Here is one example...
A candidate was through with the 1st round of interview. In the 2nd round with the HR Manager, he was asked to highlight his strengths. His reply was, "I already told this to the one who took my interview just now. Should I tell you again?"
Tell me what to do with such people. Heights of frustration... Look at this one...
The candidate does not know the name of the company for which he is attending the interview. Sitting in the interview, I asked him what he knows about xxx (company). The answer I get from him is, "What is xxx?"
Arpita
From India, Hyderabad
Acknowledge(0)
Amend(0)
3A candidate was through with the 1st round of interview. In the 2nd round with the HR Manager, he was asked to highlight his strengths. His reply was, "I already told this to the one who took my interview just now. Should I tell you again?"
Tell me what to do with such people. Heights of frustration... Look at this one...
The candidate does not know the name of the company for which he is attending the interview. Sitting in the interview, I asked him what he knows about xxx (company). The answer I get from him is, "What is xxx?"
Arpita
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Arpita,
Relax... we are all in the same boat :-)
In the first case: I guess the HR manager should have casually told him - well, if you take a bath one day, will you not take a bath the next day?
Or:
If you are hired for this posting, and if the job requires/demands that you do the same thing twice, will you start thinking?
If that's the case - please don't waste our time, you can leave 8-)
Arpita - attitude matters. Skills - the person just needs to know the basics and be thorough with that. Such things you can ask him to take a tech test and gauge accordingly... but attitude, only like this you can find how arrogant they are.
And if a candidate does not know for which company they are attending an interview, please maintain your cool, and explain about the company... and finally ask if they knew for what they were being interviewed.
Also, ask them what made them not search for info on the company - gauge their attitude. And think twice before hiring such people.
Interest, attitude, and above all - the need matters!
Relax... they don't deserve the job!
From India, Madras
Acknowledge(0)Amend(0)
Relax... we are all in the same boat :-)
In the first case: I guess the HR manager should have casually told him - well, if you take a bath one day, will you not take a bath the next day?
Or:
If you are hired for this posting, and if the job requires/demands that you do the same thing twice, will you start thinking?
If that's the case - please don't waste our time, you can leave 8-)
Arpita - attitude matters. Skills - the person just needs to know the basics and be thorough with that. Such things you can ask him to take a tech test and gauge accordingly... but attitude, only like this you can find how arrogant they are.
And if a candidate does not know for which company they are attending an interview, please maintain your cool, and explain about the company... and finally ask if they knew for what they were being interviewed.
Also, ask them what made them not search for info on the company - gauge their attitude. And think twice before hiring such people.
Interest, attitude, and above all - the need matters!
Relax... they don't deserve the job!
From India, Madras
Acknowledge(0)Amend(0)
Dear Arpita,
I'll discuss one of the incidents that I have personally faced.
A candidate for engineering came in for the interview, and he had the rock star look – hair all spiked up and all those funky things.
One of our senior managers on the panel asked him, "What do you do during your free time?" And there he goes, starting with his boast. His answer was, "Sir, I am a rock star." The manager, looking at him, said, "again."
I listened quietly and patiently because the candidate's knowledge was good. The only issue was his attitude and unprofessionalism.
Then it was my turn for a question (I was a panel member too). I asked him, "You said you are a rock star, right?" He answered with the same attitude, "Yup, any doubts?"
That's it, I got my punch. I was waiting for him to slip, and he did. So, now I asked him to sing "Californication" by the Red Hot Chili Peppers.
He was like, "hmmm... hmmm... sir... I... don't... recall such... song."
That was it; the bubble burst, and he started crying. We did not hire him and called him for another round.
He came in decent, in formals, hair properly combed.
So, Arpita, instead of getting so frustrated, we should try to use our unique HR skills for which we are most hated - "Our Words."
From India, Madurai
Acknowledge(0)Amend(0)
I'll discuss one of the incidents that I have personally faced.
A candidate for engineering came in for the interview, and he had the rock star look – hair all spiked up and all those funky things.
One of our senior managers on the panel asked him, "What do you do during your free time?" And there he goes, starting with his boast. His answer was, "Sir, I am a rock star." The manager, looking at him, said, "again."
I listened quietly and patiently because the candidate's knowledge was good. The only issue was his attitude and unprofessionalism.
Then it was my turn for a question (I was a panel member too). I asked him, "You said you are a rock star, right?" He answered with the same attitude, "Yup, any doubts?"
That's it, I got my punch. I was waiting for him to slip, and he did. So, now I asked him to sing "Californication" by the Red Hot Chili Peppers.
He was like, "hmmm... hmmm... sir... I... don't... recall such... song."
That was it; the bubble burst, and he started crying. We did not hire him and called him for another round.
He came in decent, in formals, hair properly combed.
So, Arpita, instead of getting so frustrated, we should try to use our unique HR skills for which we are most hated - "Our Words."
From India, Madurai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.