Hello,
Here I would like to share my recent interview experiences with you and would like to have your advice on it. As a background of it I would like to tell about my self, I am working with good brand since last 1 one year in HR dept at Mumbai and looking change because my contract is going to finish in next month. (I have mentioned this very clearly in my Resume) where as I have 4 yrs relevant experience.
1st Experience:
I received call from one well known company from Pune. As a part of first conversation the leady who was there at other side had asked me about my basic information like education, experience, salary expectation etc. then after, she requested me to come down to Pune for final face to face interview. At the end she asked me to ask her if I have any query. At the starting time of conversation that leady only told me company name from where she was calling and the designation of opened position but she had not given me job profile so I requested her for job profile. She ended conversation saying she will forward me details by mail. At the end of day she forwarded me venue details but not job profile. I replied her with confirmation for my availability for interview and again requested for job profile. Finally day came and I went to venue on time. At the time of face to face interview she asked me same questions with more details expectation. Similarly she opened box of expectation from candidates which was actually job profile. After that I understood why she has not disclosed job profile at time of our 1st conversation nor sent me copy by mail because profile was related to my concern department but with totally different activities. And those she wants to put in front of me at the time of face to face discussion only. After 20 min discussion she asked me to wait and promised that her colleague will attend me.
Till here I understood if I want to get the job then I have to compromise for job profile. I agreed too. Because of the profile will give me to learn new things new challenges with good brand. So it will be an additional expertise in my curriculum.
After some time another leady came in cabin where I were sat with smiling face and satisfaction with confidence that very soon she would close the open position. She once again ensured that I am comfortable with the profile. Then she open page of package. I was very shocked when she told me about offer. It was just 2K increment with out any statutory deduction and benefits. In addition the job will be contractual for first 3 months and no surety of future. And third I had to join in only 7 days. I tried to convince her at my best leave. But nothing was in her hand.
I took a leave saying with I will get back to them on this offer soon.
2nd Experience.
While going through regular job posting mails I came across with one job opening with still manufacturing organization. I gone through job profile and decided to apply for it. I applied for the same with confidence I will get call from here. On same day in evening I received call from them. Leady ask me very few questions which was mainly related to salary expectation and notice period. Then she fixed my face to face interview date, time and hang on the phone. Next day I received venue details as promised by her. And I started to prepare my self for the interview. On the day of interview HR person introduce me to their CEO MD. Mr. CEO asked only 3 questions and asked Mr. HR to bring me to concerned department head. We both went to the concern person’s cabin. The leady asked me very technical person regarding my experience and her requirement and expressed satisfactory smile. Then Mr. HR took charge of situation and again asked about salary. I told them my expectation. Then they told me about there benefits (which are only 15 days holidays in year no more than this) and request me about negotiation. Before telling them on salary negotiation part I request them about there budget. Considering if they would tell me there budget so that I can cross check with my expectation and reply them with negation. Which would be helpful to both of us to save our time. Assuming they can treat me as an HR person who is aware about this all. But they had not shown interested rather they feel it might be confidential matter not answered me. So I frame on my statement. At the end they told me that some interviews were going on and they will get back to me. I understood that they had low budget then my expectation and will never revert to me.
3rd Experience.
As a response to my job application from one Delhi based company I got a 1st call. After collecting all basic information about me she ensure about my availability for next telephonic interview and promise me to get back to me. Next day again I received call from her saying if I am free she would like to carry one for 2nd round of interview. As I was free I permitted. In this 2nd round another leady asked me same basic question and gave description about their organization and very clearly told me that I am suitable candidate for the position and she were going to arrange my one more telephonic interview with local HR who sites in Mumbai on same day. I was waiting for there call in evening but no one turn up. On very next day late evening I received call from them and they asked me same basic question. After that I am still waiting for their reply.
The purpose behind describing these three incidents here is, as an HR person I have couple of doubts in my mind.
I understood and agree that there are many concerns which affect our work e.g. time limits, work burden, achievements in short notice etc. for what we do not follow all the steps at the time of recruitment. But as an HR we have to have considered effect and impact of our action on candidate and our efforts too. At the end you might feel that as I am suffering and struggling to get a job hence my frustration is coming out by this way. It might be write but when I see back in my professional I do made some nonsense mistakes but now I realized that people like me or the HR like about should have some kind of training to avoid someone’s frustration. This kind of need comes on only humanity ground.
Regard
Roopesh
From India, Pune
7Here I would like to share my recent interview experiences with you and would like to have your advice on it. As a background of it I would like to tell about my self, I am working with good brand since last 1 one year in HR dept at Mumbai and looking change because my contract is going to finish in next month. (I have mentioned this very clearly in my Resume) where as I have 4 yrs relevant experience.
