Dear Mr. Nagaraj,
Again, a wonderful post. Last time on how to attend an interview... this time, how to conduct it. :)
I am sure this is going to be helpful to all those people who have to conduct interviews but are not trained to do so. Not only to the HR community but also for the non-HR community who are at the managerial level and take interviews for their specific departments.
Thanks a lot for sharing it with us.
Regards,
Shyam Krishna
From India, Bangalore
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2Again, a wonderful post. Last time on how to attend an interview... this time, how to conduct it. :)
I am sure this is going to be helpful to all those people who have to conduct interviews but are not trained to do so. Not only to the HR community but also for the non-HR community who are at the managerial level and take interviews for their specific departments.
Thanks a lot for sharing it with us.
Regards,
Shyam Krishna
From India, Bangalore
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Dear Mr. Nagraj, Sir, the best part of presentation is slide no.15, where you have quoted to select the candidates not to reject and see the positive point. Thanks for sharing it sir. Regards, Sakshi
From India, Delhi
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From India, Delhi
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Dear Mr Nagraj Nice presentation,Shows deep understanding of Role of HR and Non HR people in a panel of interview. Thanks for sharing Rgs Vivek Jain BHL
From India, Delhi
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From India, Delhi
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Dear Mr Nagraj, I just wanted to confirm one thing that if the candidate does not get selected, what are the ways to tell him about his rejection on his face (directly or indirectly)? Thanks, Shweta
From India, New Delhi
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From India, New Delhi
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Dear Mr. Nagaraj,
I appreciate your efforts but would like to mention that minor issues such as spelling errors need to be addressed. This creates a bad impression and even raises doubts on capabilities.
Regards,
Rukmani
From India, Mumbai
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I appreciate your efforts but would like to mention that minor issues such as spelling errors need to be addressed. This creates a bad impression and even raises doubts on capabilities.
Regards,
Rukmani
From India, Mumbai
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Dear Mr. BN Nagaraj,
Many things are covered in your presentation, and many things are yet to be covered as well. Following are my observations on your presentation:
1. Punctuality of the Interviewer: Your presentation does not mention this important quality that an interviewer must demonstrate. While the interviewee is expected to report for the interview on time, it is the duty of the interviewer to start the interview on time. Many interviewers fail on this count. Being "busy" is no excuse for not starting the interview late. There is a difference between a needy and confident candidate. I have seen cases of candidates leaving the venue of the interview after waiting for an hour.
2. Questioning & Listening Skills: An interviewer should talk for 20% of the time, and the candidate should talk for 80% of the time. Your presentation does not reference probing, leading, and clarifying questions used in the interview.
3. Quality of the Questions: Wendell has said, "never judge a person by his answers but by his questions." The quote is truly applicable to the interviewer. Intelligent candidates will never appreciate being dealt with kid's gloves.
4. Pre-interview Preparation: As a part of pre-interview preparation, the interviewer should do the following:
a) Keep his/her own subordinates informed of the interview schedule (at times HR staff feign ignorance about the interview schedule of the HR Manager).
b) Keep the front office and security informed of the interview schedule.
c) Match the CV of the candidate with that of the JD of the position.
d) Call the candidates in a staggered manner rather than calling everybody at once (the GM of one prominent construction company had called about 10 candidates at the same time. The last candidate could only be interviewed after 2 hours).
5. Know Your Company Very Well: Candidates do their own market research before attending the interview. Therefore, the interviewer must know his/her company very well. The interviewer must know what information is given on the company's website. I have seen managers not knowing what information is uploaded on their company's website!
6. General Errors Made While Interviewing: Your presentation does not mention the following errors that an interviewer may make:
a) The Halo Effect
b) Leniency
c) Projection
d) Stereotyping
Adequate information about the above errors is available on the internet and in other management books.
7. Knowledge-gain Exercise: The interviewer should ask only those questions whose answers he knows very well. An interview is neither an opportunity to gain market intelligence nor an exercise to assess the current market trend.
Your Presentation: You have loaded your slides with a whole lot of information. This goes against the principles of "Presentation Skills." You should provide a few bullet points and explain the topic. If a training professional were to use this presentation, he/she would end up reading the text from the slides. The information you have given on the slides should go into the notes.
Final Note: When a training professional prepares a presentation, he/she should consider all the possibilities of what may happen and what may not happen and come up with a presentation. What that person has done or not done in his/her career is not important. When we read the newspaper, we read it for the editorial. Editorial content has to be head and shoulders above the "Letters to the editor" and not vice versa.
