Just to add to the discussion, I have observed various recruiters asking questions because "they heard this amazing question that throws candidate off guard" in one of their reunions, groups, or maybe some website. These days, the information available over the internet is huge, and though there is access for all to understand and use the information as may deem fit for the organization. HR needs to play the role of a gatekeeper (very well illustrated in the article); however, the gatekeeper has the mechanism but unfortunately the way it is being used is more delusional than inspirational. However, I am sure the article is going to be a wakeup call for recruiters (both HR & Functional). I have read it twice and probably am going to read it to my team every now and then...
From India, Gurgaon
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2From India, Gurgaon
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Very well-written article. It does need a bit of courage to write such an article. It highlighted almost every aspect that influences the interview process. Looking forward to your next article.
Regards,
From India, Hyderabad
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Regards,
From India, Hyderabad
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Dear Mathew Sir,
I really like your post and your efforts to bring to light the EGO factor that prevails in all of us. However, we should learn to judge a person's strengths, skill set, and match them with the organizational goals. This will help us in choosing the real assets for the organization. It is one of the greatest lessons for all of us and also very alarming for the HR community.
Regards,
Wasim
From India, Bangalore
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I really like your post and your efforts to bring to light the EGO factor that prevails in all of us. However, we should learn to judge a person's strengths, skill set, and match them with the organizational goals. This will help us in choosing the real assets for the organization. It is one of the greatest lessons for all of us and also very alarming for the HR community.
Regards,
Wasim
From India, Bangalore
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Hello All,
I have a link here. Go through it if you wish to know the significance of the interview questions. I hope this helps!
Take Care,
Axita
From India, Chandigarh
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I have a link here. Go through it if you wish to know the significance of the interview questions. I hope this helps!
Take Care,
Axita
From India, Chandigarh
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Hello,
There is bias in every interview. I have been on both sides - as an interviewer and candidate. My observations about Human Resources interviewing processes in most companies are as follows.
Most interviewers do not study the resume before the interview, so they ask general questions. The questions should be relevant to the position and work. Therefore, the company needs to have a job description and relevant questions for each position. Every candidate needs to be analyzed for each attribute, and then evaluated based on the weightage of that attribute.
Currently, the interviewing task is in such a condition that it is done by anyone. Even after selection, you need to check if your method is working or not. If a candidate selected with 80% marks does a better job than someone selected with 60% marks in the interview, can you show that? You should be able to go back and check the evaluation even after 2 years. Is any company able to do that? Why were candidates selected or rejected? Overall score/interview panel. It's a time-consuming and often neglected process. I agree with Swapna that it's a non-scientific/ego-boosting process.
I have seen questions on gender, marriage, and region asked in interviews, and based on them, rejections are made. If anyone tells me that interviews are a scientific selection process, then they are living in a "Fairy World."
From India, Mumbai
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There is bias in every interview. I have been on both sides - as an interviewer and candidate. My observations about Human Resources interviewing processes in most companies are as follows.
Most interviewers do not study the resume before the interview, so they ask general questions. The questions should be relevant to the position and work. Therefore, the company needs to have a job description and relevant questions for each position. Every candidate needs to be analyzed for each attribute, and then evaluated based on the weightage of that attribute.
Currently, the interviewing task is in such a condition that it is done by anyone. Even after selection, you need to check if your method is working or not. If a candidate selected with 80% marks does a better job than someone selected with 60% marks in the interview, can you show that? You should be able to go back and check the evaluation even after 2 years. Is any company able to do that? Why were candidates selected or rejected? Overall score/interview panel. It's a time-consuming and often neglected process. I agree with Swapna that it's a non-scientific/ego-boosting process.
I have seen questions on gender, marriage, and region asked in interviews, and based on them, rejections are made. If anyone tells me that interviews are a scientific selection process, then they are living in a "Fairy World."
From India, Mumbai
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There is a popular understanding in the tech world related to hiring - "A" players will always hire "A" player and mostly people better than themselves. "B" players will hire "C" players... and "C" players will hire "D" players. It's a downward spiral from there. So companies should make sure the people making the final hiring decisions are all "A" players. Ego is the root cause when the hiring decision-maker is looking to validate himself through a hire of "lesser quality" than himself/herself - should be avoided at any cost.
Regards,
Sid
From India, Gurgaon
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Regards,
Sid
From India, Gurgaon
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Thank you for your perspective on this issue. I am a relatively new HR professional and have started with the interviewing part. This passage has provided me with new insights that I believe will influence my interviewing skills in the future.
From India, Delhi
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From India, Delhi
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Hi,
A nice and bold article definitely. After reading the article and the comments on the posts, I feel good that we realize the fact, but at the same time, at some point, I feel as being criticized, ashamed of being a part of the HR group fraternity.
I know my friends who say, "Why do you people feel like you are GOD? Can't you speak well in the final rounds? It's because of you that we pretend in the interview; otherwise, you will reject us on various grounds. For example, 'Why did you leave your previous company?' The actual reason might be 'My manager was not good,' but I cannot answer the same. So instead, I portray some pretty good looking story."
This is disappointing. Most importantly, the interviews of HR have to be genuine and frank. All HR fraternity definitely has to evolve and come to a new era of genuineness and be as a people person.
From India, Hyderabad
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A nice and bold article definitely. After reading the article and the comments on the posts, I feel good that we realize the fact, but at the same time, at some point, I feel as being criticized, ashamed of being a part of the HR group fraternity.
I know my friends who say, "Why do you people feel like you are GOD? Can't you speak well in the final rounds? It's because of you that we pretend in the interview; otherwise, you will reject us on various grounds. For example, 'Why did you leave your previous company?' The actual reason might be 'My manager was not good,' but I cannot answer the same. So instead, I portray some pretty good looking story."
This is disappointing. Most importantly, the interviews of HR have to be genuine and frank. All HR fraternity definitely has to evolve and come to a new era of genuineness and be as a people person.
From India, Hyderabad
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Hello Ma'am,
It was a very nice article. I agree that the state of mind of the interviewer at the time of the interview does affect the decision-making or judging of the candidate. Please share your interview techniques as I want to develop myself. I am also involved in the recruitment process in my company. The tips would be of great help to me.
Regards,
Sima
From India, Raniganj
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It was a very nice article. I agree that the state of mind of the interviewer at the time of the interview does affect the decision-making or judging of the candidate. Please share your interview techniques as I want to develop myself. I am also involved in the recruitment process in my company. The tips would be of great help to me.
Regards,
Sima
From India, Raniganj
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Interviewing using organisational psychology and cultural fit.pdf
Fearless interviewing-ho w to win the job.zip