As an interviewer you are the face of the company. Most candidates do know very little about your company culture (which is an important motivation to join). You should be aware you are representing your company while handling a recruitment.
Body language, be correct, clear, well prepared, structured, ...
It's having respect for someone that is investigating the possibility of joining your company. For them it is a real important decision to make. It's their living.
Body language, be correct, clear, well prepared, structured, ...
It's having respect for someone that is investigating the possibility of joining your company. For them it is a real important decision to make. It's their living.
Dear archana,
i agree to your thougt process regarding interviewers behaviour at the time of hiring. Yes it is true and it can be effectively experienced by attendingone interview by the interviewer itself. Which I have experienced it is the first impression of the interviewer's presentation and the behaviors which distinguishes in the ocean of diferent offers.
thanks and regards
ramila
From India, Bombay
9i agree to your thougt process regarding interviewers behaviour at the time of hiring. Yes it is true and it can be effectively experienced by attendingone interview by the interviewer itself. Which I have experienced it is the first impression of the interviewer's presentation and the behaviors which distinguishes in the ocean of diferent offers.
thanks and regards
ramila
From India, Bombay
Hi Shilpa,
It's really good you posed this question. This is one factor that many companies and HR professionals overlook especially in companies with high brand images. Nowadays one thing that we don't realise is that an interview is a two way process or has always been a two way process. When the candidate is selling himself/herself the company is also trying to sell itself to the candidate.
The interviewer thus becomes a brand ambassador and has to excel in factors like timely interview execution, right questions, transfer of knowledge on the company, feedback time, selection coordination etc. In certain cases even if the company doesn't make much of an impression on the candidate, the dealings of the HR professional has led many candidates to join the organisation as they feel that the negativity they have seen hasn't affected the interviewer and therefore things may not be as bad as they seem to be.
From India, Bangalore
It's really good you posed this question. This is one factor that many companies and HR professionals overlook especially in companies with high brand images. Nowadays one thing that we don't realise is that an interview is a two way process or has always been a two way process. When the candidate is selling himself/herself the company is also trying to sell itself to the candidate.
The interviewer thus becomes a brand ambassador and has to excel in factors like timely interview execution, right questions, transfer of knowledge on the company, feedback time, selection coordination etc. In certain cases even if the company doesn't make much of an impression on the candidate, the dealings of the HR professional has led many candidates to join the organisation as they feel that the negativity they have seen hasn't affected the interviewer and therefore things may not be as bad as they seem to be.
From India, Bangalore
1. Depends on how desperate the candidate is for the job, when he is appearing for the interview.
2. Such instances may be rare when a good candidate reaches an inteview in a bad organisation wherein even the interviewing team doesn't match upto his expectations.
3. Usually the candidate himself is so worried about his own performance that he may not notice something wrong about the team unless things are terribly wrong.
From India, Delhi
2. Such instances may be rare when a good candidate reaches an inteview in a bad organisation wherein even the interviewing team doesn't match upto his expectations.
3. Usually the candidate himself is so worried about his own performance that he may not notice something wrong about the team unless things are terribly wrong.
From India, Delhi
This definitely tells heaps about that hr person and the company.
* Acting like has no time to talk to me
-It portrays that HR doesn’t value candidates.
* Withholding information about position
-It portrays that HR and company are not clear about the role.
* Turning interview into cross-examination
-This depicts that Hr professional is not mature and has not done enough preparation..
* Showing up late
-Gives an idea that person taking interview is not professional
* Appearing unprepared for interview
* Asking questions unrelated to job skills
-Not very erudite and knowledgeable
Hr professional needs to realize that he is face of the company and his attitude and the way he carries himself in front of employees goes a long run in embarking culture and values of the company.
Thanks,
Deepshikha Thapar
Assistant Manager - HRv
Angelz Technologies Private Limited
" None of us are as Strong as all of us….."
* Acting like has no time to talk to me
-It portrays that HR doesn’t value candidates.
* Withholding information about position
-It portrays that HR and company are not clear about the role.
* Turning interview into cross-examination
-This depicts that Hr professional is not mature and has not done enough preparation..
* Showing up late
-Gives an idea that person taking interview is not professional
* Appearing unprepared for interview
* Asking questions unrelated to job skills
-Not very erudite and knowledgeable
Hr professional needs to realize that he is face of the company and his attitude and the way he carries himself in front of employees goes a long run in embarking culture and values of the company.
