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 re-unions, groups or may be some website.
These days the information available over internet is huge and though there is access for all to understand and use the information as may deem fit for Organization. HR needs to play 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 that 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
1These days the information available over internet is huge and though there is access for all to understand and use the information as may deem fit for Organization. HR needs to play 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 that 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
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. Would be waiting for your next article.
Regards,
From India, Hyderabad
Regards,
From India, Hyderabad
Dear Mathew Sir
I really like your post and your efforts to bring in light the EGO factor that prevails in all of us. However we should learn to judge the persons's strength, 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
I really like your post and your efforts to bring in light the EGO factor that prevails in all of us. However we should learn to judge the persons's strength, 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
Hello
There is bias in every interview. I have been on both the sides- As a interviewer and Candidate.My observations about Human Resources interviewing process in most of the companies are as below.
Most of the interviewers do not study the resume before interviewing. So they ask General Questions. The questions have to be relevant to position & work. So company needs to have Job Description, Relevant questions for each position. Every candidate needs to be analysed for each attribute. Then as per weightage of that attribute needs to be evaluated.
Right now 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 candidate selected with 80% marks does a good job than someone selected with 60% marks in the interview. Is someone able to 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 selected ? why rejected? overall score/ Interview panel. Its time consuming and often neglected process. I agree with Swapna that its non scientific /ego boosting process.
I have seen questions on Gender, Marriage, Region asked in the interview and based on them rejection. If anyone tells me that Interview is Scientific selection then They are living in "Fairy World'
From India, Mumbai
There is bias in every interview. I have been on both the sides- As a interviewer and Candidate.My observations about Human Resources interviewing process in most of the companies are as below.
Most of the interviewers do not study the resume before interviewing. So they ask General Questions. The questions have to be relevant to position & work. So company needs to have Job Description, Relevant questions for each position. Every candidate needs to be analysed for each attribute. Then as per weightage of that attribute needs to be evaluated.
Right now 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 candidate selected with 80% marks does a good job than someone selected with 60% marks in the interview. Is someone able to 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 selected ? why rejected? overall score/ Interview panel. Its time consuming and often neglected process. I agree with Swapna that its non scientific /ego boosting process.
I have seen questions on Gender, Marriage, Region asked in the interview and based on them rejection. If anyone tells me that Interview is Scientific selection then They are living in "Fairy World'
From India, Mumbai
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
Regards,
Sid
From India, Gurgaon
Thank you for your perspective on this issue. I am a relatively new HR and have started with the interviewing part and this passage came with new insights which i believe will influence my interviewing skills in future.
From India, Delhi
From India, Delhi
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 HR group fraternity.
I know my friends who say "Why you people feel like you are GOD. Cant you speak good in the final rounds. Its because of you we pretend in the interview otherwise you will reject us on various grounds. eg: Why did you left your previous company? The actual reason might be "My manager was not good" but cannot answer the same. So instead I portray some pretty good looking story."
This is disappointing. Most importantly, the interviews of HR has to go 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
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 HR group fraternity.
I know my friends who say "Why you people feel like you are GOD. Cant you speak good in the final rounds. Its because of you we pretend in the interview otherwise you will reject us on various grounds. eg: Why did you left your previous company? The actual reason might be "My manager was not good" but cannot answer the same. So instead I portray some pretty good looking story."
This is disappointing. Most importantly, the interviews of HR has to go 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
Hello Ma'am
It was very nice article.I agree that the state of mind of the interviwer at the time of interview does effect the decision making or judging the candidate.Pls share your interview taking techniques as I want to develope myself.I am also involved in the recruitment process in my company.the tips would be of great help to me.
Regrads
Sima
From India, Raniganj
It was very nice article.I agree that the state of mind of the interviwer at the time of interview does effect the decision making or judging the candidate.Pls share your interview taking techniques as I want to develope myself.I am also involved in the recruitment process in my company.the tips would be of great help to me.
Regrads
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