Dear Members,
I'm a new joiner in an organization as an HR. Before I joined this field, I worked as an Operations Manager in a reputed company for nearly nine years. For a change in career, I joined HR. That is not the problem. When I joined, the HR senior told me that she would guide me if I made any mistakes. But to this day, she has never given any useful advice that I could take, except criticism. But it doesn't matter; I can take it and learn from that. The problem I'm having is the attitude she shows towards the candidates who come for the interview.
When a candidate arrives for an interview, she will call and ask the security in the company to send them to the interview room. She never goes down to meet the candidate or invite them to the interview. Additionally, the interview result of the candidate is given through the same security. If the candidate fails the interview, she will call the security and tell them to send the candidate away.
When I start to take interviews, I will go down to meet the candidate and also provide the results of the interview. Even if the candidate fails, I will explain to them why they failed. She told me to call the security and have them send away the candidate who failed the interview. Every few days, she would remind me whenever I go down to meet the candidate.
Is this behavior acceptable for an HR? Is the attitude she has shown towards the candidates right? If not, then what is the right behavior that an HR should show towards a candidate who came for an interview? I would also like to know what to tell the candidate if he/she fails the interview. Am I doing the right thing when I explain why they failed the test?
I would like to hear from the senior members of the community regarding this matter.
Thanks and Regards,
Senthil Kumar. A
From India, Chennai
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4I'm a new joiner in an organization as an HR. Before I joined this field, I worked as an Operations Manager in a reputed company for nearly nine years. For a change in career, I joined HR. That is not the problem. When I joined, the HR senior told me that she would guide me if I made any mistakes. But to this day, she has never given any useful advice that I could take, except criticism. But it doesn't matter; I can take it and learn from that. The problem I'm having is the attitude she shows towards the candidates who come for the interview.
When a candidate arrives for an interview, she will call and ask the security in the company to send them to the interview room. She never goes down to meet the candidate or invite them to the interview. Additionally, the interview result of the candidate is given through the same security. If the candidate fails the interview, she will call the security and tell them to send the candidate away.
When I start to take interviews, I will go down to meet the candidate and also provide the results of the interview. Even if the candidate fails, I will explain to them why they failed. She told me to call the security and have them send away the candidate who failed the interview. Every few days, she would remind me whenever I go down to meet the candidate.
Is this behavior acceptable for an HR? Is the attitude she has shown towards the candidates right? If not, then what is the right behavior that an HR should show towards a candidate who came for an interview? I would also like to know what to tell the candidate if he/she fails the interview. Am I doing the right thing when I explain why they failed the test?
I would like to hear from the senior members of the community regarding this matter.
Thanks and Regards,
Senthil Kumar. A
From India, Chennai
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Yes, Senthil, you are right and keep continuing. You have an Operations Manager background, and this speaks volumes about your instinctive nature to be "personal" and "respectful" to all individuals. There are thousands of books on the internet and on CiteHR that you can learn from to add more value to your interviews. Wish you all good luck.
Ukmitra
From Saudi Arabia, Riyadh
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Ukmitra
From Saudi Arabia, Riyadh
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Respected Sir,
I am Vijay A. Vaghela. I am pleased to present my resume to you for the position of Human Resource Executive. I believe my broad-based HR knowledge and dedication make me a qualified candidate for the position. I hold an MBA degree in Human Resource Management. I am a strong individual with excellent HR and personnel management skills, making me the perfect candidate for this job. I am highly skilled in the day-to-day administration of policies and programs such as recruiting, compensation and benefits, training, worker and labor relations, safety, and recruitment.
My enclosed resume provides details of my accomplishments and skills. I am positive that a personal interview would more accurately reveal my qualifications and the contribution I can make towards the future success of your organization. Thank you for your time and consideration. Please feel free to contact me if you have any questions.
Sincerely,
Vijay A. Vaghela
From India, Mumbai
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I am Vijay A. Vaghela. I am pleased to present my resume to you for the position of Human Resource Executive. I believe my broad-based HR knowledge and dedication make me a qualified candidate for the position. I hold an MBA degree in Human Resource Management. I am a strong individual with excellent HR and personnel management skills, making me the perfect candidate for this job. I am highly skilled in the day-to-day administration of policies and programs such as recruiting, compensation and benefits, training, worker and labor relations, safety, and recruitment.
My enclosed resume provides details of my accomplishments and skills. I am positive that a personal interview would more accurately reveal my qualifications and the contribution I can make towards the future success of your organization. Thank you for your time and consideration. Please feel free to contact me if you have any questions.
Sincerely,
Vijay A. Vaghela
From India, Mumbai
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Dear Senthil,
Mr. UK Mitra has given you very good advice. Please continue with your best state of mind. We should listen to our seniors. If they criticize us, don't be disturbed. Accept the same and try to learn good points. You described your approach to handling the interviews, and this is right. You have enough experience to manage the workforce as an Operations Manager.
The candidates who are coming for interviews must be treated with dignity. Ultimately, they will carry the image of the organization. Be clear and straightforward in your dealings. Also, try to convince your boss to handle the interviewees fairly.
With Best Wishes.
From India, New Delhi
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Mr. UK Mitra has given you very good advice. Please continue with your best state of mind. We should listen to our seniors. If they criticize us, don't be disturbed. Accept the same and try to learn good points. You described your approach to handling the interviews, and this is right. You have enough experience to manage the workforce as an Operations Manager.