Thanks,
Deepshikha Thapar
Assistant Manager - HRv
Angelz Technologies Private Limited
" None of us are as Strong as all of us….."
Dear Shilpa,
The interviewer's attitude does affect the interviewee's decision to join the company or not.
As most of the respondents have pointed out, he is the face of the company as far as the candidate is concerned. This is the reason why the venue for the interview, the questions (both technical and HR), the person(s) carrying out the interview(depending on the position), their own knowledge and language, etc is so carefully chosen by most of the companies. Anybody and everybody should not be cleared to be the interviewers, unless his/ her credentials are upto the mark.
We have to ensure that the candidate does not feel intimidated or bullied at any time during the interview - the idea is to bring out the best in the candidate. Even if he/ she does not answer a question properly, there are ways of responding - at no time is the candidate to be discouraged/ snubbed.
When the candidate leaves after the interview, irrespective of whether he/ she is selected or not, he must carry a good impression about the company. Please be rest assured that the word spreads and you will get a better response to your next Job Posting/ Ad.
Regards,
Vasudev
From India, Madras
The interviewer's attitude does affect the interviewee's decision to join the company or not.
As most of the respondents have pointed out, he is the face of the company as far as the candidate is concerned. This is the reason why the venue for the interview, the questions (both technical and HR), the person(s) carrying out the interview(depending on the position), their own knowledge and language, etc is so carefully chosen by most of the companies. Anybody and everybody should not be cleared to be the interviewers, unless his/ her credentials are upto the mark.
We have to ensure that the candidate does not feel intimidated or bullied at any time during the interview - the idea is to bring out the best in the candidate. Even if he/ she does not answer a question properly, there are ways of responding - at no time is the candidate to be discouraged/ snubbed.
When the candidate leaves after the interview, irrespective of whether he/ she is selected or not, he must carry a good impression about the company. Please be rest assured that the word spreads and you will get a better response to your next Job Posting/ Ad.
Regards,
Vasudev
From India, Madras
Ohh yes
interviewr's behaviour, how s/he conducts him/herself and their knowledge can haev an important influence on one's acceptance for job.......or so i think....
because the kind of employees a company has speaks volume about the cultuure of an organization.......that obviously doesnt mean that one man's behavior is a reflection of teh whole organizational culture but stiilll.......specially in case where interwiers are HR ppl.....coz i personnaly believe that HR ppl are the window thru which u look into an organization.......so they must be extremely well behaved n polite ....
and i think its not just abt behavior but laso about their knowlwdge.......
i will give a classic example that i personnaly faced.....
i went for an interview in PRINCETON REVIEW......u wont believe but the HR person who was takin my interview continuously took the wrong name of her company....she kept on sayin PRINCETON REVENUE.........i initially thot maybe i am wrong somwhr.....coz even one more senior person was siitin there........then finnaly when i realised no man i am sure its PRINCETON REVIEW and not REVENUE.......i said.....i think its REVIEW and not REVENUE.......
i think thats too big a mistake to be commited....
i obviously dint join.......i meaan the current employees dont even know correctly where they are woking........of all ppl te HR ppl .....
i realise that sometimes every one make a foolish or a silly mistake here n there....but i think this was a bit ...... u no.....
From India, Delhi
interviewr's behaviour, how s/he conducts him/herself and their knowledge can haev an important influence on one's acceptance for job.......or so i think....
because the kind of employees a company has speaks volume about the cultuure of an organization.......that obviously doesnt mean that one man's behavior is a reflection of teh whole organizational culture but stiilll.......specially in case where interwiers are HR ppl.....coz i personnaly believe that HR ppl are the window thru which u look into an organization.......so they must be extremely well behaved n polite ....
and i think its not just abt behavior but laso about their knowlwdge.......
i will give a classic example that i personnaly faced.....
i went for an interview in PRINCETON REVIEW......u wont believe but the HR person who was takin my interview continuously took the wrong name of her company....she kept on sayin PRINCETON REVENUE.........i initially thot maybe i am wrong somwhr.....coz even one more senior person was siitin there........then finnaly when i realised no man i am sure its PRINCETON REVIEW and not REVENUE.......i said.....i think its REVIEW and not REVENUE.......
i think thats too big a mistake to be commited....
i obviously dint join.......i meaan the current employees dont even know correctly where they are woking........of all ppl te HR ppl .....
i realise that sometimes every one make a foolish or a silly mistake here n there....but i think this was a bit ...... u no.....