1st Experience:
I received call from one well known company from Pune. As a part of first conversation the leady who was there at other side had asked me about my basic information like education, experience, salary expectation etc. then after, she requested me to come down to Pune for final face to face interview. At the end she asked me to ask her if I have any query. At the starting time of conversation that leady only told me company name from where she was calling and the designation of opened position but she had not given me job profile so I requested her for job profile. She ended conversation saying she will forward me details by mail. At the end of day she forwarded me venue details but not job profile. I replied her with confirmation for my availability for interview and again requested for job profile. Finally day came and I went to venue on time. At the time of face to face interview she asked me same questions with more details expectation. Similarly she opened box of expectation from candidates which was actually job profile. After that I understood why she has not disclosed job profile at time of our 1st conversation nor sent me copy by mail because profile was related to my concern department but with totally different activities. And those she wants to put in front of me at the time of face to face discussion only. After 20 min discussion she asked me to wait and promised that her colleague will attend me.
Till here I understood if I want to get the job then I have to compromise for job profile. I agreed too. Because of the profile will give me to learn new things new challenges with good brand. So it will be an additional expertise in my curriculum.
After some time another leady came in cabin where I were sat with smiling face and satisfaction with confidence that very soon she would close the open position. She once again ensured that I am comfortable with the profile. Then she open page of package. I was very shocked when she told me about offer. It was just 2K increment with out any statutory deduction and benefits. In addition the job will be contractual for first 3 months and no surety of future. And third I had to join in only 7 days. I tried to convince her at my best leave. But nothing was in her hand.
I took a leave saying with I will get back to them on this offer soon.
2nd Experience.
While going through regular job posting mails I came across with one job opening with still manufacturing organization. I gone through job profile and decided to apply for it. I applied for the same with confidence I will get call from here. On same day in evening I received call from them. Leady ask me very few questions which was mainly related to salary expectation and notice period. Then she fixed my face to face interview date, time and hang on the phone. Next day I received venue details as promised by her. And I started to prepare my self for the interview. On the day of interview HR person introduce me to their CEO MD. Mr. CEO asked only 3 questions and asked Mr. HR to bring me to concerned department head. We both went to the concern person’s cabin. The leady asked me very technical person regarding my experience and her requirement and expressed satisfactory smile. Then Mr. HR took charge of situation and again asked about salary. I told them my expectation. Then they told me about there benefits (which are only 15 days holidays in year no more than this) and request me about negotiation. Before telling them on salary negotiation part I request them about there budget. Considering if they would tell me there budget so that I can cross check with my expectation and reply them with negation. Which would be helpful to both of us to save our time. Assuming they can treat me as an HR person who is aware about this all. But they had not shown interested rather they feel it might be confidential matter not answered me. So I frame on my statement. At the end they told me that some interviews were going on and they will get back to me. I understood that they had low budget then my expectation and will never revert to me.
3rd Experience.
As a response to my job application from one Delhi based company I got a 1st call. After collecting all basic information about me she ensure about my availability for next telephonic interview and promise me to get back to me. Next day again I received call from her saying if I am free she would like to carry one for 2nd round of interview. As I was free I permitted. In this 2nd round another leady asked me same basic question and gave description about their organization and very clearly told me that I am suitable candidate for the position and she were going to arrange my one more telephonic interview with local HR who sites in Mumbai on same day. I was waiting for there call in evening but no one turn up. On very next day late evening I received call from them and they asked me same basic question. After that I am still waiting for their reply.
The purpose behind describing these three incidents here is, as an HR person I have couple of doubts in my mind.
- Why my dear HR friends do not give clear job profile at the time of 1st conversation?
- Assuming candidate can available quickly as he is on contact basis is it good to offer him again contract job with low budget at the time of final discussion is good?
- Why all recruiters do not search candidate within their budget? And avoid their as well as candidates time?
I understood and agree that there are many concerns which affect our work e.g. time limits, work burden, achievements in short notice etc. for what we do not follow all the steps at the time of recruitment. But as an HR we have to have considered effect and impact of our action on candidate and our efforts too. At the end you might feel that as I am suffering and struggling to get a job hence my frustration is coming out by this way. It might be write but when I see back in my professional I do made some nonsense mistakes but now I realized that people like me or the HR like about should have some kind of training to avoid someone’s frustration. This kind of need comes on only humanity ground.
