Dear All,
I am the only HR in one of the leading software company in Gurgaon. I had to take the final HR round of the candidate, as I had only 6 months of experience recruitment, therefore i am unable to prepare the questions that are to be asked in the final HR round.
plz forward me the list of the HR round questions.
Thanks and Regards!!
Dipti Singh
From India, Delhi
3I am the only HR in one of the leading software company in Gurgaon. I had to take the final HR round of the candidate, as I had only 6 months of experience recruitment, therefore i am unable to prepare the questions that are to be asked in the final HR round.
plz forward me the list of the HR round questions.
Thanks and Regards!!
Dipti Singh
From India, Delhi
One of the employee have let the organization without any intimation. He is not responding , the adress mentioned is incorrect . The notice has been sent , but it failed to reach . How ca we get into full & final as per legal laws ..Please send a feedback ASAP.
Regards
Varsha
From India, Delhi
Regards
Varsha
From India, Delhi
As per my info you can update the employee file with all the things like address wrong.. failure delivery docs and all other relevant proof and than as per your company norms (not joining office without any prior info or failed to reply the things for more than n number of days) you can show him terminated from your organization.
hope this will be helpful to you
cheers
Ankan Ghoshal
Student : FOSTIIMA Business School
From India, New Delhi
hope this will be helpful to you
cheers
Ankan Ghoshal
Student : FOSTIIMA Business School
From India, New Delhi
Dear Dipti ,
Your question would depend on different areas as mentioned below:
You may share the opportunities and limitation within the role offered. Most of the time, the candidate would drop out the moment you discuss limitation. Please consider this as a boon, as it’s better to have a final round interview dropout than attrition later. If they show no hesitation towards the limitation ask them how they can make an opportunity out of it. You would realise what motivates them from their answer.
Here are few suggestions which may help you in your research to prepare the list:
https://www.citehr.com/116047-best-a...#axzz189dX43oe
https://www.citehr.com/253440-interv...#axzz189d900Gs
https://www.citehr.com/268222-hr-que...#axzz189dAXCeA
https://www.citehr.com/120130-bundle...#axzz189dVheZL
Regards,
(Cite Contribution)
From India, Mumbai
Your question would depend on different areas as mentioned below:
- Role for which the interview is conducted
- Profile of the candidate
- What is the point of differentiation you are looking for?
- Finally, what is a priority to the organization? Is it eagerness to join , testing the merit and right fit?
You may share the opportunities and limitation within the role offered. Most of the time, the candidate would drop out the moment you discuss limitation. Please consider this as a boon, as it’s better to have a final round interview dropout than attrition later. If they show no hesitation towards the limitation ask them how they can make an opportunity out of it. You would realise what motivates them from their answer.
Here are few suggestions which may help you in your research to prepare the list:
https://www.citehr.com/116047-best-a...#axzz189dX43oe
https://www.citehr.com/253440-interv...#axzz189d900Gs
https://www.citehr.com/268222-hr-que...#axzz189dAXCeA
https://www.citehr.com/120130-bundle...#axzz189dVheZL
Regards,
(Cite Contribution)
From India, Mumbai
Your interview questions have to be based on the needs and requirements of YOUR organisation.
No-one can send you a definitive set of questions. We don't work for your company and know it's business.
You need to discuss with the hiring managers what their requirements are and then formulate a set of questions designed to establish whether each candidate meets those requirements in terms of job knowledge, experience, skills, fit for the job etc.
If you are the only HR person, then I suggest you put a proposal to Management that you attend some suitable training in Staff Recruitment and Selection Process as soon as possible.
Maybe I should come to India and run this sort of training :-)
From Australia, Melbourne
No-one can send you a definitive set of questions. We don't work for your company and know it's business.
You need to discuss with the hiring managers what their requirements are and then formulate a set of questions designed to establish whether each candidate meets those requirements in terms of job knowledge, experience, skills, fit for the job etc.
If you are the only HR person, then I suggest you put a proposal to Management that you attend some suitable training in Staff Recruitment and Selection Process as soon as possible.
Maybe I should come to India and run this sort of training :-)
From Australia, Melbourne
Dear All ,
The candidate is recruited as a software engineer for PHP profile. He is a fresher. plz help me to design a HR round interview questions and the Parameters accessed by those questions.
Thanks and regards!!
Dipti Singh
From India, Delhi
The candidate is recruited as a software engineer for PHP profile. He is a fresher. plz help me to design a HR round interview questions and the Parameters accessed by those questions.
Thanks and regards!!
Dipti Singh
From India, Delhi
Dear,
As you have required :
1. Ask for family background to check his / her status
2. Ask for educational background to check for a consistent track
record and a non stop academic profile
3. Ask for previous employment details to check there is a huge gap in
his / her experience period, if found then clarify
4. Ask for hobbies or other activities to check his / her mental strength
5. Ask him / her that how competent service he / she can provide
for the company as a part of the organisation
6. And finally check how he / she can be honored by offering a package
which he / she deserve for the particular position
Thank you,
A Majumder
Consultant, Systems
From India, Calcutta
As you have required :
1. Ask for family background to check his / her status
2. Ask for educational background to check for a consistent track
record and a non stop academic profile
3. Ask for previous employment details to check there is a huge gap in
his / her experience period, if found then clarify
4. Ask for hobbies or other activities to check his / her mental strength
5. Ask him / her that how competent service he / she can provide
for the company as a part of the organisation
6. And finally check how he / she can be honored by offering a package
which he / she deserve for the particular position
Thank you,
A Majumder
Consultant, Systems
From India, Calcutta
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