Dear seniors, My name is Sravani. i worked with a consultancy as a recruiter and was involved in hr and office administration activities as well. Currently, i'm applying for jobs relevant to hr administration roles. Now I'm struggling with competency-based questions which are frequently asked in the interview process. I know that I need to follow star technique but I don't have many success stories or challenging situations to explain in the interview process. i tried to answer with my own situation but didn't work out well.
Could anyone please share some of your experience or situations relevant to time management, leadership, helping colleagues, decision making, and reaching targets successfully? Hope you guys will help me with this situation and give me some suggestions on this.
Look forward to hearing from you soon.
Thanks and regards
From India, Hyderabad
1Could anyone please share some of your experience or situations relevant to time management, leadership, helping colleagues, decision making, and reaching targets successfully? Hope you guys will help me with this situation and give me some suggestions on this.
Look forward to hearing from you soon.
Thanks and regards
From India, Hyderabad
Dear Sravani,
What you have mentioned is a downside of "Behavioural Interviewing". Behavioural interviews are good. However, these are good for mature job candidates. Asking behavioural questions to the juniors is not so conducive.
Now coming to the work environment in the Indian companies. Almost all the companies are driven by the top bosses and sustenance in employment depends on keeping the boss in good humour. The word of the top boss is the bylaw. More than a company, the juniors work for the bosses. Therefore, as long as the junior does the job that satisfies the boss, everything is fine.
Behavioural questions work best if the candidate has worked in a company that has a culture of empowerment. These questions can be asked if the candidate has worked in a company that has offered a sufficient degree of autonomy. In contrast, in India, the employees, which include the managers as well, are straightjacketed. The failure in the experiments is penalised, and the fear of failure looms large on the heads of the employees.
So what is a way out? I recommend you request to the interviewer that they have asked behavioural questions, however, you have not worked in the companies that offered autonomy.
Lessons to the HR Professionals from the Post: - There is much to learn from the anguish expressed by a fellow member. Asking behavioural interview questions is easy. However, before asking the behavioural questions to the job candidate, ask the same questions to yourself. If the candidate has worked as a recruiter, and if he/she is asked behavioural questions on leadership or decision-making, etc., then it is the height of the ridiculousness. Before trying these questions on the job candidate, think what would be the replies if the same questions are asked to the HODs or managers. The HR professionals have a penchant to live in the world of pretensions, and this is nothing but one more example.
Thanks,
Dinesh Divekar
From India, Bangalore
What you have mentioned is a downside of "Behavioural Interviewing". Behavioural interviews are good. However, these are good for mature job candidates. Asking behavioural questions to the juniors is not so conducive.
Now coming to the work environment in the Indian companies. Almost all the companies are driven by the top bosses and sustenance in employment depends on keeping the boss in good humour. The word of the top boss is the bylaw. More than a company, the juniors work for the bosses. Therefore, as long as the junior does the job that satisfies the boss, everything is fine.
Behavioural questions work best if the candidate has worked in a company that has a culture of empowerment. These questions can be asked if the candidate has worked in a company that has offered a sufficient degree of autonomy. In contrast, in India, the employees, which include the managers as well, are straightjacketed. The failure in the experiments is penalised, and the fear of failure looms large on the heads of the employees.
So what is a way out? I recommend you request to the interviewer that they have asked behavioural questions, however, you have not worked in the companies that offered autonomy.
Lessons to the HR Professionals from the Post: - There is much to learn from the anguish expressed by a fellow member. Asking behavioural interview questions is easy. However, before asking the behavioural questions to the job candidate, ask the same questions to yourself. If the candidate has worked as a recruiter, and if he/she is asked behavioural questions on leadership or decision-making, etc., then it is the height of the ridiculousness. Before trying these questions on the job candidate, think what would be the replies if the same questions are asked to the HODs or managers. The HR professionals have a penchant to live in the world of pretensions, and this is nothing but one more example.
Thanks,
Dinesh Divekar
From India, Bangalore
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