Dear Mr. Nagaraj,
Again, a wonderful post. Last time on how to attend an interview... this time, how to conduct it. :)
I am sure this is going to be helpful to all those people who have to conduct interviews but are not trained to do so. Not only to the HR community but also for the non-HR community who are at the managerial level and take interviews for their specific departments.
Thanks a lot for sharing it with us.
Regards,
Shyam Krishna
From India, Bangalore
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2Again, a wonderful post. Last time on how to attend an interview... this time, how to conduct it. :)
I am sure this is going to be helpful to all those people who have to conduct interviews but are not trained to do so. Not only to the HR community but also for the non-HR community who are at the managerial level and take interviews for their specific departments.
Thanks a lot for sharing it with us.
Regards,
Shyam Krishna
From India, Bangalore
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Dear Mr. Nagraj, Sir, the best part of presentation is slide no.15, where you have quoted to select the candidates not to reject and see the positive point. Thanks for sharing it sir. Regards, Sakshi
From India, Delhi
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From India, Delhi
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Dear Mr Nagraj Nice presentation,Shows deep understanding of Role of HR and Non HR people in a panel of interview. Thanks for sharing Rgs Vivek Jain BHL
From India, Delhi
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From India, Delhi
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Dear Mr Nagraj, I just wanted to confirm one thing that if the candidate does not get selected, what are the ways to tell him about his rejection on his face (directly or indirectly)? Thanks, Shweta
From India, New Delhi
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From India, New Delhi
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Dear Mr. Nagaraj,
I appreciate your efforts but would like to mention that minor issues such as spelling errors need to be addressed. This creates a bad impression and even raises doubts on capabilities.
Regards,
Rukmani
From India, Mumbai
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I appreciate your efforts but would like to mention that minor issues such as spelling errors need to be addressed. This creates a bad impression and even raises doubts on capabilities.
Regards,
Rukmani
From India, Mumbai
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Dear Mr. BN Nagaraj,
Many things are covered in your presentation, and many things are yet to be covered as well. Following are my observations on your presentation:
1. Punctuality of the Interviewer: Your presentation does not mention this important quality that an interviewer must demonstrate. While the interviewee is expected to report for the interview on time, it is the duty of the interviewer to start the interview on time. Many interviewers fail on this count. Being "busy" is no excuse for not starting the interview late. There is a difference between a needy and confident candidate. I have seen cases of candidates leaving the venue of the interview after waiting for an hour.
2. Questioning & Listening Skills: An interviewer should talk for 20% of the time, and the candidate should talk for 80% of the time. Your presentation does not reference probing, leading, and clarifying questions used in the interview.
3. Quality of the Questions: Wendell has said, "never judge a person by his answers but by his questions." The quote is truly applicable to the interviewer. Intelligent candidates will never appreciate being dealt with kid's gloves.
4. Pre-interview Preparation: As a part of pre-interview preparation, the interviewer should do the following:
a) Keep his/her own subordinates informed of the interview schedule (at times HR staff feign ignorance about the interview schedule of the HR Manager).
b) Keep the front office and security informed of the interview schedule.
c) Match the CV of the candidate with that of the JD of the position.
d) Call the candidates in a staggered manner rather than calling everybody at once (the GM of one prominent construction company had called about 10 candidates at the same time. The last candidate could only be interviewed after 2 hours).
5. Know Your Company Very Well: Candidates do their own market research before attending the interview. Therefore, the interviewer must know his/her company very well. The interviewer must know what information is given on the company's website. I have seen managers not knowing what information is uploaded on their company's website!
6. General Errors Made While Interviewing: Your presentation does not mention the following errors that an interviewer may make:
a) The Halo Effect
b) Leniency
c) Projection
d) Stereotyping
Adequate information about the above errors is available on the internet and in other management books.
7. Knowledge-gain Exercise: The interviewer should ask only those questions whose answers he knows very well. An interview is neither an opportunity to gain market intelligence nor an exercise to assess the current market trend.