From India, Delhi
Defnitely from emperical research literature, though there are views that it is an overstated construct. (Within limitations of research design).
Research on job choice and job acceptance behaviour of candidates clearly indicates that "recruitment experience", not just the interviewer behaviour has effect on decision making of candidates. However, there has been evidence that for candidates with work experience, the experience effect may be more moderate, implying they may not be very much sawyed by the recruitment experience. In such cases "job attributes" and its communication takes higher position. Defnitely the interviewer communicates the most with candidate. Any experience viewed as personally insulting may be taken in the negative light and thus affect the decision. Few of the factors that have shown to effect on job seekers decision are the opportunity to meet with multiple (and high-level) organizational constituents, impressive site-visit arrangements, and frequent and prompt follow-up. Exploding offers did not show significat effect in decision making.
There is sufficient anectdotal evidence to support the assertion. Afterall first impressions do matter.
Dr. Biju Varkkey.
IIM Ahmedabad.
PS: For those interested, this is an area for research in the Indian Context.
From India, Ahmedabad
Research on job choice and job acceptance behaviour of candidates clearly indicates that "recruitment experience", not just the interviewer behaviour has effect on decision making of candidates. However, there has been evidence that for candidates with work experience, the experience effect may be more moderate, implying they may not be very much sawyed by the recruitment experience. In such cases "job attributes" and its communication takes higher position. Defnitely the interviewer communicates the most with candidate. Any experience viewed as personally insulting may be taken in the negative light and thus affect the decision. Few of the factors that have shown to effect on job seekers decision are the opportunity to meet with multiple (and high-level) organizational constituents, impressive site-visit arrangements, and frequent and prompt follow-up. Exploding offers did not show significat effect in decision making.
There is sufficient anectdotal evidence to support the assertion. Afterall first impressions do matter.
Dr. Biju Varkkey.
IIM Ahmedabad.
PS: For those interested, this is an area for research in the Indian Context.
From India, Ahmedabad
It affects to a large extent when that particular company is nt top of the list for joining aspiration :)
but at times it could be the best place and a bad interviewer might just make the company lose out the most potential candidate.
Regards
Gargi
From India, Bangalore
but at times it could be the best place and a bad interviewer might just make the company lose out the most potential candidate.
Regards
Gargi
From India, Bangalore
Having great Interviewing and inter personal skill is sine qua non for a good interviewer. In additrion to HR knowledge, the interviewer should have great deal of knowledge of the subject area for which the appointment is being done. A good interviewer is the face of organisation and leaves a lasting impression in the mind of candidate about the overall organisation. Some of the good things and mistakes an interviewr can do are as follows:
NEGATIVE TRAITS OF THE INTERVIEWERS:
1. Not being punctual and keeping the candidate waiting , just to test their patience and cover their own unorganised ways.
2. Not making the cnadidate comfortable and immdiately firing questions.
3. Not offering tea or coffee if the candidate has come from a long distance .
4. Asking questions about religion, past bosses, irrelevant questions.
5. Using innuendoes, acting in a derogatory manner, insulting present organisation of the interviewer.
6. Making misrepresentations about the job or profile in contradiction to the reality.
7. Passing negative remarks about the current incumbent or person resigning due to which vacancy arises.
8. Makes a negative remark about the organisation and politics, which will immediately firghten the candidate.
As a good interviewer, we should avoid these and many more negative traits which are likely to give a warning to candidate and he is most likely to decline the offer.
CA Sanjoy Banka
From India, New Delhi
NEGATIVE TRAITS OF THE INTERVIEWERS:
1. Not being punctual and keeping the candidate waiting , just to test their patience and cover their own unorganised ways.
2. Not making the cnadidate comfortable and immdiately firing questions.
3. Not offering tea or coffee if the candidate has come from a long distance .
4. Asking questions about religion, past bosses, irrelevant questions.
5. Using innuendoes, acting in a derogatory manner, insulting present organisation of the interviewer.
6. Making misrepresentations about the job or profile in contradiction to the reality.
7. Passing negative remarks about the current incumbent or person resigning due to which vacancy arises.
8. Makes a negative remark about the organisation and politics, which will immediately firghten the candidate.
As a good interviewer, we should avoid these and many more negative traits which are likely to give a warning to candidate and he is most likely to decline the offer.
CA Sanjoy Banka
From India, New Delhi
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