Hi,
I am vijay working with placement consulting firm. Next week I am going to attend an interview with One of the Multinational firm in Bangalore. Anyone please give me interview guidelines.
Regards,
Vijay.
From India, New Delhi
3I am vijay working with placement consulting firm. Next week I am going to attend an interview with One of the Multinational firm in Bangalore. Anyone please give me interview guidelines.
Regards,
Vijay.
From India, New Delhi
Hi Vijay,
Hey..lemme try to guide from different perspectives..let's see what these MNCs HR People would look at you in the following or rather their interviewing process..
1. What to look for on a resume/application
Employment gaps
Job hopping
Inconsistencies
Lack of dates
Spelling errors
2. Application required by all candidates seriously considering
All interviewed
Complete in full (no “see resume”)
In ink
You review all items
3. Preparing for the interview
Plan questions in advance
Do Not Disturb
Don’t make wait
Alert receptionist
4. What to cover at the interview
Job Description
Benefits
Company info. (history, size, philosophy, what do)
Mission Statement
Describe what job entails
Reporting (who’s supervisor)
Don’t repeat items already obvious on resume, point is to find out more, dig deeper
Take notes
Summarize (time frame for decision, how notify)
5. Establish & maintain rapport
Greet warmly
Be a good host
Display sincere interest
6. Listening Techniques
Re-state content of what applicant said in way that demonstrates understanding
7. Maintain control
8. Legal requirements
Don’t write inappropriate comment on resumes or app’s
Uniform questions for all applicants for same position
If offered “no-no” info, steer away from
9. Follow-up
10. Evaluating candidates
KSA’s
Scientific method
11. Making the offer
Contingent on background check
HR send letter
90-orientation period
12. Give resumes of all applicants to HR
HR sends “Thanks” letters
Keep on file for at least 1 year
13. In-house interviews
14. Advertising
Must be reviewed by HR first
15. Employee referral bonus
16. Smoking
17. HR’s assistance in all recruiting efforts
Phone interviews
Organize
Schedule interviews
or another way is :-
How Do We Gauge a Person's Passion and Commitment for the Job During Interviews?
Question:
what specific interview questions should we ask in order to gauge
whether a person is committed to and passionate about his work, and
prompt in his dealings?
— enthusiasts only need apply, human resources, software/services,
india
The characteristics you mention--passion, commitment and promptness--
would be desirable in just about anyone, so your question may be on
the minds of many employers.
While the three terms have something in common, it is possible for
someone to be prompt but not passionate, passionate but not
committed, and committed but not prompt. Let's look at behavioral
questions that focus on each of the characteristics individually.
Passion springs from a person's deeply felt convictions. It is
visible in the emotional response of the candidate. To assess the
candidate's passion for the type of work you offer, ask:
What do you like most about your current job? What part of your job
is most fulfilling? Why? Follow up with: Can you describe a work
opportunity that meant so much to you that you put everything else
aside to be involved in it? What did you do? How did it work out?
Please give me an example of a time when your heart wasn't in your
work, and describe what you did about the situation.
Have you ever worked for an organization whose mission did not match
up with the things you really feel strongly about? Please describe
the situation and how you handled it.
Committed people follow through on the promises they make and take
responsibility for the achievement of plans, sticking with work until
it is completed. Committed people take responsibility for the
consequences of their actions and do not blame others for their own
mistakes or failures. To assess this competency, ask questions such
as these:
What plans were set for you in that job? What plans did you set for
yourself? Please describe a situation where the plan was set by your
manager and you were accountable for completing it. What happened?
How did it work out?
Describe a situation where your role was to set the direction for the
work and things didn't go as you'd expected. What setbacks did you
experience in that assignment? How did you respond?
What did you do to achieve your goals? How well did you achieve them?
Please give an example of a time when you exceeded your goals.
Promptness requires good planning and time management. People who are prompt make sure they allow enough time to accommodate unexpected changes. They place a high value on the importance of other people's time, and avoid inconveniencing others. Here are some good questions to assess a person's promptness:
Please give an example of a situation when the timeline for a project
was cut short, but you were still expected to deliver. How did you
handle this situation?
How do you keep your calendar under control? Have you ever been
unavoidably detained? How did you handle it?
What have you done to avoid missing deadlines? Please tell me about a
time when your best efforts failed. What did you do?
Listen for candidate responses that include a description of the
problem the individual faced, the actions taken to address the
problem and the results of the actions. To evaluate candidate
responses, give extra weight to those that have:
Multiple job-related examples
Recent, challenging examples
Examples with a significant impact
Examples in which the candidate took accountability for the outcome
To check your thinking on how important these qualities are within
your own organization, ask your top performers how they would answer
your interview questions. Use their responses as a guide for
evaluating new talent.