Your Presentation: You have loaded your slides with a whole lot of information. This goes against the principles of "Presentation Skills." You should provide a few bullet points and explain the topic. If a training professional were to use this presentation, he/she would end up reading the text from the slides. The information you have given on the slides should go into the notes.
Final Note: When a training professional prepares a presentation, he/she should consider all the possibilities of what may happen and what may not happen and come up with a presentation. What that person has done or not done in his/her career is not important. When we read the newspaper, we read it for the editorial. Editorial content has to be head and shoulders above the "Letters to the editor" and not vice versa.
Dinesh V Divekar
From India, Bangalore
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Many things are covered in your presentation, and many things are yet to be covered as well. Following are my observations on your presentation:
1. Punctuality of the Interviewer: Your presentation does not mention this important quality that an interviewer must demonstrate. While the interviewee is expected to report for the interview on time, it is the duty of the interviewer to start the interview on time. Many interviewers fail on this count. Being "busy" is no excuse for not starting the interview late. There is a difference between a needy and confident candidate. I have seen cases of candidates leaving the venue of the interview after waiting for an hour.
2. Questioning & Listening Skills: An interviewer should talk for 20% of the time, and the candidate should talk for 80% of the time. Your presentation does not reference probing, leading, and clarifying questions used in the interview.
3. Quality of the Questions: Wendell has said, "never judge a person by his answers but by his questions." The quote is truly applicable to the interviewer. Intelligent candidates will never appreciate being dealt with kid's gloves.
4. Pre-interview Preparation: As a part of pre-interview preparation, the interviewer should do the following:
a) Keep his/her own subordinates informed of the interview schedule (at times HR staff feign ignorance about the interview schedule of the HR Manager).
b) Keep the front office and security informed of the interview schedule.
c) Match the CV of the candidate with that of the JD of the position.
d) Call the candidates in a staggered manner rather than calling everybody at once (the GM of one prominent construction company had called about 10 candidates at the same time. The last candidate could only be interviewed after 2 hours).
5. Know Your Company Very Well: Candidates do their own market research before attending the interview. Therefore, the interviewer must know his/her company very well. The interviewer must know what information is given on the company's website. I have seen managers not knowing what information is uploaded on their company's website!
6. General Errors Made While Interviewing: Your presentation does not mention the following errors that an interviewer may make:
a) The Halo Effect
b) Leniency
c) Projection
d) Stereotyping
Adequate information about the above errors is available on the internet and in other management books.
7. Knowledge-gain Exercise: The interviewer should ask only those questions whose answers he knows very well. An interview is neither an opportunity to gain market intelligence nor an exercise to assess the current market trend.
Your Presentation: You have loaded your slides with a whole lot of information. This goes against the principles of "Presentation Skills." You should provide a few bullet points and explain the topic. If a training professional were to use this presentation, he/she would end up reading the text from the slides. The information you have given on the slides should go into the notes.
Final Note: When a training professional prepares a presentation, he/she should consider all the possibilities of what may happen and what may not happen and come up with a presentation. What that person has done or not done in his/her career is not important. When we read the newspaper, we read it for the editorial. Editorial content has to be head and shoulders above the "Letters to the editor" and not vice versa.
Dinesh V Divekar
From India, Bangalore
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Its awesome presentation and wonderful for most of the seniors to digest and to put in practice for the organisations they induct talents:p Paul:ph34r:
From India, Hyderabad
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From India, Hyderabad
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Dear Mr. Nagaraj,
This is an excellent, precise, and well-prepared presentation. It will really help human resource personnel, other managers, and non-managers to conduct interviews. It is very important to be fair with interviewees, even if someone is not going to get the job. I have experienced some interviewers hurting interviewees just to let them feel that they will be rejected. I think such interviewers are not bad people, but they lack basic interviewing skills. I suggest that some notes should also be added on how to behave after the interview. How to communicate with rejected candidates? There are many ways people do not know. I believe a good and reputable company is the one that behaves with courtesy even with those who are rejected. This is a great help. Thank you very much for your effort, and keep it up.
