Hi,
My name is Janardan. I am working with Zoom Developers (P) Ltd as an HR Assistant. There is a problem that I face when conducting interviews with high-profile candidates—I tend to get very nervous. Do you have any tips to help me with this issue? If yes, please share them with me.
Regards,
Janardan
From India, Mumbai
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My name is Janardan. I am working with Zoom Developers (P) Ltd as an HR Assistant. There is a problem that I face when conducting interviews with high-profile candidates—I tend to get very nervous. Do you have any tips to help me with this issue? If yes, please share them with me.
Regards,
Janardan
From India, Mumbai
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Janardhan,
Try developing your personality to become professional, regardless of the subject chosen. This requires hard work, continuous reading, and gathering tons of information. Correct your English language usage by going through literature for interviewing skills.
When interviewing a high-profile candidate, you don't necessarily need to be a specialist in their technical domain. However, as an interviewer, ensure thorough understanding of your own subject to increase your own profile.
Thank you.
From Saudi Arabia, Al Khobar
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Try developing your personality to become professional, regardless of the subject chosen. This requires hard work, continuous reading, and gathering tons of information. Correct your English language usage by going through literature for interviewing skills.
When interviewing a high-profile candidate, you don't necessarily need to be a specialist in their technical domain. However, as an interviewer, ensure thorough understanding of your own subject to increase your own profile.
Thank you.
From Saudi Arabia, Al Khobar
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Hi Janardhan,
I remember when I did my first ever interview; it was for just a CRM executive. Unfortunately, I messed it up very badly because I was very nervous, and it showed on my face. Sadly enough, I also struggled with the job description. I was very upset after the interview. I recall one of my senior colleagues coming up to me and giving me some tips that have helped me ever since. I would like to discuss them with you all.
1. Do your homework very well. Read the job description and the role information for which you are going to interview the candidate. You have to show that you know everything about the job. Try searching the internet or any other relevant material for the role details.
2. Try to know more about the candidate if you can. This helps as you can ask them more questions and research their skills and abilities. Nowadays, there is hardly any time for that. But a quick reading of their profile beforehand helps.
3. Try to do the interview with yourself. For example, before the precise interview date, an hour ago or a day ago (whatever suits), do a quick interview asking all sorts of questions.
4. One of the very useful things I learned was practicing in front of a mirror. In my theatre days, I used to practice my dialogues in front of a mirror and could identify where I lacked expression. In this case, you can analyze on which question you might look a little nervous.
5. The last piece of advice would be to develop and build more self-confidence. You are there to give the job, not to give an interview. So, you need not worry.
If, however, you find yourself at a loss for words at a crucial time, try to act a bit casual, and you can use Hindi or any other language that both you and the candidate understand.
I believe these suggestions may help you.
Regards,
Anuradha
From India, Delhi
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65I remember when I did my first ever interview; it was for just a CRM executive. Unfortunately, I messed it up very badly because I was very nervous, and it showed on my face. Sadly enough, I also struggled with the job description. I was very upset after the interview. I recall one of my senior colleagues coming up to me and giving me some tips that have helped me ever since. I would like to discuss them with you all.
1. Do your homework very well. Read the job description and the role information for which you are going to interview the candidate. You have to show that you know everything about the job. Try searching the internet or any other relevant material for the role details.
2. Try to know more about the candidate if you can. This helps as you can ask them more questions and research their skills and abilities. Nowadays, there is hardly any time for that. But a quick reading of their profile beforehand helps.
3. Try to do the interview with yourself. For example, before the precise interview date, an hour ago or a day ago (whatever suits), do a quick interview asking all sorts of questions.
4. One of the very useful things I learned was practicing in front of a mirror. In my theatre days, I used to practice my dialogues in front of a mirror and could identify where I lacked expression. In this case, you can analyze on which question you might look a little nervous.
5. The last piece of advice would be to develop and build more self-confidence. You are there to give the job, not to give an interview. So, you need not worry.
If, however, you find yourself at a loss for words at a crucial time, try to act a bit casual, and you can use Hindi or any other language that both you and the candidate understand.
I believe these suggestions may help you.
Regards,
Anuradha
From India, Delhi
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Hi Janardhan Talk more about their functional frontend about their family,why he is really looking for change,main reason for uri company and also ua are boss to them so do not felt like down of them
From India, Hyderabad
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From India, Hyderabad
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Hi Janardhan,
Whatever Anu has mentioned is absolutely brilliant. Try implementing those and always remember one thing: when you are interviewing somebody, whether they are a low-profile or high-profile candidate, you are there to assess the employability of the candidate.
Think in that perspective and build up your confidence. You know one magic in an interview - if you are interviewing somebody, whether the candidate is high-profile or low-profile, they feel much more tense than you. You always have an advantage while interviewing.
Don't lose your confidence and try to learn more about how to assess the candidate's behavior and attitude, among other criteria.