Regard
Roopesh
From India, Pune
Monitor PF & ESI in real time?live tracking for complete transparency. See It In Action - Book Your Demo
Dear Roopesh,
You are right. I have also gone through this type of situation 3-4 times in the last couple of months. HR personnel should avoid these types of mistakes as it can save time for both parties and resources as well. Seniors should communicate this to junior staff who are new to recruitment.
Thank you.
From India, Pune
You are right. I have also gone through this type of situation 3-4 times in the last couple of months. HR personnel should avoid these types of mistakes as it can save time for both parties and resources as well. Seniors should communicate this to junior staff who are new to recruitment.
Thank you.
From India, Pune
Dear Roopsh, We mostly receive phone calls from recruitment agencies and that end up the same way and result in the same consequences as described by you.. Regards MK
From India, Delhi
From India, Delhi
Hi Roopsh,
This is the fault of the company/consultants who hire freshers without any kind of training in HR recruitment and other areas as well.
If you go deeper, you will find the same conclusions. In fact, in some of the consultancies, they hire people for recruitment who have no knowledge of recruitment or how to conduct interviews at all; some do not even know what kind of questions to be asked.
It's a sad situation. On one side, we have MBA colleges and institutes mushrooming, and on the other hand, we provide no professional learning to them. Then we have companies that hire resources at lower salaries and place them as recruiters, without any talks about training, skill development, or on-the-job training.
Another issue is job profiles are not shared, as the recruiter is confident that during a face-to-face interview, they will surely be able to negotiate on this, without considering that they are wasting the time of applicants.
The HR industry still works in a very unorganized manner. There is hardly any association that can benchmark practices to be followed by all the consultancies. Hence, such incidences are bound to happen.
From India, Delhi
This is the fault of the company/consultants who hire freshers without any kind of training in HR recruitment and other areas as well.
If you go deeper, you will find the same conclusions. In fact, in some of the consultancies, they hire people for recruitment who have no knowledge of recruitment or how to conduct interviews at all; some do not even know what kind of questions to be asked.
It's a sad situation. On one side, we have MBA colleges and institutes mushrooming, and on the other hand, we provide no professional learning to them. Then we have companies that hire resources at lower salaries and place them as recruiters, without any talks about training, skill development, or on-the-job training.
Another issue is job profiles are not shared, as the recruiter is confident that during a face-to-face interview, they will surely be able to negotiate on this, without considering that they are wasting the time of applicants.
The HR industry still works in a very unorganized manner. There is hardly any association that can benchmark practices to be followed by all the consultancies. Hence, such incidences are bound to happen.
From India, Delhi
Roopesh,
As Archna said, many job consultants don't have knowledge of the job profile. They simply search on job portals and arrange meetings with employers, which often end unsuccessfully. They are essentially brokers who earn commissions on successful CVs. I've heard that they typically collect around 20% of one month's CTC from employers for successful candidates.
Pon
From India, Lucknow
As Archna said, many job consultants don't have knowledge of the job profile. They simply search on job portals and arrange meetings with employers, which often end unsuccessfully. They are essentially brokers who earn commissions on successful CVs. I've heard that they typically collect around 20% of one month's CTC from employers for successful candidates.
Pon
From India, Lucknow
Dear Friends,
First of all, let me thank Mr. Roopesh for initiating a useful discussion, which can create awareness and teach how to act as job consultants. For me, I have had a similar experience with a different question for rejection. When consultants called initially, I used to explain that I work in the Construction Industry and do not have practical experience with Trade Unions, the local language, or the manufacturing industry. The consultant said it did not matter and instructed me to attend the interview. However, upon reaching there, I was rejected for the same reasons. A whole day was wasted, and the company incurred expenses on my conveyance charges (to and fro by AC Car), with none benefiting from the interaction.
By reading this thread, job consultants who view it may correct themselves to avoid such mistakes in the future.
From India, Kumbakonam
First of all, let me thank Mr. Roopesh for initiating a useful discussion, which can create awareness and teach how to act as job consultants. For me, I have had a similar experience with a different question for rejection. When consultants called initially, I used to explain that I work in the Construction Industry and do not have practical experience with Trade Unions, the local language, or the manufacturing industry. The consultant said it did not matter and instructed me to attend the interview. However, upon reaching there, I was rejected for the same reasons. A whole day was wasted, and the company incurred expenses on my conveyance charges (to and fro by AC Car), with none benefiting from the interaction.
By reading this thread, job consultants who view it may correct themselves to avoid such mistakes in the future.
From India, Kumbakonam
Hi Roopsh, singhjyoti17, kraviravi.kravi@gmail.com...
