Interview is a two way process The interviewer is trying to assess the candidate for the job suitability The candidate is trying to find out whether the organisation is fit to join along with job profile and salary fitment.
Inform the candidate much in advance about the date, venue and time of interview. This will help the candidate to learn about the organisation and to prepare himself/herself for the interview.
Written test Group discussion Technical / Skill test One to one personal interview with the panel of interviewers
Normally written test and group discussions are for entry level candidates or at Campus Trade test / skill tests are given for candidates to test their skills Eg ; Civil, Electrical, Mechanical, Soft ware languages, Stenography, Computer package knowledge, Design etc.
For candidates who have prior experience are directly put on One to One interview where direct questions are asked to asses their professional skill and knowledge. To find out the job fit and other man management skill. To find out the salary and other benefits to see whether he/she fits to the norms of the Company
Normally interview panel consists of not more than 3 members. One from the direct department One from any other department / project who knows the subject of the post called for. The other person will be from the HR department to monitor and to asses the Attitude and aptitude of the candidate
Study the resume of the candidate before hand. Allow the HR representative to introduce the panel members to the Candidate Let the interview begin with HR representative asking the basic questions like family background, previous organisation, educational qualification etc., Make the candidate feel free and comfortable. Don’t start pouring questions one after the other as soon as the candidate comes in.
Take the lead from HR representative. When he gives the indication to start on the subject, do start questioning. Start with simple basic questions on the subject to build confidence in the candidate. Pose question and wait for the candidate to to think and answer. Don’t rush him to answer.
If the candidate does not know answer properly don’t ridicule or condemn him/her. This will put the candidate into negative feeling and he/she will loose confidence. If the candidate does not know the answer don’t try to teach him the answer but you can always give a lead to build his answer.
Never ridicule the candidate on the marks he has obtained in the college. It is all past. You can’t correct it. Never ask questions on his caste, creed, religion. Leave this to HR representative as they know how to and when to pose these questions. Never pose questions on any physical handicap of candidate. Eg : stammering, some forced habit, Bear with it and point it out to HR representative later after the interview if such handicap will affect his normal functioning.
If the candidate is too nervous, help him to relax . Give him a scribbling pad and a pencil to demonstrate his answer. This will ease him out and he/she can explain better. If three members are in the panel, let one person complete his questions and wait for the candidate to answer. Before he /she answers don’t pose one more question by another member of the panel.
Never get biased about the looks of the candidates. Never ask delicate or embarrassing questions especially to lady candidates. A Humour is always welcome. But see that it does not hurt the candidates’ feeling. Never advise the candidate. He has not come for interview to take your advise.
Don’t boast about your past achievements. He/she will not be interested to know as to how you have come up. Conduct the interview in a sequential pattern. Let one member finish at a time. As clarification you may interrupt. Don’t pose questions simultaneously.
We call the candidates to select and not to reject. See the positive points to select. Try to find out the strengths rather than weakness of the candidate If he/she does not answer a question, go to the next one. Don’t keep on stressing on the question untill he/she answers. Find out whether he/she has grasping capacity and potential to grow. Never argue with the candidate. Reason it out if he/she is argumentative.
Never show your dissatisfaction directly to the candidate. If required ask the candidate to wait outside for some time. Discuss your points with HR representative and ask him to communicate the results of the interview to the candidate. Leave the salary fitment to the HR representative and the discussions of salary details with the candidate. You may always give indication.
If there are more than one candidate for interview, please discuss with the panel immediately after the one candidate interview and rate him/her. You may forget, if you try to evaluate all candidates at the end of the interview. Short list the candidates and discuss with HR representative the next course of action after interviewing all the candidates. Give order of selection and alternative choice.
Close the interview with a good note. Wish the candidate good luck. Thank him for attending the interview. Ask the candidate if he/she has some questions as clarification. If the candidate poses questions please clarify him/her ,whether he /she is going to get selected or not. This gives a good impression about the company and the interviewers.
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