SOURCE: Patsy Svare, managing director, the Chatfield Group,
Glenview, Illinois, April 22, 2005. Workforce.co
Hope this prepares you well for the interview...
Good Luck!!
Rajat
From India, Pune
Hey..lemme try to guide from different perspectives..let's see what these MNCs HR People would look at you in the following or rather their interviewing process..
1. What to look for on a resume/application
Employment gaps
Job hopping
Inconsistencies
Lack of dates
Spelling errors
2. Application required by all candidates seriously considering
All interviewed
Complete in full (no “see resume”)
In ink
You review all items
3. Preparing for the interview
Plan questions in advance
Do Not Disturb
Don’t make wait
Alert receptionist
4. What to cover at the interview
Job Description
Benefits
Company info. (history, size, philosophy, what do)
Mission Statement
Describe what job entails
Reporting (who’s supervisor)
Don’t repeat items already obvious on resume, point is to find out more, dig deeper
Take notes
Summarize (time frame for decision, how notify)
5. Establish & maintain rapport
Greet warmly
Be a good host
Display sincere interest
6. Listening Techniques
Re-state content of what applicant said in way that demonstrates understanding
7. Maintain control
8. Legal requirements
Don’t write inappropriate comment on resumes or app’s
Uniform questions for all applicants for same position
If offered “no-no” info, steer away from
9. Follow-up
10. Evaluating candidates
KSA’s
Scientific method
11. Making the offer
Contingent on background check
HR send letter
90-orientation period
12. Give resumes of all applicants to HR
HR sends “Thanks” letters
Keep on file for at least 1 year
13. In-house interviews
14. Advertising
Must be reviewed by HR first
15. Employee referral bonus
16. Smoking
17. HR’s assistance in all recruiting efforts
Phone interviews
Organize
Schedule interviews
or another way is :-
How Do We Gauge a Person's Passion and Commitment for the Job During Interviews?
Question:
what specific interview questions should we ask in order to gauge
whether a person is committed to and passionate about his work, and
prompt in his dealings?
— enthusiasts only need apply, human resources, software/services,
india
The characteristics you mention--passion, commitment and promptness--
would be desirable in just about anyone, so your question may be on
the minds of many employers.
While the three terms have something in common, it is possible for
someone to be prompt but not passionate, passionate but not
committed, and committed but not prompt. Let's look at behavioral
questions that focus on each of the characteristics individually.
Passion springs from a person's deeply felt convictions. It is
visible in the emotional response of the candidate. To assess the
candidate's passion for the type of work you offer, ask:
What do you like most about your current job? What part of your job
is most fulfilling? Why? Follow up with: Can you describe a work
opportunity that meant so much to you that you put everything else
aside to be involved in it? What did you do? How did it work out?
Please give me an example of a time when your heart wasn't in your
work, and describe what you did about the situation.
Have you ever worked for an organization whose mission did not match
up with the things you really feel strongly about? Please describe
the situation and how you handled it.
Committed people follow through on the promises they make and take
responsibility for the achievement of plans, sticking with work until
it is completed. Committed people take responsibility for the
consequences of their actions and do not blame others for their own
mistakes or failures. To assess this competency, ask questions such
as these:
What plans were set for you in that job? What plans did you set for
yourself? Please describe a situation where the plan was set by your
manager and you were accountable for completing it. What happened?
How did it work out?
Describe a situation where your role was to set the direction for the
work and things didn't go as you'd expected. What setbacks did you
experience in that assignment? How did you respond?
What did you do to achieve your goals? How well did you achieve them?
Please give an example of a time when you exceeded your goals.
Promptness requires good planning and time management. People who are prompt make sure they allow enough time to accommodate unexpected changes. They place a high value on the importance of other people's time, and avoid inconveniencing others. Here are some good questions to assess a person's promptness:
Please give an example of a situation when the timeline for a project
was cut short, but you were still expected to deliver. How did you
handle this situation?
How do you keep your calendar under control? Have you ever been
unavoidably detained? How did you handle it?
What have you done to avoid missing deadlines? Please tell me about a
time when your best efforts failed. What did you do?
Listen for candidate responses that include a description of the
problem the individual faced, the actions taken to address the
problem and the results of the actions. To evaluate candidate
responses, give extra weight to those that have:
Multiple job-related examples
Recent, challenging examples
Examples with a significant impact
Examples in which the candidate took accountability for the outcome
To check your thinking on how important these qualities are within
your own organization, ask your top performers how they would answer
your interview questions. Use their responses as a guide for
evaluating new talent.
SOURCE: Patsy Svare, managing director, the Chatfield Group,
Glenview, Illinois, April 22, 2005. Workforce.co
Hope this prepares you well for the interview...
Good Luck!!
Rajat
From India, Pune
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General Guidelines in Answering Interview Questions.doc