Respected Seniors,
I am looking forward to an elaborated answer of a basic question about HR, I’ve done enough research before posting this question to ensure that I am not wasting valuable time of seniors in the forum.
Kindly reply,
1). What is the purpose of initial interaction of recruiter with candidate and how does it differs from the final interaction with the senior HR person by the end of recruitment process.
For example, Mr. A took my first round, he was a recruiter and after few technical rounds Ms. B took my HR round, she was HR manager.
2). What was the purpose of talking to two different people from same department working on different levels?
3). On what all parameters was I being judged by Mr. A and Ms. B?
Looking forward to your valuable inputs
From India, Gurgaon
Acknowledge(0)
Amend(0)
7I am looking forward to an elaborated answer of a basic question about HR, I’ve done enough research before posting this question to ensure that I am not wasting valuable time of seniors in the forum.
Kindly reply,
1). What is the purpose of initial interaction of recruiter with candidate and how does it differs from the final interaction with the senior HR person by the end of recruitment process.
For example, Mr. A took my first round, he was a recruiter and after few technical rounds Ms. B took my HR round, she was HR manager.
2). What was the purpose of talking to two different people from same department working on different levels?
3). On what all parameters was I being judged by Mr. A and Ms. B?
Looking forward to your valuable inputs
From India, Gurgaon
Acknowledge(0)Amend(0)
The first interviewer may check the CV, communication skills, compensation, etc., and make an assessment based on his or her skills. If the candidate does not meet the required standards, they may get screened out immediately.
Subsequent interviews may focus on similar aspects but with the input of a more senior interviewer. This can serve as a re-validation of the junior's assessment. On the other hand, it could also influence the decision positively or negatively.
Recruitment is not an exact science, regardless of efforts to make it one. It typically involves a consensus among a group of individuals, starting from the initial screening of CVs without candidate interaction and concluding with the final decision-maker choosing from a panel of pre-approved candidates.
Each situation is unique, and there may be borderline cases where a candidate, initially rejected, could be suitable for other or future positions. In such cases, the HR head, with a broader perspective, is consulted.
Please let me know if you need further assistance with your text.
From United States, New York
Acknowledge(0)Amend(0)
Subsequent interviews may focus on similar aspects but with the input of a more senior interviewer. This can serve as a re-validation of the junior's assessment. On the other hand, it could also influence the decision positively or negatively.
Recruitment is not an exact science, regardless of efforts to make it one. It typically involves a consensus among a group of individuals, starting from the initial screening of CVs without candidate interaction and concluding with the final decision-maker choosing from a panel of pre-approved candidates.
Each situation is unique, and there may be borderline cases where a candidate, initially rejected, could be suitable for other or future positions. In such cases, the HR head, with a broader perspective, is consulted.
Please let me know if you need further assistance with your text.
From United States, New York
Acknowledge(0)Amend(0)
Hi Jordan,
Let me answer you in simple words -
Purpose of initial interaction with Mr. A: The basic purpose of this interaction is to check whether the candidate is fulfilling the basic criteria/eligibility of the position or not, to save the time of further interviewers.
Purpose of final interaction with Ms. B: Generally, this interaction is done to ensure the behavioral/moral attributes of the candidate are on par with the requirements of the position/company. This round is also conducted to finalize the offer, which includes joining time, salary negotiation, etc.
2) What was the purpose of talking to two different people from the same department working on different levels?
Answer: Generally, recruiters are at a junior level where they may not be able to assess the candidate perfectly on all HR aspects, and offer negotiation cannot be finalized at the initial stage. Therefore, a final HR round with the manager is conducted to ensure a smooth selection process.
I hope the above explanation answers your queries.
From India, Kollam
Acknowledge(0)Amend(0)
Let me answer you in simple words -
Purpose of initial interaction with Mr. A: The basic purpose of this interaction is to check whether the candidate is fulfilling the basic criteria/eligibility of the position or not, to save the time of further interviewers.
Purpose of final interaction with Ms. B: Generally, this interaction is done to ensure the behavioral/moral attributes of the candidate are on par with the requirements of the position/company. This round is also conducted to finalize the offer, which includes joining time, salary negotiation, etc.
2) What was the purpose of talking to two different people from the same department working on different levels?
