Dear All, Pls. send some interview tips for hiring GM and above level Regards veena
From India, Mumbai
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From India, Mumbai
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Hi!
I recommend a structured interview based on the core competencies you are looking for. Your assessment will be based on questions that require your candidates to talk about past experiences that will let you know if their past behavior has been what you are looking for. Try not to ask any questions that general knowledge by itself would answer correctly; don't be fooled by beautiful-sounding answers.
If you need help developing the interview, feel free to ask. I would be happy to help you. :)
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I recommend a structured interview based on the core competencies you are looking for. Your assessment will be based on questions that require your candidates to talk about past experiences that will let you know if their past behavior has been what you are looking for. Try not to ask any questions that general knowledge by itself would answer correctly; don't be fooled by beautiful-sounding answers.
If you need help developing the interview, feel free to ask. I would be happy to help you. :)
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Thank you for reaching out. Currently, I hold a senior executive position in a retail organization. When I interview candidates for the General Manager (GM) level, they seem hesitant to answer my questions as they perceive me to be at a junior level. However, my Chief Operating Officer (COO) has granted me full authority to shortlist candidates for the second round of interviews.
I would appreciate your guidance on how to manage this situation effectively.
Regards
From India, Mumbai
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I would appreciate your guidance on how to manage this situation effectively.
Regards
From India, Mumbai
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Hi Veena,
Behavioral-based interviewing techniques would be highly useful to deal with candidates at a higher level. I trust you must have come across interviewing tools like SMART, TASK, and others that can be used. If you need any further details, please let me know.
Regards,
Karthik
From United Arab Emirates, Dubai
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Behavioral-based interviewing techniques would be highly useful to deal with candidates at a higher level. I trust you must have come across interviewing tools like SMART, TASK, and others that can be used. If you need any further details, please let me know.
Regards,
Karthik
From United Arab Emirates, Dubai
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Well, that's what I meant by Structured Interview based on Competencies and Behavior. And I was telling you, I can help you out with it. I'm a psychologist, behavior, and real valid testing are my expertise.
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SIR,
DO YOU POSSESS EXPERTISE IN PROVIDING CAREER COUNSELING ALSO? WHAT PROFESSION ARE YOU ACTUALLY ENGAGED WITH? I HAVE A FEW OTHER THINGS ALSO TO BE CLARIFIED. WOULD YOU PLEASE BE KIND ENOUGH TO DROP YOUR CONTACT DETAILS AT
OR CALL ME AT 09829403482. AS FOR ME, I AM RAJESH BHATNAGAR ENGAGED IN RECRUITMENT CONSULTATION.
REGARDS
From India, Chandigarh
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DO YOU POSSESS EXPERTISE IN PROVIDING CAREER COUNSELING ALSO? WHAT PROFESSION ARE YOU ACTUALLY ENGAGED WITH? I HAVE A FEW OTHER THINGS ALSO TO BE CLARIFIED. WOULD YOU PLEASE BE KIND ENOUGH TO DROP YOUR CONTACT DETAILS AT
REGARDS
From India, Chandigarh
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It's always better to conduct a short psychometric test based on the IE scale. Secondly, for the verbal face-to-face round, Kipling Questions are always useful. You can refer to changingminds.org for better guidance.
From China, Qinhuangdao
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From China, Qinhuangdao
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Hello,
I would suggest checking the references first rather than identifying the person through an interview only. This is because individuals at this level are well experienced to filter through all the evaluation parameters. Instead, they should be selected based on personal references and preferences.
Regards
From India, Chandigarh
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I would suggest checking the references first rather than identifying the person through an interview only. This is because individuals at this level are well experienced to filter through all the evaluation parameters. Instead, they should be selected based on personal references and preferences.
Regards
From India, Chandigarh
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