The document provides guidance for conducting effective job interviews. It outlines that an interview is a two-way process for both the interviewer to assess fit and the candidate to assess the role and company. It recommends informing candidates in advance, using a panel of interviewers including HR, and using different assessments like written tests, group discussions, and skills tests depending on the role. During the interview, it advises interviewers to make the candidate comfortable, ask open-ended questions, avoid biased or inappropriate questions, focus on strengths not weaknesses, and provide clarification without directly teaching answers. It also recommends discussing candidates immediately after and providing feedback and next steps through HR.

1. Anything HR Solutions

2.  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.

3.  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.

4.  Written test
 Group discussion
 Technical / Skill test
 One to one personal interview with the panel
of interviewers

5.  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.

6.  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

7.  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

8.  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.

9.  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.

10.  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.

11.  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.

12.  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.

13.  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.

14.  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.

15.  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.

16.  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.

17.  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.

18.  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.