This document provides information about personality types, assessment techniques used in recruitment and selection, and sample interview questions for HR roles. It discusses the 16 Myers-Briggs personality types categorized into Analysts, Diplomats, Sentinels, and Explorers. Assessment methods covered include personality tests, aptitude tests, competency tests, interviews using different question techniques. Sample interview questions provided target work history, strengths, weaknesses, achievements, failures, expectations from the role, and conflict resolution.

1. 218 HRM:-
LAB IN RECRUITMENT AND
SELECTION
PRESENTED BY:- BHAKTI CHANCHAL
ROLL NO:-9
SSR INSTITUTE OF MANAGEMENT AND RESEARCH
EMPOWER YOURSELF @IMR

2. FLOW OF PRESENTATION:-
• Personality Types
• Profiling Techniques
• Interview Questions

3. PERSONALITY :-
• The word personality is derived from the Latin word persona, which is referred to a theatrical
mask worn by performers in order to either project different roles or disguise their identities.
• Personality describes the type of person you are, shown by the way you behave, feel, and think.
• It is basically Characteristics of a person i.e his thinking, feeling, and behaving. The quality
which makes a person unique from others.

4. 16 PERSONALITY TYPES - MYERS BRIGGS TYPE
INDICATOR

6. ANALYSTS:-
• The personality types in the analyst
role – architects(INTJ),
logicians (INTP), commanders (ENTJ),
and debaters (ENTP) –
• are known for their love of rationality.
Because they share the thinking trait,
these types often aim to make decisions
with their heads rather than their hearts.
• Their intuitive personality trait
energizes their imaginations, helping
them to come up with creative
strategies and motivating them to
explore things deeply.

7. DIPLOMATS:-
• The Diplomat Personality types are –
advocates(INFJ), mediators (INFP), protagoni
sts (ENFJ), and campaigners (ENFP) –
• They prioritize being kind and generous, and
in general, they’d rather cooperate than
compete. Empathy seems to come naturally to
these personalities.
• These types aim to understand themselves and
others. They often have deep insights into
human nature, and they can use these insights
to influence the people around them.
• Fortunately, diplomat personality types tend
to do this with care. They are sensitive to other
people’s feelings, and they want to push the
people around them in positive directions.

8. Sentinels
• logisticians (ISTJ), defenders (ISFJ), executives
(ESTJ), and consuls (ESFJ) – are cooperative,
practical, and grounded.
• They feel comfortable with who they are, and
they take pride in their good character and their
competence. These personality types seek order,
security, and stability, and they tend to work
hard to maintain their way of things.
• People belonging to one of these types tend to
be hard working, excel in logistical or
administrative fields, especially those that rely
on clear hierarchies and rules.
• These personality types stick to their plans and
do not shy away from difficult tasks – however,
they can also be very inflexible and reluctant to
accept different points of view.

9. EXPLORERS:-
• These types are the most spontaneous of all and they also
share the ability to connect with their surroundings in a
way that is beyond the reach of other types.
• Explorers are practical, shining in situations that require
quick reaction and the ability to think on your feet.
• This Personality type tend to be exciting, energetic, and
bold in their behavior. They are usually the life of the
party and can sometimes make decisions too quickly. They
love crowds and adventure.

10. Openness
Extraversion
Conscientiousness
Agreeableness
Neuroticism
BIG 5
PERSONALITY

11. 4 PERSONALITY TYPES:-

12. PERSONALITY ASSESSMENT TECHNIQUES:-
• A personality test is a tool that potential employers use to assess candidates' character traits and
behaviors to help determine if they'd be a good fit for the job. Personality tests look at things like your
communication style, motivators, and work preferences. Some Personality Assessment techniques are:-
• Interview
• Rating scales
• Self-reports
• Projective techniques
• Word-association techniques , For eg: Break : records are meant to be broken.
• Sentence-completion techniques , For eg: Today I am in a __ mood

13. Self-reports
Projective techniques Rating scales
SOME EXAMPLES:-

14. APTITUDE TEST:-
• An aptitude test is used to assess a candidate's abilities through a variety of different testing formats. Aptitude tests will
test ones ability to perform tasks and react to situations at work. It helps to determine persons problem solving ability,
decision making ability ,critical thinking ability , etc.

15. EXAMPLES OF APTITUDE TEST:-

16. COMPETENCY TEST
• Competency is the knowledge, skills, behavior, and attitude that lead to the ability of a person to do
something successfully or efficiently.
• Methods of Competency Test :-
 Assessment Centre:
The assessment center methodology involves situational observation to evaluate performance and growth
potential of candidates relative to specified job attributes. The approach uses various types of discussion and
simulation exercises to reflect real-life demands of the job. Candidates are asked to work through certain
scenarios while a trained assessor observes their behavior.
 Critical Incidents Technique:
The critical incidents technique uses data gathering and analysis to identify job-specific behaviors that
influence the success or failure of an individual or collective business operation performing a certain job. Data
about critical events – exceptional examples of accomplishment or failure – is collected through interviews or
questionnaires .
Personal interview:
The candidate interview provides first-hand insight into candidate behaviors and is an effective method for collecting
relevant information and impressions about prospective employees.

17. INTERVIEW QUESTIONS:-
How do you
motivate
yourself self in
difficult
situations?
What makes you
different from
other candidates
who are here to
apply for same
job position
What are your areas of interest? Why do you want
to work with us ?
What are your long term goals to be
achieved and will company be
benifitted by your goal achievement?
What is your greatest achievement
till date?
What attracted you to this role
and company?
Tell me about your biggest
failure and how had you
cope up with it ?
What are your greatest
strength and weakness or
areas of improvement?

18. CONTINUED…..
What do you think about
our company ?
What is the biggest
mistake you have ever
made in your life?
How well can you handle
stressful situation or work
pressure?
Tell me about your previous
job experience
Any questions from
ur side?
Why did you left the previous job position?
What do you expect from management?Anything
which you would like to specify ?
If you were interviewing me for
the job then what would you have
asked me?
Tell me about any
conflict you may had
faced at work and how
had you dealt with it ?

19. INTERVIEW QUESTIONS FOR AN HR
FUNCTIONS:-
• Can you brief me about what is an ideal working of an HR?
• What is the difference between a group and a team? Do you consider yourself as a team player?
• Have you ever led a project team? How do you manage to make your team work together and also
cooperate with you on the project?
• Have you ever faced conflicts situation in your project team? how do you solve conflicts within a team?
• Can you describe your management style?
• What type of leadership style do you follow?
• What made you choose hr as a profession for yourself?

20. THANK YOU