Dear All,
I am the only HR professional in one of the leading software companies in Gurgaon. I have been tasked with conducting the final HR round for a candidate. However, due to my limited 6 months of experience in recruitment, I am struggling to prepare the appropriate questions for this stage.
Could you please forward me a list of questions typically asked during the final HR round?
Thanks and Regards,
Dipti Singh
From India, Delhi
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3I am the only HR professional in one of the leading software companies in Gurgaon. I have been tasked with conducting the final HR round for a candidate. However, due to my limited 6 months of experience in recruitment, I am struggling to prepare the appropriate questions for this stage.
Could you please forward me a list of questions typically asked during the final HR round?
Thanks and Regards,
Dipti Singh
From India, Delhi
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One of the employees has left the organization without any intimation. He is not responding; the address mentioned is incorrect. The notice has been sent, but it failed to reach. How can we proceed with the full and final settlement as per legal laws? Please provide feedback as soon as possible.
Regards, Varsha
From India, Delhi
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Regards, Varsha
From India, Delhi
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As per my information, you can update the employee file with all the details, such as the incorrect address, failed delivery documents, and any other relevant proof. Then, based on your company's policies (regarding not joining the office without prior notice or failing to respond for more than a certain number of days), you can terminate his employment with your organization.
Hope this information is helpful to you.
Cheers, Ankan Ghoshal
Student: FOSTIIMA Business School
From India, New Delhi
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Hope this information is helpful to you.
Cheers, Ankan Ghoshal
Student: FOSTIIMA Business School
From India, New Delhi
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Dear Dipti ,
Your question would depend on different areas as mentioned below:
You may share the opportunities and limitation within the role offered. Most of the time, the candidate would drop out the moment you discuss limitation. Please consider this as a boon, as it’s better to have a final round interview dropout than attrition later. If they show no hesitation towards the limitation ask them how they can make an opportunity out of it. You would realise what motivates them from their answer.
Here are few suggestions which may help you in your research to prepare the list:
https://www.citehr.com/116047-best-a...#axzz189dX43oe
https://www.citehr.com/253440-interv...#axzz189d900Gs
https://www.citehr.com/268222-hr-que...#axzz189dAXCeA
https://www.citehr.com/120130-bundle...#axzz189dVheZL
Regards,
(Cite Contribution)
From India, Mumbai
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Your question would depend on different areas as mentioned below:
- Role for which the interview is conducted
- Profile of the candidate
- What is the point of differentiation you are looking for?
- Finally, what is a priority to the organization? Is it eagerness to join , testing the merit and right fit?
You may share the opportunities and limitation within the role offered. Most of the time, the candidate would drop out the moment you discuss limitation. Please consider this as a boon, as it’s better to have a final round interview dropout than attrition later. If they show no hesitation towards the limitation ask them how they can make an opportunity out of it. You would realise what motivates them from their answer.
Here are few suggestions which may help you in your research to prepare the list:
https://www.citehr.com/116047-best-a...#axzz189dX43oe
https://www.citehr.com/253440-interv...#axzz189d900Gs
https://www.citehr.com/268222-hr-que...#axzz189dAXCeA
https://www.citehr.com/120130-bundle...#axzz189dVheZL
Regards,
(Cite Contribution)
From India, Mumbai
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Your interview questions have to be based on the needs and requirements of YOUR organization. No one can send you a definitive set of questions. We don't work for your company and know its business. You need to discuss with the hiring managers what their requirements are and then formulate a set of questions designed to establish whether each candidate meets those requirements in terms of job knowledge, experience, skills, fit for the job, etc. If you are the only HR person, then I suggest you put a proposal to Management that you attend some suitable training in Staff Recruitment and Selection Process as soon as possible. Maybe I should come to India and run this sort of training :-)
From Australia, Melbourne
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From Australia, Melbourne
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Dear All,
The candidate has been recruited as a software engineer for a PHP profile. He is a fresher. Please help me design HR round interview questions and the parameters assessed by those questions.
Thanks and regards,
Dipti Singh
From India, Delhi
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The candidate has been recruited as a software engineer for a PHP profile. He is a fresher. Please help me design HR round interview questions and the parameters assessed by those questions.
Thanks and regards,
Dipti Singh
From India, Delhi
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Dear,
As you have required:
1. Ask for family background to check his/her status.
2. Ask for educational background to check for a consistent track record and a non-stop academic profile.
3. Ask for previous employment details to check if there is a huge gap in his/her experience period; if found, then clarify.
4. Ask for hobbies or other activities to check his/her mental strength.
5. Ask him/her how competent a service he/she can provide for the company as a part of the organization.
6. And finally, check how he/she can be honored by offering a package which he/she deserves for the particular position.
Thank you,
A Majumder Consultant, Systems
From India, Calcutta
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As you have required:
1. Ask for family background to check his/her status.
2. Ask for educational background to check for a consistent track record and a non-stop academic profile.
3. Ask for previous employment details to check if there is a huge gap in his/her experience period; if found, then clarify.
4. Ask for hobbies or other activities to check his/her mental strength.
5. Ask him/her how competent a service he/she can provide for the company as a part of the organization.
6. And finally, check how he/she can be honored by offering a package which he/she deserves for the particular position.
Thank you,
A Majumder Consultant, Systems
From India, Calcutta
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HR Recruitment Process 112304.doc