Dinesh V Divekar
From India, Bangalore
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Many things are covered in your presentation, and many things are yet to be covered as well. Following are my observations on your presentation:
1. Punctuality of the Interviewer: Your presentation does not mention this important quality that an interviewer must demonstrate. While the interviewee is expected to report for the interview on time, it is the duty of the interviewer to start the interview on time. Many interviewers fail on this count. Being "busy" is no excuse for not starting the interview late. There is a difference between a needy and confident candidate. I have seen cases of candidates leaving the venue of the interview after waiting for an hour.
2. Questioning & Listening Skills: An interviewer should talk for 20% of the time, and the candidate should talk for 80% of the time. Your presentation does not reference probing, leading, and clarifying questions used in the interview.
3. Quality of the Questions: Wendell has said, "never judge a person by his answers but by his questions." The quote is truly applicable to the interviewer. Intelligent candidates will never appreciate being dealt with kid's gloves.
4. Pre-interview Preparation: As a part of pre-interview preparation, the interviewer should do the following:
a) Keep his/her own subordinates informed of the interview schedule (at times HR staff feign ignorance about the interview schedule of the HR Manager).
b) Keep the front office and security informed of the interview schedule.
c) Match the CV of the candidate with that of the JD of the position.
d) Call the candidates in a staggered manner rather than calling everybody at once (the GM of one prominent construction company had called about 10 candidates at the same time. The last candidate could only be interviewed after 2 hours).
5. Know Your Company Very Well: Candidates do their own market research before attending the interview. Therefore, the interviewer must know his/her company very well. The interviewer must know what information is given on the company's website. I have seen managers not knowing what information is uploaded on their company's website!
6. General Errors Made While Interviewing: Your presentation does not mention the following errors that an interviewer may make:
a) The Halo Effect
b) Leniency
c) Projection
d) Stereotyping
Adequate information about the above errors is available on the internet and in other management books.
7. Knowledge-gain Exercise: The interviewer should ask only those questions whose answers he knows very well. An interview is neither an opportunity to gain market intelligence nor an exercise to assess the current market trend.
Your Presentation: You have loaded your slides with a whole lot of information. This goes against the principles of "Presentation Skills." You should provide a few bullet points and explain the topic. If a training professional were to use this presentation, he/she would end up reading the text from the slides. The information you have given on the slides should go into the notes.
Final Note: When a training professional prepares a presentation, he/she should consider all the possibilities of what may happen and what may not happen and come up with a presentation. What that person has done or not done in his/her career is not important. When we read the newspaper, we read it for the editorial. Editorial content has to be head and shoulders above the "Letters to the editor" and not vice versa.
Dinesh V Divekar
From India, Bangalore
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Its awesome presentation and wonderful for most of the seniors to digest and to put in practice for the organisations they induct talents:p Paul:ph34r:
From India, Hyderabad
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From India, Hyderabad
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Dear Mr. Nagaraj,
This is an excellent, precise, and well-prepared presentation. It will really help human resource personnel, other managers, and non-managers to conduct interviews. It is very important to be fair with interviewees, even if someone is not going to get the job. I have experienced some interviewers hurting interviewees just to let them feel that they will be rejected. I think such interviewers are not bad people, but they lack basic interviewing skills. I suggest that some notes should also be added on how to behave after the interview. How to communicate with rejected candidates? There are many ways people do not know. I believe a good and reputable company is the one that behaves with courtesy even with those who are rejected. This is a great help. Thank you very much for your effort, and keep it up.
Iman
From Switzerland
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This is an excellent, precise, and well-prepared presentation. It will really help human resource personnel, other managers, and non-managers to conduct interviews. It is very important to be fair with interviewees, even if someone is not going to get the job. I have experienced some interviewers hurting interviewees just to let them feel that they will be rejected. I think such interviewers are not bad people, but they lack basic interviewing skills. I suggest that some notes should also be added on how to behave after the interview. How to communicate with rejected candidates? There are many ways people do not know. I believe a good and reputable company is the one that behaves with courtesy even with those who are rejected. This is a great help. Thank you very much for your effort, and keep it up.
Iman
From Switzerland
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Mr. Nagaraj B.N. A Good Contribution and useful tips for the interviewer - especially, for the less experienced panel member and who are not from the HR background. Thank you, == Hari
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Dear Mr. Nagaraj,
Kindly, I need the answers to the following questions which are frequently asked of me in interviews:
1. What is the reason for changing the job?
2. At the end of the interview, they ask me if I want to ask anything.
3. Tell me about yourself.
Please explain to me what they are expecting from me for these questions.
From India, Madras
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Kindly, I need the answers to the following questions which are frequently asked of me in interviews:
1. What is the reason for changing the job?
2. At the end of the interview, they ask me if I want to ask anything.
3. Tell me about yourself.
Please explain to me what they are expecting from me for these questions.
From India, Madras
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Innovative HR Practices-.doc