Iman
From Switzerland
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This is an excellent, precise, and well-prepared presentation. It will really help human resource personnel, other managers, and non-managers to conduct interviews. It is very important to be fair with interviewees, even if someone is not going to get the job. I have experienced some interviewers hurting interviewees just to let them feel that they will be rejected. I think such interviewers are not bad people, but they lack basic interviewing skills. I suggest that some notes should also be added on how to behave after the interview. How to communicate with rejected candidates? There are many ways people do not know. I believe a good and reputable company is the one that behaves with courtesy even with those who are rejected. This is a great help. Thank you very much for your effort, and keep it up.
Iman
From Switzerland
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Mr. Nagaraj B.N. A Good Contribution and useful tips for the interviewer - especially, for the less experienced panel member and who are not from the HR background. Thank you, == Hari
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Dear Mr. Nagaraj,
Kindly, I need the answers to the following questions which are frequently asked of me in interviews:
1. What is the reason for changing the job?
2. At the end of the interview, they ask me if I want to ask anything.
3. Tell me about yourself.
Please explain to me what they are expecting from me for these questions.
From India, Madras
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Kindly, I need the answers to the following questions which are frequently asked of me in interviews:
1. What is the reason for changing the job?
2. At the end of the interview, they ask me if I want to ask anything.
3. Tell me about yourself.
Please explain to me what they are expecting from me for these questions.
From India, Madras
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Dear all members,
I have already posted 2 ppts, one on "Qualities of an HR Manager" and the other on "How to face an interview." Now, I am attaching one more PPT on "How to conduct an Interview" developed by me. This will be helpful for non-HR people as well as HR personnel who conduct interviews on the panel. Please send your feedback.
Regards,
B N Nagaraj
GM-HR
Adarsh Developers, Bangalore
Email: bnnagaraj@adarshdevelopers.com
From India, Mumbai
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I have already posted 2 ppts, one on "Qualities of an HR Manager" and the other on "How to face an interview." Now, I am attaching one more PPT on "How to conduct an Interview" developed by me. This will be helpful for non-HR people as well as HR personnel who conduct interviews on the panel. Please send your feedback.
Regards,
B N Nagaraj
GM-HR
Adarsh Developers, Bangalore
Email: bnnagaraj@adarshdevelopers.com
From India, Mumbai
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Mr. Nagaraj,
It is indeed a very informative post. I also work as an HR professional and conduct interviews, but until now, I have had a query - Am I doing it right? Is my method correct?
After going through the PowerPoint presentation, I am confident with the outcomes of whatever I present in further rounds.
Thanks a lot from the entire team for such a wonderful post.
From India, Bangalore
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It is indeed a very informative post. I also work as an HR professional and conduct interviews, but until now, I have had a query - Am I doing it right? Is my method correct?
After going through the PowerPoint presentation, I am confident with the outcomes of whatever I present in further rounds.
Thanks a lot from the entire team for such a wonderful post.
From India, Bangalore
Acknowledge(0)Amend(0)
Hi, thank you for providing such wonderful data on conducting an interview. It will be helpful for all HR managers when conducting interviews.
I have already posted 2 PPTs, one on "Qualities of an HR Manager" and the other on "How to face an interview." Now, I am attaching one more PPT on "How to conduct an Interview" developed by me. This will be beneficial for non-HR people as well as HR individuals who conduct interviews on the panel. Please send your feedback.
Regards,
B N Nagaraj
GM-HR
Adarsh Developers
Bangalore
Email: bnnagaraj@adarshdevelopers.com
From India, Mumbai
Acknowledge(0)Amend(0)
I have already posted 2 PPTs, one on "Qualities of an HR Manager" and the other on "How to face an interview." Now, I am attaching one more PPT on "How to conduct an Interview" developed by me. This will be beneficial for non-HR people as well as HR individuals who conduct interviews on the panel. Please send your feedback.
