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hi manju..while taking an interview..look for the candidates attitude..i mean..start by asking him basic questions..like describe yourself and stuff like that and also ask him questions which he is uncomfortable with..that way u can judge his temperament..the more u talk to him..the more u will be able to gain an insght into his psyche..i hope this helps..
HI Deepu,
Nice link.
Manju, its imp you know how the candidate will fit in your company culture, you can ask him about his ambitions and plans, this gives an insight to how rationally he thinks and how long he is going to stay with your company.
From India, Pune
Nice link.
Manju, its imp you know how the candidate will fit in your company culture, you can ask him about his ambitions and plans, this gives an insight to how rationally he thinks and how long he is going to stay with your company.
From India, Pune
Hi,
First & foremost thing is building a rapo with the candidate & make him/her feel comfortable to speak out cause unless he speaks out we may not be in a position to judge the candidate.
Start talking to him , beginning from his family background i.e being more generic & later on his education background & slowly to his career profile.Ask him to talk more about his Company. Make him talk as much as u can & be a good listener. If he is a techie guy ask him more on his projects done show the curiousness to know more...
You should also have a candidate assessment form designed where everything gets documented.Eg. Communication skills, Initiative, Confidence level etc...
Thanks
MTS
This would be more applicable for junior & mid level candidates
First & foremost thing is building a rapo with the candidate & make him/her feel comfortable to speak out cause unless he speaks out we may not be in a position to judge the candidate.
Start talking to him , beginning from his family background i.e being more generic & later on his education background & slowly to his career profile.Ask him to talk more about his Company. Make him talk as much as u can & be a good listener. If he is a techie guy ask him more on his projects done show the curiousness to know more...
You should also have a candidate assessment form designed where everything gets documented.Eg. Communication skills, Initiative, Confidence level etc...
Thanks
MTS
This would be more applicable for junior & mid level candidates
Dear Manju,
Not sure if its too late to comment.
Always keep in mind the purpose of the interview. What is the department culture? Can he or she fit? What type of competency in the individual that fits the job? What kind of person are you looking for?
I always look at the attitude of the individual and whether they can fit the department and organisation. Not much point bringing a person in if he/she is going to leave within 1-2 years.
Regards
From Malaysia, Johor Bahru
Not sure if its too late to comment.
Always keep in mind the purpose of the interview. What is the department culture? Can he or she fit? What type of competency in the individual that fits the job? What kind of person are you looking for?
I always look at the attitude of the individual and whether they can fit the department and organisation. Not much point bringing a person in if he/she is going to leave within 1-2 years.
Regards
From Malaysia, Johor Bahru
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Interview assessment forms.zip
Interview Assessment.doc