The candidates who are coming for interviews must be treated with dignity. Ultimately, they will carry the image of the organization. Be clear and straightforward in your dealings. Also, try to convince your boss to handle the interviewees fairly.
With Best Wishes.
From India, New Delhi
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Hi Ukmitra, Thank you for the answer.But the question that i have is when i meet the candidates should i be friendly towards them or have to keep an professional level with them?
From India, Chennai
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From India, Chennai
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Hi Mr. Ramesh,
Thanks for the advice, but when she is trying to convince me to follow her approach towards the candidate, what should I tell her?
In my nine years of experience, I have never met a person who disregards others like this. When I asked her the first time, "Shouldn't we give the results face to face with the candidate?", her response was, "What for? They failed. What reason do I have to tell them why they failed? You should call security and tell them to send the candidate away. This is how we do things around here." Now, should I remind her of the obvious, that they are humans?
Regards,
Senthil Kumar
From India, Chennai
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Thanks for the advice, but when she is trying to convince me to follow her approach towards the candidate, what should I tell her?
In my nine years of experience, I have never met a person who disregards others like this. When I asked her the first time, "Shouldn't we give the results face to face with the candidate?", her response was, "What for? They failed. What reason do I have to tell them why they failed? You should call security and tell them to send the candidate away. This is how we do things around here." Now, should I remind her of the obvious, that they are humans?
Regards,
Senthil Kumar
From India, Chennai
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Dear Senthil,
The answer to your last question is that you should be professional and friendly but not get "familiar." To answer your question about the behavior of your female boss, kindly provide more details about the size of the organization, etc.
I have attended only two interviews in India, ages ago, in a defense establishment, and a number of interviews in the UK. In one small organization, the MD came to receive me at the station and then saw me off. However, in a large organization, the Personnel Manager only saw me in the interview room. In several organizations, I only received a polite letter informing me that I had not succeeded. So, in short, practices vary from organization to organization. As my tutor said, "There is NO ONE BEST WAY."
From United Kingdom
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The answer to your last question is that you should be professional and friendly but not get "familiar." To answer your question about the behavior of your female boss, kindly provide more details about the size of the organization, etc.
I have attended only two interviews in India, ages ago, in a defense establishment, and a number of interviews in the UK. In one small organization, the MD came to receive me at the station and then saw me off. However, in a large organization, the Personnel Manager only saw me in the interview room. In several organizations, I only received a polite letter informing me that I had not succeeded. So, in short, practices vary from organization to organization. As my tutor said, "There is NO ONE BEST WAY."
From United Kingdom
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Dear Senthil,
I agree with Ramesh that HR should have dignity as we are the face of the company. Therefore, we should maintain decorum and avoid getting too friendly with candidates during interviews. HR professionals should uphold a professional attitude and portray themselves as paragons of discipline during office hours.
I totally disagree with your senior who always asks security to look after the candidates.
I hope your question is well understood.
Thanks & Regards,
Prerna Saxena
From India, Noida
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I agree with Ramesh that HR should have dignity as we are the face of the company. Therefore, we should maintain decorum and avoid getting too friendly with candidates during interviews. HR professionals should uphold a professional attitude and portray themselves as paragons of discipline during office hours.
I totally disagree with your senior who always asks security to look after the candidates.
I hope your question is well understood.
Thanks & Regards,
Prerna Saxena
From India, Noida
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Hai All, Thanks you all for your advises.Will keep in mind "friendly" and "familiar" difference. In here we have a team of 479 people working. Its a product development company.
From India, Chennai
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From India, Chennai
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Hi Senthil,
Based on your inputs and description of your boss, here are my remarks:
1. Candidates coming in for the selection process should be treated with dignity. Making candidates feel comfortable is one of the best practices that most organizations follow.
2. In case your boss is not comfortable with you explaining to each rejected candidate why they were not selected, send a regret email.
3. As you have 9 years of operations management expertise, your boss may be 'uncomfortable' with your skills and expertise. Anyway, you cannot help!
4. Be confident and follow standard practices.
5. Keep reading CiteHR to learn standard HR practices, issues, and suggestions from various people on a number of day-to-day people issues.
6. In addition to this, you may browse the following sites as well:
SHRM INDIA | Strategic Human Resources Management | SHRM India
HBR Blog Network - Harvard Business Review
I have corrected the spelling, grammar, and formatting in your message. Let me know if you need further assistance.
From India, Bangalore
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Based on your inputs and description of your boss, here are my remarks:
1. Candidates coming in for the selection process should be treated with dignity. Making candidates feel comfortable is one of the best practices that most organizations follow.
2. In case your boss is not comfortable with you explaining to each rejected candidate why they were not selected, send a regret email.
3. As you have 9 years of operations management expertise, your boss may be 'uncomfortable' with your skills and expertise. Anyway, you cannot help!
4. Be confident and follow standard practices.
5. Keep reading CiteHR to learn standard HR practices, issues, and suggestions from various people on a number of day-to-day people issues.
6. In addition to this, you may browse the following sites as well:
SHRM INDIA | Strategic Human Resources Management | SHRM India
HBR Blog Network - Harvard Business Review
I have corrected the spelling, grammar, and formatting in your message. Let me know if you need further assistance.
From India, Bangalore
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