Regards,
B N Nagaraj
GM-HR
Adarsh Developers
Bangalore
Email: bnnagaraj@adarshdevelopers.com
From India, Mumbai
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Dear Mr. Nagaraj,
Thank you for posting this presentation and PowerPoint on tips for conducting interviews. I work with an NGO and manage the HR aspects here. I found this presentation very useful and interesting. I have also forwarded it to my bosses who are currently conducting interviews. Though I am not a regular member on this site, I believe I should start accessing it more frequently now.
Thanks,
Sona
From India, Bangalore
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Thank you for posting this presentation and PowerPoint on tips for conducting interviews. I work with an NGO and manage the HR aspects here. I found this presentation very useful and interesting. I have also forwarded it to my bosses who are currently conducting interviews. Though I am not a regular member on this site, I believe I should start accessing it more frequently now.
Thanks,
Sona
From India, Bangalore
Acknowledge(0)Amend(0)
Hi All
Maybe this for your reference :
Topic : Seven Powerful Steps in Recruitment Process
To guarantee and support the company’s success in its investment, the important thing needs to be done is to search and select candidate according to the needed requirement, it’s not difficult, and this is the easiest matter. Why? Because at the time someone hasn’t joining with us, we do not have moral obligation or binding which later will generate great conflict of a human being basic nature which is 'pity'.
The difficulty and mind conflict is at the time of the recruited person have come along for some times, it means a user or recruiter no longer use check and balance in running the assessment and evaluation to determine whether the employee is competent or have to leave because the assessment and evaluation result show average number which isn’t bring meaningful changes. In this phase company will experience a loss at its first stage. What about the second stage and so on? Not to mention if employees have bad attitude and behavior, bad character and often setting his mind to avoid company’s philosophy, culture and mission and also vision. It can be predicted that the company future will progressively heavy and difficult, not to mention the business competition which progressively swoop and sharply. The future effect can be predicted that the company has to deal with heavy burden for a long time. Paying salary, overtime, benefit/compensation, uniform, health, insurance, etc, and also the failure over failure will come along with them. Wealthy and great company will need a longer time to realize if they face trouble. But imagine if this person is in a company with limited budget and development, surviving probably is the best he can do. What about the keyword is they have to shut down the company and give away the separation pay? One more time, think and reach the qualified person to be recruited, or at least recruit a person who doesn’t understand at all, teach them and make sure that they have strong moral and enormous responsibility.
Below are the 7 suggested steps for a HR Manager or recruitment Team at the time of Selection & Recruitment program being held:
1. This is a must:
A recruiter is a person who has to be expert and understand the whole application of basic knowledge in every company, a Recruiter has to be really understand many comprehension of non-formal and formal competence, such as EMS (Environmental Management System), QMS (Quality Management System), Organization, Business Strategy, Improvement & Development Models, Improvement Tools and Equipment, and also the application of justified implementation. A recruiter has to be a person who is already tested in any industrial sector.
Hence, a recruiter will find out precisely which candidate is suitable with the user wish or the investment hope. Don’t be a recruiter if you have no complete application of basic knowledge in the entire industrial sector. As a note, if you don’t want to be dictated by the user who sometimes make more decision than you. This is not about who is the winner, but at least you won’t face difficulties when making job profile or job evaluation of the candidate. Moreover you will become the facilitator of the Performance Appraisal in the future.
2. Do careful and precise selection on the CV, match it with the basic need of the vacant position. Don’t get stunning with the user requirements, the variance disciplines will help a lot in your company’s future. Innovation will keep going on if you and the team in your company have different frames.
3. See and observe CV with the strong desire in working (in this case a recruiter will have instinct and feeling to match the required position with the investor desire). It can be seen from the CV quality and the way its writing in the informative way. Avoid being so fanatic with the almamater where you used to study or go to college. There would be a lot of changes in someone because of the situation and condition that he experienced. One more time, choose a suitable candidate who really matched the investor strategy, not only your importance.
