Dear All,
I am forwarding you Wordfile on Interview Techniques in simple
language`s & tip`s of behaviourial pattern of Interviewee.
Hope you would like it & share me your experience
Regds
Rajesh Patel
9773144959
From India, Mumbai
10I am forwarding you Wordfile on Interview Techniques in simple
language`s & tip`s of behaviourial pattern of Interviewee.
Hope you would like it & share me your experience
Regds
Rajesh Patel
9773144959
From India, Mumbai
Dear Rajesh,
You have mentioned on Interview techniques word file that
• He should not be a relative to a doctor, to a politician, to a police official, to a lawyer or any such entity. The interviewer should also ask about his In-Laws & their profession.
• The candidate should belong to a middle class & a well reputed family.
Could you please explain this ? I found these are Funny techniques. It's also
not Universal accepted Interview techniques.The paper you have attached
here belongs to one organisation's specific requirement.
Regards
From India, Delhi
You have mentioned on Interview techniques word file that
• He should not be a relative to a doctor, to a politician, to a police official, to a lawyer or any such entity. The interviewer should also ask about his In-Laws & their profession.
• The candidate should belong to a middle class & a well reputed family.
Could you please explain this ? I found these are Funny techniques. It's also
not Universal accepted Interview techniques.The paper you have attached
here belongs to one organisation's specific requirement.
Regards
From India, Delhi
It does not Universally hold good that a person cannot be selected if they are a relative to a Doctor , Lawyer or a Politician... Could you just clarify me on that thought........
From India, Hyderabad
From India, Hyderabad
I agree with Bikram, if w’l follow this process may recruiters able to hire only 7 -8% candidates in a year. NM
From India, New Delhi
From India, New Delhi
Also Mr RPHASTA has mentioned that the candidate should be a science grad. Really funny. I had a hearty laugh reading that this attachemnent is supposed to be "Selection Cliteria For Interview". How Funny! The attachment is a direct lift from one of the job posting profile and the member who has posted it hasnt even bothered to read it before directly lifting it (Copy & Paste expert)
Members "Sankalp_1385" & "Sksvg" have even responded with "Thank you" and merit on the usefulness of the post. Again someone has talked about "Apples" but has posted "Oranges" and still someone else has said THANK YOU!???????.....We do live in a Wierd World with fools all around!........rgrds
From India, Mumbai
Members "Sankalp_1385" & "Sksvg" have even responded with "Thank you" and merit on the usefulness of the post. Again someone has talked about "Apples" but has posted "Oranges" and still someone else has said THANK YOU!???????.....We do live in a Wierd World with fools all around!........rgrds
From India, Mumbai
I completely agree with Mr.Bikram. This is not the standard criteria for the interview, instead the same is profile specific wherein the well-set criteria has been laid down for the profile. Moreover, I was also unable to understand the criterias as stated by Mr. Bikram.
Regards,
Satpreet Kaur
From India
Regards,
Satpreet Kaur
From India
I disagree with techniques given in the document. Firstly, because each job opening requires an analysis. One type of behavior might be suitable for one position but not in case of all positions. So, behavior profiling is different for various positions.
Secondly, because to talk about the transparent HR practices, it is inappropriate to get to know the personal details of the candidate.
Thirdly, the statement of the right candidate belonging to the middle class excludes the company for being an equal opportunity employer.
So, it will be appreciable if the material is assessed prior to sharing with others.
From Pakistan, Islamabad
Secondly, because to talk about the transparent HR practices, it is inappropriate to get to know the personal details of the candidate.
Thirdly, the statement of the right candidate belonging to the middle class excludes the company for being an equal opportunity employer.
So, it will be appreciable if the material is assessed prior to sharing with others.
From Pakistan, Islamabad
Dear Rajesh,
1. Most of the the tips and techniques you have mentioned are very vague and in no way form basis for selecting a candidate.
2. Though some of your points are valid a lot of points seems to be cut,copied and pasted from some specifc organisational requirement .
1. Most of the the tips and techniques you have mentioned are very vague and in no way form basis for selecting a candidate.
2. Though some of your points are valid a lot of points seems to be cut,copied and pasted from some specifc organisational requirement .
Dear Friends,
I wrote a case sometime back pointing out several irregularities in the Interviewing Process based on interactions with a good number of people on both sides of the interview fence - Interviewers and Interviewees. The posts here amply highlight what my case wishes to point out - we have a long way to go before we can call ourselves professional interviewers or recruiters.
Feel free to let me know how you found the case.
I have also attached a Recruiter/Interviewer Competency Model with clear Behavior Indicators for each Competency. The Model was developed by AIRS - they provide recruiter training to 70% of the Fortune 500, after observing, surveying and interviewing lots of star recruiters in American industry. One of the desirable competencies mentioned in the AIRS Model - more relevant for the interviewer role - is knowledge and application of various assessment methodologies ( the Interview Technique is only one method!)
In case the thought of having a Competency Model specifically distinguishing great recruiters from average recruiters comes as a surprise, let me point out what has been said many times over - it takes a Leader to identify a Leader - Recruiters also need to have Critical Competencies to distinguish themselves as Talent Gatekeepers - after all they are the one's responsible for bringing talent into the organization.
And please feel free to use these resources for training interviewers and recruiters. I certainly use them for my public and in-house workshops.
Best regards,
Sumeet
09998822978
From India, Ahmadabad
I wrote a case sometime back pointing out several irregularities in the Interviewing Process based on interactions with a good number of people on both sides of the interview fence - Interviewers and Interviewees. The posts here amply highlight what my case wishes to point out - we have a long way to go before we can call ourselves professional interviewers or recruiters.
Feel free to let me know how you found the case.
I have also attached a Recruiter/Interviewer Competency Model with clear Behavior Indicators for each Competency. The Model was developed by AIRS - they provide recruiter training to 70% of the Fortune 500, after observing, surveying and interviewing lots of star recruiters in American industry. One of the desirable competencies mentioned in the AIRS Model - more relevant for the interviewer role - is knowledge and application of various assessment methodologies ( the Interview Technique is only one method!)
In case the thought of having a Competency Model specifically distinguishing great recruiters from average recruiters comes as a surprise, let me point out what has been said many times over - it takes a Leader to identify a Leader - Recruiters also need to have Critical Competencies to distinguish themselves as Talent Gatekeepers - after all they are the one's responsible for bringing talent into the organization.
And please feel free to use these resources for training interviewers and recruiters. I certainly use them for my public and in-house workshops.
Best regards,
Sumeet
09998822978
From India, Ahmadabad
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Interview Techniques.ppt