Thank you very much for sharing your views about your past experience. As an HR Recruiter, I would seriously suggest you to inquire about the following details in depth:
1. Ask for the complete job description for sure.
2. Mode of job - Permanent or Contract.
3. Notice period and salary expectations of the company.
4. Inquire about the company profile (Regular Employees, Establishment, company level - Level 5 or 3).
5. Any on-site projects for the clients.
Most recruiters do what you have discussed, "to send as many profiles as they can in a day," and they tend to rush to close the position, only to fail to do so in the end. This is a waste of time for the candidate and the client/company as well.
Thanks & Regards,
V. Vikram Kumar
HR IT Recruiter
Email: vk1998@gmail.com
From India, Hyderabad
Thank you very much for sharing your views about your past experience. As an HR Recruiter, I would seriously suggest you to inquire about the following details in depth:
1. Ask for the complete job description for sure.
2. Mode of job - Permanent or Contract.
3. Notice period and salary expectations of the company.
4. Inquire about the company profile (Regular Employees, Establishment, company level - Level 5 or 3).
5. Any on-site projects for the clients.
Most recruiters do what you have discussed, "to send as many profiles as they can in a day," and they tend to rush to close the position, only to fail to do so in the end. This is a waste of time for the candidate and the client/company as well.
Thanks & Regards,
V. Vikram Kumar
HR IT Recruiter
Email: vk1998@gmail.com
From India, Hyderabad
Hello All,
(This is Roopesh). Thank you for sharing your valuable experiences, opinions, thoughts, and suggestions.
@Mr. Vikram, I very much agree with your suggestions, but my experience is that only after this inquiry, which is the downside of this entire story. Anyway, there may be mistakes in my guessing, understanding, and assumptions. But thank you very much for sharing.
Regards, Roopesh.
From India
(This is Roopesh). Thank you for sharing your valuable experiences, opinions, thoughts, and suggestions.
@Mr. Vikram, I very much agree with your suggestions, but my experience is that only after this inquiry, which is the downside of this entire story. Anyway, there may be mistakes in my guessing, understanding, and assumptions. But thank you very much for sharing.
Regards, Roopesh.
From India
Hi all,
It is surprising that as HR professionals, we face so many issues. We may unknowingly be causing trouble for prospective employees who do not understand basic HR terminology. However harsh it may sound, the employer or recruitment partner cannot take a vacancy lightly. You may not realize how significant a job offer can be to someone in need of employment.
One problem I see as an employer is that sometimes we are unwilling to share complete details about a vacancy with consultants because we may not think it is worth their time. It is as if the consultant possesses a magic wand to find the perfect match for the job. Why would a candidate want to join your company if the offered profile is not challenging or new? Money is not always the right motivator, as stability could become an issue. When I started my career as a recruiter, my boss once told me, "Find a profile that matches 80% because you have something valuable to offer."
As recruiters, we often encounter issues with closing positions for the month. We may mistakenly believe that all sales or HR profiles are the same. Taking shortcuts and merely sending out hundreds of resumes will likely result in rejections. As a recruiter, it is crucial to focus on key responsibilities rather than just keywords.
An ideal scenario would involve a brainstorming session between the employer and the recruitment partner to identify key responsibilities, skills, and even potential alternative industries. People often seek a change in industry as roles can become monotonous within the same sector. Collaborating in this way can save time in sourcing candidates and conserve energy for all involved parties.
From India, Mumbai
It is surprising that as HR professionals, we face so many issues. We may unknowingly be causing trouble for prospective employees who do not understand basic HR terminology. However harsh it may sound, the employer or recruitment partner cannot take a vacancy lightly. You may not realize how significant a job offer can be to someone in need of employment.
One problem I see as an employer is that sometimes we are unwilling to share complete details about a vacancy with consultants because we may not think it is worth their time. It is as if the consultant possesses a magic wand to find the perfect match for the job. Why would a candidate want to join your company if the offered profile is not challenging or new? Money is not always the right motivator, as stability could become an issue. When I started my career as a recruiter, my boss once told me, "Find a profile that matches 80% because you have something valuable to offer."
As recruiters, we often encounter issues with closing positions for the month. We may mistakenly believe that all sales or HR profiles are the same. Taking shortcuts and merely sending out hundreds of resumes will likely result in rejections. As a recruiter, it is crucial to focus on key responsibilities rather than just keywords.
An ideal scenario would involve a brainstorming session between the employer and the recruitment partner to identify key responsibilities, skills, and even potential alternative industries. People often seek a change in industry as roles can become monotonous within the same sector. Collaborating in this way can save time in sourcing candidates and conserve energy for all involved parties.
From India, Mumbai
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
