What is mentioned by the Active member is great.
I prefer to be a technoHR rather being a tradidtional one.
Also Mr.venkat has rightly pointed out that no one will take a risk of loosing their job.
I thank all for their inputs and effective participation.
Good day to you all.
regards
Jeyaseelan.A
From India, New Delhi
10I prefer to be a technoHR rather being a tradidtional one.
Also Mr.venkat has rightly pointed out that no one will take a risk of loosing their job.
I thank all for their inputs and effective participation.
Good day to you all.
regards
Jeyaseelan.A
From India, New Delhi
All we expect from the active / senior members to contribute further and further. Regards Jeyaseelan.A
From India, New Delhi
From India, New Delhi
hi shyamali
sorry to come again to you. but i have one doubt i.e. the questioneer at the time hr interview.
what questions can i ask with the candidates on behalf of hr.
because i dont have any experience in this department and going to conduct interviews for the first time. so i am getting nervous.
so please help me.
have a nice day :)
lalithaj
From India, Hyderabad
sorry to come again to you. but i have one doubt i.e. the questioneer at the time hr interview.
what questions can i ask with the candidates on behalf of hr.
because i dont have any experience in this department and going to conduct interviews for the first time. so i am getting nervous.
so please help me.
have a nice day :)
lalithaj
From India, Hyderabad
hello sir,
I'm a student doing Masters in HR.. I don't know how competent i am in answering this one...
but while I was doing my ionternship in one of the IT companies in b'lore, they had this practice of doing telephonic interviews..
That was done once the technical round is over just before the face to face interview...
And i think once you have the resume with you, you are always at the liberty of cross questioning the candidate on the same basis..
If person is a fraud, he/she may not withstand too many questions.
And from what i saw there it was very helpful for them to have a general understanding on how to approach the candidate for the face to face round...
And its never taken as the round for final judgement. so there are lots of scope for rechecking.
Regards
Anjana R
I'm a student doing Masters in HR.. I don't know how competent i am in answering this one...
but while I was doing my ionternship in one of the IT companies in b'lore, they had this practice of doing telephonic interviews..
That was done once the technical round is over just before the face to face interview...
And i think once you have the resume with you, you are always at the liberty of cross questioning the candidate on the same basis..
If person is a fraud, he/she may not withstand too many questions.
And from what i saw there it was very helpful for them to have a general understanding on how to approach the candidate for the face to face round...
And its never taken as the round for final judgement. so there are lots of scope for rechecking.
Regards
Anjana R
i totally agree with Jeyaseelan, on this. it is very difficult to know whether one is speaking to the right person who is pupose to be the candidate applied for the job. however some background verifications can be done with respect to the information given in the forwarded resume. the presence of mind of the interviewee should be checked.
i will however believe telephonic interview is amust these days as companies are now recruitng and selecting candidates located away from their location.
timex.
i will however believe telephonic interview is amust these days as companies are now recruitng and selecting candidates located away from their location.
timex.
Telephonic interviews can be an advantage as well as a disadvantage.
Advantages:
-can check on comm skills.
- can check most of the educational/ experience details.
- can get a feel of the candidate
- can sometimes get to know about the basic interest of the candidate and also whether s/he fits the requirement.
Disadvantages:
- You cannot be sure who is answering the interview (more so in the case of scheduled telecons)
- Cannot say for sure whether the person is genuine or not.
- Tech skills cannot be vouched for
- If the position is for a tech position where comm skills may not be of importance, then ....
My feel of this is basically if there has been a tele interview, the personal interview must go over the experience and the educational details once again., just so that we know that it is the same person spoken to over the phone.
Similarly have heard of cases where the candidate's tech interview on phone was superb but when it came to a face to face interview, it was a failure
All in all i dont think a tele interview is a substitute for a face to face meeting. At most, it could be time saver, so that the preliminary checks etc can be completed.
Kishwes
From India, Bangalore
Advantages:
-can check on comm skills.
- can check most of the educational/ experience details.
- can get a feel of the candidate
- can sometimes get to know about the basic interest of the candidate and also whether s/he fits the requirement.
Disadvantages:
- You cannot be sure who is answering the interview (more so in the case of scheduled telecons)
- Cannot say for sure whether the person is genuine or not.
- Tech skills cannot be vouched for
- If the position is for a tech position where comm skills may not be of importance, then ....
My feel of this is basically if there has been a tele interview, the personal interview must go over the experience and the educational details once again., just so that we know that it is the same person spoken to over the phone.
Similarly have heard of cases where the candidate's tech interview on phone was superb but when it came to a face to face interview, it was a failure
All in all i dont think a tele interview is a substitute for a face to face meeting. At most, it could be time saver, so that the preliminary checks etc can be completed.
Kishwes
From India, Bangalore
Dear Jeeya,
Thats quite a relevant question........... b'coz most of the times in a telephonic interview you can not really make out that is he the same person as on the CV.
Therefore, another cost effective and infact efficient way to interview a candidate without calling him down physically ......is Video Conference. The interviewer would be able to see, observe and analyse from the responses of the interviewee....... his suitability for the position.
Regards,
Apoorva
From India, Mumbai
Thats quite a relevant question........... b'coz most of the times in a telephonic interview you can not really make out that is he the same person as on the CV.
Therefore, another cost effective and infact efficient way to interview a candidate without calling him down physically ......is Video Conference. The interviewer would be able to see, observe and analyse from the responses of the interviewee....... his suitability for the position.
Regards,
Apoorva
From India, Mumbai
hi telephonic interviews gives an idea about the individual’s capability the individual can be shortlisted and on the basis of final interviews the person can be selected regards Priyanka
Telephonic interview is essential to deal with the candidate before interview ,as we know that a corporate world had depended on telecommunication which required interaction with people on telephone .if the candidate fulfill this requirement its comm skills could be checked which is basic requirement for any job . telephonic interview provide efficient time mgt for candidate as well as requriting team .many candidate can be interviewed at short time periods rather that calling ,mailing etc. better resources are managed in this process.
Regards,
Rvashsit
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Thing syou should avoid in interview.pptx
EPFO MEMBERS BOOKLET.pdf
Interview-ebook _181.zip