4. At the time you invite a candidate in the interview session (after passing the psycho test, if it’s exist), ask your candidate to tell anything he had done before, starting from the first time he worked and what are his achievements. Candidate would never forget about his achievements, measure precisely between the achievements with the result. Make sure that the know exactly what your company need of, if it’s necessary, ask your candidate to make a short presentation and its matrix and also the exact output that cascade in front of you. Use ‘zero tolerance’ when you are interviewing a candidate, show failure possibilities with the zero percentage result/value. Remember! Don’t put more burdens on your company by recruiting the wrong person in your environment.
5. When a candidate is going to be interviewed by the user, make sure you are there, listening and paying attention to the conversation between the User and the candidate. It is important for you to make sure that your candidate is the strong and responsible candidate.
Reviewing (maintaining opinion, discussing and determining) candidate is very important in the continuation of recruitment process. Once more, make sure that the candidate has the mission, vision and culture of your company. Do not recruiting a person that has mission, vision and culture out of your company’s. Once more….make sure of it!
6. When there is compatibility between User, You and the Investor, state it to the candidate about what are his target and achievements later on. Once more make a measureable tolerance and simple in evaluation. If the candidate felt unable to take the burden, then end the meeting session right away. Don’t waste too much time in holding up the candidate that couldn’t meet the requirements. If the candidate felt challenge with the burden he’s going to face, then prepare the next step where it is very important and critical in the recruitment process, that is the making of ‘Working Contract’ that suitable with your company’s investor.
7. Prepare the Working Contract with the “time line”. Offer the progressive salary arrangement according to the result and achievement. Don’t use the probation time as your regulation in recruiting a candidate. It wouldn’t be maximum for anyone who only assesses someone in such a short time. A significant salary amount is the salary that he will receive if he success in doing his duties.
The above seven steps process is very simple and easy to do process for a recruiter in obtaining and determining a suitable candidate. However if it’s feel difficult to do, then consider of what and how you will act if one day your candidate is actually not proper to be in one of your team. Spend a long and winding time in order to “shape”, “build” and “direct” them to match into the company’s mission, vision and culture will absolutely waste a lot of your energy. Trust me!
Hopefully it’s useful. Success for the investment & Indonesian Human Resources.
Regards,
Jean VERO.
From Indonesia, Balikpapan
Acknowledge(0)Amend(0)
Maybe this for your reference :
Topic : Seven Powerful Steps in Recruitment Process
To guarantee and support the company’s success in its investment, the important thing needs to be done is to search and select candidate according to the needed requirement, it’s not difficult, and this is the easiest matter. Why? Because at the time someone hasn’t joining with us, we do not have moral obligation or binding which later will generate great conflict of a human being basic nature which is 'pity'.
The difficulty and mind conflict is at the time of the recruited person have come along for some times, it means a user or recruiter no longer use check and balance in running the assessment and evaluation to determine whether the employee is competent or have to leave because the assessment and evaluation result show average number which isn’t bring meaningful changes. In this phase company will experience a loss at its first stage. What about the second stage and so on? Not to mention if employees have bad attitude and behavior, bad character and often setting his mind to avoid company’s philosophy, culture and mission and also vision. It can be predicted that the company future will progressively heavy and difficult, not to mention the business competition which progressively swoop and sharply. The future effect can be predicted that the company has to deal with heavy burden for a long time. Paying salary, overtime, benefit/compensation, uniform, health, insurance, etc, and also the failure over failure will come along with them. Wealthy and great company will need a longer time to realize if they face trouble. But imagine if this person is in a company with limited budget and development, surviving probably is the best he can do. What about the keyword is they have to shut down the company and give away the separation pay? One more time, think and reach the qualified person to be recruited, or at least recruit a person who doesn’t understand at all, teach them and make sure that they have strong moral and enormous responsibility.
Below are the 7 suggested steps for a HR Manager or recruitment Team at the time of Selection & Recruitment program being held:
1. This is a must:
A recruiter is a person who has to be expert and understand the whole application of basic knowledge in every company, a Recruiter has to be really understand many comprehension of non-formal and formal competence, such as EMS (Environmental Management System), QMS (Quality Management System), Organization, Business Strategy, Improvement & Development Models, Improvement Tools and Equipment, and also the application of justified implementation. A recruiter has to be a person who is already tested in any industrial sector.
