how can we check the candidate mechurity level? what are all the question shall we ask?
From India, Madras
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From India, Madras
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Please form your questions accordingly:
- Ask an open-ended question on decision-making. Don't measure the answer merely with the information provided, but the depth of understanding.
- Intertwine one difficult question with an easy one. Check which question the candidate is more comfortable answering.
- Press the candidate to speak on a controversial subject, such as what if the boss asks the candidate to bribe. Check the answer not just on ethics, but how wisely they would handle the situation.
- Add a tricky situation to the technical questions. Interviewees generally tend to answer it with technical jargon; this would show the knowledge level but expose the candidate's attempt to camouflage their level of understanding.
- Ask them to measure their growth through the roles they have delivered so far. Measure the candidate for their understanding of their weaknesses and capability to work through them. Boastings are no-brainer. Ingenuity is the mark of maturity.
- If you take pressure interviews to judge the maturity level, please plan it well with enough bonding before and after the interview. Ensure there are no negative words of mouth about the interview. Generally, when candidates can't crack such an interview, they badmouth the interviewer and the organization. So rewire that effectively. You have nothing against the candidate. It's just a screening process, so don't let it affect your effort to build a relationship with the talent.
At the end of the day, an interview is an opportunity to understand how well the candidate can fit your requirement. Measure the candidate, but don't forget to act as an ambassador to the talent market. You would need effective word of mouth to get referrals.
You may consider the links attached to groom your interview skills:
- [Interview skills PPT & PDF](https://www.citehr.com/33328-hiring-process.html#post149254)
- [Parameters to test](https://www.citehr.com/144737-psychometric-test-before-appearing-forinterviews.html#post612368)
- [Interview skills](https://www.citehr.com/211520-interview-skills.html#post952213)
- [An article on interview](https://www.citehr.com/2295-gud-article-interview.html#post9052)
Wish you all the best!
Regards,
Cite Contribution
From India, Mumbai
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1873- Ask an open-ended question on decision-making. Don't measure the answer merely with the information provided, but the depth of understanding.
- Intertwine one difficult question with an easy one. Check which question the candidate is more comfortable answering.
- Press the candidate to speak on a controversial subject, such as what if the boss asks the candidate to bribe. Check the answer not just on ethics, but how wisely they would handle the situation.
- Add a tricky situation to the technical questions. Interviewees generally tend to answer it with technical jargon; this would show the knowledge level but expose the candidate's attempt to camouflage their level of understanding.
- Ask them to measure their growth through the roles they have delivered so far. Measure the candidate for their understanding of their weaknesses and capability to work through them. Boastings are no-brainer. Ingenuity is the mark of maturity.
- If you take pressure interviews to judge the maturity level, please plan it well with enough bonding before and after the interview. Ensure there are no negative words of mouth about the interview. Generally, when candidates can't crack such an interview, they badmouth the interviewer and the organization. So rewire that effectively. You have nothing against the candidate. It's just a screening process, so don't let it affect your effort to build a relationship with the talent.
At the end of the day, an interview is an opportunity to understand how well the candidate can fit your requirement. Measure the candidate, but don't forget to act as an ambassador to the talent market. You would need effective word of mouth to get referrals.
You may consider the links attached to groom your interview skills:
- [Interview skills PPT & PDF](https://www.citehr.com/33328-hiring-process.html#post149254)
- [Parameters to test](https://www.citehr.com/144737-psychometric-test-before-appearing-forinterviews.html#post612368)
- [Interview skills](https://www.citehr.com/211520-interview-skills.html#post952213)
- [An article on interview](https://www.citehr.com/2295-gud-article-interview.html#post9052)
Wish you all the best!
Regards,
Cite Contribution
From India, Mumbai
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HR Maturity Model_v6.pdf
Interview questions.doc