Interview Guidance for HR Professionals
Can anybody explain to me how to conduct an interview? What are the basic questions that, as an HR professional, we should ask the candidate? How do we determine if the candidate is perfect for the job or how to recognize if the candidate is not suitable for the particular position? Please provide me with guidance.
Thank you,
Shriya
From India, Nasik
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3Can anybody explain to me how to conduct an interview? What are the basic questions that, as an HR professional, we should ask the candidate? How do we determine if the candidate is perfect for the job or how to recognize if the candidate is not suitable for the particular position? Please provide me with guidance.
Thank you,
Shriya
From India, Nasik
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There is usually no pre-decided format when it comes to interviewing. Usually, a candidate should be tested on technical, personal, and behavioral aspects. If the position for which we are hiring is too niche, we usually have a technical interview conducted by the line manager. However, in order to screen better, I always suggest doing basic reading and asking a few technical questions that you think suit the profile. (Do so only if you are sure of the answers; otherwise, you may end up rejecting candidates who answer correctly and selecting the one who just bluffs.)
Focusing on Personal and Behavioral Aspects
Focusing more on personal and behavioral aspects would mean asking questions on:
- Personal strengths and weaknesses
- Reasons for leaving the current job
- Graphing out their career path
- Inquiring if they are satisfied with their current role and/or boss
- Presenting typical situations to analyze and understand their reactions.
You can read further on the following links for better learning:
1) [12 Ways To Conduct A Great Interview | Six Pixels of Separation - Marketing and Communications Blog - By Mitch Joel at Twist Image](http://www.twistimage.com/blog/archives/12-ways-to-conduct-a-great-interview/)
2) [How to Conduct an Interview](http://stringers.media.mit.edu/interview.htm)
3) [How to Conduct Effective Job Interviews | Entrepreneur.com](http://www.entrepreneur.com/article/225960)
Regards
From India, Mumbai
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Focusing on Personal and Behavioral Aspects
Focusing more on personal and behavioral aspects would mean asking questions on:
- Personal strengths and weaknesses
- Reasons for leaving the current job
- Graphing out their career path
- Inquiring if they are satisfied with their current role and/or boss
- Presenting typical situations to analyze and understand their reactions.
You can read further on the following links for better learning:
1) [12 Ways To Conduct A Great Interview | Six Pixels of Separation - Marketing and Communications Blog - By Mitch Joel at Twist Image](http://www.twistimage.com/blog/archives/12-ways-to-conduct-a-great-interview/)
2) [How to Conduct an Interview](http://stringers.media.mit.edu/interview.htm)
3) [How to Conduct Effective Job Interviews | Entrepreneur.com](http://www.entrepreneur.com/article/225960)
Regards
From India, Mumbai
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Dear Shriya, you need to understand the following things from the candidate:
Work Experience
- Past jobs and internships in detail. Ask them to explain their projects and line of work in detail, even if you are not a technical person, just to understand how well they can explain (communication skills).
Salary Package
- Current and expected.
Reasons for Changing Jobs
- Past and present. Most of the candidates that I have come across in my career have replied with 'family issues,' thinking that being personal, the HR won't probe further. But grill them on the same, since most of the time the reason turns out to be fake and silly.
Travel Issues
- Check for any travel issues.
Short-term Goals/Aims/Expectations
- From your company. This gives you an idea of whether the person is likely to stick around for a year or not.
Family Background
- Essential for some candidates who keep complaining about salary throughout the interview.
Educational Background
- Important for very technical positions. Check for drops/gaps, etc.
Apart from the above set of necessary questions, talk to the candidate about their interests and hobbies. Sometimes, if the HR is trying to be nice, casual, and cheerful, the candidates show their true colors. Yes, it has happened to me; a candidate, a lady, started using slangs like 'pissing off'...blah blah, so you know where to catch them red-handed. Get them talking for a while, and you won't need another round to confirm.
Regards,
From India, Mumbai
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Work Experience
- Past jobs and internships in detail. Ask them to explain their projects and line of work in detail, even if you are not a technical person, just to understand how well they can explain (communication skills).
Salary Package
- Current and expected.
Reasons for Changing Jobs
- Past and present. Most of the candidates that I have come across in my career have replied with 'family issues,' thinking that being personal, the HR won't probe further. But grill them on the same, since most of the time the reason turns out to be fake and silly.
Travel Issues
- Check for any travel issues.
Short-term Goals/Aims/Expectations
- From your company. This gives you an idea of whether the person is likely to stick around for a year or not.
Family Background
- Essential for some candidates who keep complaining about salary throughout the interview.
Educational Background
- Important for very technical positions. Check for drops/gaps, etc.
Apart from the above set of necessary questions, talk to the candidate about their interests and hobbies. Sometimes, if the HR is trying to be nice, casual, and cheerful, the candidates show their true colors. Yes, it has happened to me; a candidate, a lady, started using slangs like 'pissing off'...blah blah, so you know where to catch them red-handed. Get them talking for a while, and you won't need another round to confirm.
Regards,
From India, Mumbai
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