Regards,
Kalyan. 😀
From India, Bangalore
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Whatever Anu has mentioned is absolutely brilliant. Try implementing those and always remember one thing: when you are interviewing somebody, whether they are a low-profile or high-profile candidate, you are there to assess the employability of the candidate.
Think in that perspective and build up your confidence. You know one magic in an interview - if you are interviewing somebody, whether the candidate is high-profile or low-profile, they feel much more tense than you. You always have an advantage while interviewing.
Don't lose your confidence and try to learn more about how to assess the candidate's behavior and attitude, among other criteria.
Regards,
Kalyan. 😀
From India, Bangalore
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Anuradhaji,
Hats off!
Amazing way of explanation.
Janardhan, sit aside and think of what Anuradha Madam has told. Do a self-analysis of the pros and cons. Lock in the areas of improvement.
Be cool always.
From India, Coimbatore
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Hats off!
Amazing way of explanation.
Janardhan, sit aside and think of what Anuradha Madam has told. Do a self-analysis of the pros and cons. Lock in the areas of improvement.
Be cool always.
From India, Coimbatore
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Hi Janardan,
I will add a few of my own:
1. When you say 'high profile,' you are automatically creating an imbalance wherein you are lowering your profile.
2. Whatever the candidate's profile, he is the one who is coming for the interview, so the control of the interaction is going to be with you and should be with you. In any case, the candidate would be much more nervous; it's he who is looking for a job.
3. Be confident, don't consider yourself any lesser just because the other guy is some hotshot or whatever.
4. It may so happen in an interview that the candidate may have more knowledge than you - SO WHAT? You don't have to feel intimidated by that. Do your homework well.
5. As an administrative officer in an organization, I have interviewed very senior persons without any hitch. You just need to be polite with them. After all, you are doing your job.
6. You may not know how to play cricket, but still, I am sure you can pick the first 11 for the Indian Team.
SO ALL THE BEST
Riyaz
From India, Delhi
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I will add a few of my own:
1. When you say 'high profile,' you are automatically creating an imbalance wherein you are lowering your profile.
2. Whatever the candidate's profile, he is the one who is coming for the interview, so the control of the interaction is going to be with you and should be with you. In any case, the candidate would be much more nervous; it's he who is looking for a job.
3. Be confident, don't consider yourself any lesser just because the other guy is some hotshot or whatever.
4. It may so happen in an interview that the candidate may have more knowledge than you - SO WHAT? You don't have to feel intimidated by that. Do your homework well.
5. As an administrative officer in an organization, I have interviewed very senior persons without any hitch. You just need to be polite with them. After all, you are doing your job.
6. You may not know how to play cricket, but still, I am sure you can pick the first 11 for the Indian Team.
SO ALL THE BEST
Riyaz
From India, Delhi
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Dear Janardan,
While interviewing candidates, regardless of whether they are high-profile candidates or junior profiles, it all depends on your way of interaction. Interviewing junior profiles is easier as they have less experience, so they are typically asked about their qualifications, knowledge of the subject, and understanding of the profile or job.
On the other hand, interviewing senior or high-profile candidates can be more challenging due to their extensive experience, deep knowledge, qualifications, maturity, and good personality traits. Therefore, extra care should be taken when interviewing individuals at this level. It is advisable to include a senior person in the interview board to add depth to the discussion and make it more engaging.
I hope this advice will be helpful to you to a certain extent.
With Regards,
Om Prakash Mahata
From India, Vadodara
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While interviewing candidates, regardless of whether they are high-profile candidates or junior profiles, it all depends on your way of interaction. Interviewing junior profiles is easier as they have less experience, so they are typically asked about their qualifications, knowledge of the subject, and understanding of the profile or job.
On the other hand, interviewing senior or high-profile candidates can be more challenging due to their extensive experience, deep knowledge, qualifications, maturity, and good personality traits. Therefore, extra care should be taken when interviewing individuals at this level. It is advisable to include a senior person in the interview board to add depth to the discussion and make it more engaging.
I hope this advice will be helpful to you to a certain extent.
With Regards,
Om Prakash Mahata
From India, Vadodara
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Dear Janardan,
You have already received very sound advice from the fraternity. I am sure the company sees a lot of potential in you to handle high-profile job aspirants. Follow the advice and work hard. I am certain that someone senior must also be involved in the process at one stage or another. Make a team with him and do some advanced preparation on how to handle the high-profile candidates. Be appropriately respectful to every candidate.
Regards,
Sunil Chandra
From India, Gurgaon
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You have already received very sound advice from the fraternity. I am sure the company sees a lot of potential in you to handle high-profile job aspirants. Follow the advice and work hard. I am certain that someone senior must also be involved in the process at one stage or another. Make a team with him and do some advanced preparation on how to handle the high-profile candidates. Be appropriately respectful to every candidate.
Regards,
Sunil Chandra
From India, Gurgaon
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