Answer: Generally, recruiters are at a junior level where they may not be able to assess the candidate perfectly on all HR aspects, and offer negotiation cannot be finalized at the initial stage. Therefore, a final HR round with the manager is conducted to ensure a smooth selection process.
I hope the above explanation answers your queries.
From India, Kollam
Acknowledge(0)Amend(0)
Hi Janardan,
The basic purpose of interviewing a candidate at two levels in the same department is as follows:
1. The junior officer verifies the contents of the resume and also assesses the candidate's communication skills, reasons for leaving the previous organization, etc.
2. The senior executive evaluates the relevance of the candidate's experience and determines their suitability for the specific job within the organization.
I hope this simple clarification alleviates any concerns you may have.
S.K. Johri
From India, Delhi
Acknowledge(0)Amend(0)
The basic purpose of interviewing a candidate at two levels in the same department is as follows:
1. The junior officer verifies the contents of the resume and also assesses the candidate's communication skills, reasons for leaving the previous organization, etc.
2. The senior executive evaluates the relevance of the candidate's experience and determines their suitability for the specific job within the organization.
I hope this simple clarification alleviates any concerns you may have.
S.K. Johri
From India, Delhi
Acknowledge(0)Amend(0)
--------------------------
Dear Mr.Jordan,
If I understood correctly from what you posted here, (I visualise like this based on your post) was this recruiter 'A' an external Agency(?) and the 'B' from the HR of a firm who the ultimate employer ? If so, Mr.A who works for B screened all the responses received, short listed them and conducted the preliminary assessment of whether or not the applicants short listed fulfill, prima facie, selection criteria given to them and then pass on those found fit in to the HR after 'a few technical rounds' by the employer team. 'B' had her task on hand with you after the essential rounds, viz., filteration on the basis of essentials-Academic, experience and technical, what was left ? fixation of Remuneration and other matters like place of postings, work responsibilities, joining time etc. Many firms finish these rounds in one or two in person, one to one/team, and rest over phone as well. It's depend on the company's policies/procedures, convenience of interview panelists/availability & suitability of the candidates etc. Some firms finish the process in maximum of two rounds-one by a team consists of both initial verification and technical suitability in one round and other admin/HR matters in the second round and take it to 'offer' stage. Some others might finish it all at one round itself depending on the exigencies and status/criticality of the post. The process will differ from firm to firm depending on various factors. We cannot perceive all would follow one and the same methodology.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Mr.Jordan,
If I understood correctly from what you posted here, (I visualise like this based on your post) was this recruiter 'A' an external Agency(?) and the 'B' from the HR of a firm who the ultimate employer ? If so, Mr.A who works for B screened all the responses received, short listed them and conducted the preliminary assessment of whether or not the applicants short listed fulfill, prima facie, selection criteria given to them and then pass on those found fit in to the HR after 'a few technical rounds' by the employer team. 'B' had her task on hand with you after the essential rounds, viz., filteration on the basis of essentials-Academic, experience and technical, what was left ? fixation of Remuneration and other matters like place of postings, work responsibilities, joining time etc. Many firms finish these rounds in one or two in person, one to one/team, and rest over phone as well. It's depend on the company's policies/procedures, convenience of interview panelists/availability & suitability of the candidates etc. Some firms finish the process in maximum of two rounds-one by a team consists of both initial verification and technical suitability in one round and other admin/HR matters in the second round and take it to 'offer' stage. Some others might finish it all at one round itself depending on the exigencies and status/criticality of the post. The process will differ from firm to firm depending on various factors. We cannot perceive all would follow one and the same methodology.
From India, Bangalore
Acknowledge(0)Amend(0)
I thought the confusion of OP was since both interviewers - apparently - covered the same ground. If they asked different questions, they obviously were covering different aspects as elaborated in answers above.
From United States, New York
Acknowledge(0)Amend(0)
From United States, New York
Acknowledge(0)Amend(0)
Hello Jordan,
While your query raises a very pertinent, though not often spoken about, issue, please elaborate on the request for more inputs by the members. There are valid reasons for the situation you described, but the reasons vary depending on the details of the situation.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
While your query raises a very pertinent, though not often spoken about, issue, please elaborate on the request for more inputs by the members. There are valid reasons for the situation you described, but the reasons vary depending on the details of the situation.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
Purpose & Origin.doc
!! Career Press - Write To The Point - How To Communicate In Business With Style And Purpose.pdf