Hi,
I'm a recruiter for an Engineering company. We have a practice of conducting interviews from HR and technical aspects. Both the observations will be rated accordingly, and the final discussion/negotiation will be initiated. To make the observations clearer and more standardized, we plan to have a predefined HR checklist that needs to be verified in the initial discussion. For example, the HR Checklist will include remarks related to academics, current pay structure, verification of previous experience/relieving, and so on. This is our basic idea, but can someone help me out with suitable formats and other parameters that can be added to such a checklist?
Thanks,
Divya Vijayakumar
From India, Chennai
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11I'm a recruiter for an Engineering company. We have a practice of conducting interviews from HR and technical aspects. Both the observations will be rated accordingly, and the final discussion/negotiation will be initiated. To make the observations clearer and more standardized, we plan to have a predefined HR checklist that needs to be verified in the initial discussion. For example, the HR Checklist will include remarks related to academics, current pay structure, verification of previous experience/relieving, and so on. This is our basic idea, but can someone help me out with suitable formats and other parameters that can be added to such a checklist?
Thanks,
Divya Vijayakumar
From India, Chennai
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Dear Divya,
Greetings!!!
I personally follow a three As policy, which includes Attitude, Academics, and Aspirations. I leave it to the technical team to assess if a candidate has the right experience and if he/she is able to justify the period that has been documented.
You may have a checklist and include whatever parameters you deem necessary (Adding any parameter improves your chances of selecting the right candidate). However, ensure that the candidate does not become aware of your checklist during the interview. Otherwise, you will begin to receive responses tailored to meet your checklist criteria.
Thank you.
From India, Delhi
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Greetings!!!
I personally follow a three As policy, which includes Attitude, Academics, and Aspirations. I leave it to the technical team to assess if a candidate has the right experience and if he/she is able to justify the period that has been documented.
You may have a checklist and include whatever parameters you deem necessary (Adding any parameter improves your chances of selecting the right candidate). However, ensure that the candidate does not become aware of your checklist during the interview. Otherwise, you will begin to receive responses tailored to meet your checklist criteria.
Thank you.
From India, Delhi
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Thank you for the inputs. Please note that in my organization, the technical interviewer will only assess technical competencies. The candidate's experience and reasons for seeking a change will be evaluated by the HR team. Could you please assist me in developing suitable checklist formats, if available?
Regards,
Divya Vijayakumar
From India, Chennai
Acknowledge(0)Amend(0)
Regards,
Divya Vijayakumar
From India, Chennai
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