Hence, a recruiter will find out precisely which candidate is suitable with the user wish or the investment hope. Don’t be a recruiter if you have no complete application of basic knowledge in the entire industrial sector. As a note, if you don’t want to be dictated by the user who sometimes make more decision than you. This is not about who is the winner, but at least you won’t face difficulties when making job profile or job evaluation of the candidate. Moreover you will become the facilitator of the Performance Appraisal in the future.
2. Do careful and precise selection on the CV, match it with the basic need of the vacant position. Don’t get stunning with the user requirements, the variance disciplines will help a lot in your company’s future. Innovation will keep going on if you and the team in your company have different frames.
3. See and observe CV with the strong desire in working (in this case a recruiter will have instinct and feeling to match the required position with the investor desire). It can be seen from the CV quality and the way its writing in the informative way. Avoid being so fanatic with the almamater where you used to study or go to college. There would be a lot of changes in someone because of the situation and condition that he experienced. One more time, choose a suitable candidate who really matched the investor strategy, not only your importance.
4. At the time you invite a candidate in the interview session (after passing the psycho test, if it’s exist), ask your candidate to tell anything he had done before, starting from the first time he worked and what are his achievements. Candidate would never forget about his achievements, measure precisely between the achievements with the result. Make sure that the know exactly what your company need of, if it’s necessary, ask your candidate to make a short presentation and its matrix and also the exact output that cascade in front of you. Use ‘zero tolerance’ when you are interviewing a candidate, show failure possibilities with the zero percentage result/value. Remember! Don’t put more burdens on your company by recruiting the wrong person in your environment.
5. When a candidate is going to be interviewed by the user, make sure you are there, listening and paying attention to the conversation between the User and the candidate. It is important for you to make sure that your candidate is the strong and responsible candidate.
Reviewing (maintaining opinion, discussing and determining) candidate is very important in the continuation of recruitment process. Once more, make sure that the candidate has the mission, vision and culture of your company. Do not recruiting a person that has mission, vision and culture out of your company’s. Once more….make sure of it!
6. When there is compatibility between User, You and the Investor, state it to the candidate about what are his target and achievements later on. Once more make a measureable tolerance and simple in evaluation. If the candidate felt unable to take the burden, then end the meeting session right away. Don’t waste too much time in holding up the candidate that couldn’t meet the requirements. If the candidate felt challenge with the burden he’s going to face, then prepare the next step where it is very important and critical in the recruitment process, that is the making of ‘Working Contract’ that suitable with your company’s investor.
7. Prepare the Working Contract with the “time line”. Offer the progressive salary arrangement according to the result and achievement. Don’t use the probation time as your regulation in recruiting a candidate. It wouldn’t be maximum for anyone who only assesses someone in such a short time. A significant salary amount is the salary that he will receive if he success in doing his duties.
The above seven steps process is very simple and easy to do process for a recruiter in obtaining and determining a suitable candidate. However if it’s feel difficult to do, then consider of what and how you will act if one day your candidate is actually not proper to be in one of your team. Spend a long and winding time in order to “shape”, “build” and “direct” them to match into the company’s mission, vision and culture will absolutely waste a lot of your energy. Trust me!
Hopefully it’s useful. Success for the investment & Indonesian Human Resources.
Regards,
Jean VERO.
From Indonesia, Balikpapan
Acknowledge(0)Amend(0)
Thank you mr nagaraja for a fine presentation. This will immensely help the readers to gather knowledge from a gentle man like you who distributes knowledge for the needy kali charan misra
From India, Koraput
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From India, Koraput
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Well, it was a nice and knowledgeable PPT. Even though I am not from HR, but whenever I come across any new candidate, I will try to keep it in mind. I do agree with Rajesh Hundakar. Please educate us on how to give an interview.
Regards,
Sukhi
From United Arab Emirates, Dubai
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Regards,
Sukhi
From United Arab Emirates, Dubai
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Innovative HR Practices-.doc