Bangalore
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Correction:
This discussion is closed. If someone really wants to benefit, please read from the 1st response to the 87th response only. After that, this post has become garbage.
Generator of this thread, Prashant.
From India, Delhi
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This discussion is closed. If someone really wants to benefit, please read from the 1st response to the 87th response only. After that, this post has become garbage.
Generator of this thread, Prashant.
From India, Delhi
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THIS DISCUSSION IS CLOSED.
If someone really wants to benefit, please read from the 1st until the 87th response only. After that, this post has become garbage.
Generator of this thread, Prashant.
----------
Simhan,
I did not expect YOU to join the bandwagon with sunilkmani.
sunilkmani,
I will keep repeating the above response as many times as something nonsensical is posted in this thread. Because I really want people to use the referred number of postings for their benefit.
Prashant
From India, Delhi
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If someone really wants to benefit, please read from the 1st until the 87th response only. After that, this post has become garbage.
Generator of this thread, Prashant.
----------
Simhan,
I did not expect YOU to join the bandwagon with sunilkmani.
sunilkmani,
I will keep repeating the above response as many times as something nonsensical is posted in this thread. Because I really want people to use the referred number of postings for their benefit.
Prashant
From India, Delhi
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I will keep repeating the following response as many times as something nonsensical is posted in this thread. Because I really want people to use the referred number of postings for their benefit.
THIS DISCUSSION IS CLOSED.
If someone truly wants to benefit, please read from the 1st to the 87th response only. After that, this post becomes irrelevant.
Generator of this thread, Prashant.
----
Sunilkmani, why don't you go and spend your time somewhere else.
From India, Delhi
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THIS DISCUSSION IS CLOSED.
If someone truly wants to benefit, please read from the 1st to the 87th response only. After that, this post becomes irrelevant.
Generator of this thread, Prashant.
----
Sunilkmani, why don't you go and spend your time somewhere else.
From India, Delhi
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