[Good for HR as well as those candidates who will be interviewed. QUOTE=bnnagaraj;812813]Dear all members,
I have already posted 2 ppts. one on "Qualities of HR Manager" and the other on "How to face an interview". Now I am attaching one more PPt on "How to conduct an Interview" developed by me. This will be helpful for non HR people as well HR people who conducts interviews in the panal. Please send your feed back.
Regards
B N Nagaraj
GM-HR
Adarsh Developers
Bangalore
email :
[/QUOTE]
From India, Mumbai
1I have already posted 2 ppts. one on "Qualities of HR Manager" and the other on "How to face an interview". Now I am attaching one more PPt on "How to conduct an Interview" developed by me. This will be helpful for non HR people as well HR people who conducts interviews in the panal. Please send your feed back.
Regards
B N Nagaraj
GM-HR
Adarsh Developers
Bangalore
email :
From India, Mumbai
Mr. Nagaraj,
It is indeed a very informative post......i also am working as a HR and conduct interview, but all these days would have a query - Am i doing right? Is my method right??
But after going through the ppt i am confident with the outcome what ever i pose for further rounds.
Thanks a lot from the entire team for such wonderful posting
From India, Bangalore
It is indeed a very informative post......i also am working as a HR and conduct interview, but all these days would have a query - Am i doing right? Is my method right??
But after going through the ppt i am confident with the outcome what ever i pose for further rounds.
Thanks a lot from the entire team for such wonderful posting
From India, Bangalore
[hi thnx 4 giving such wonderful datta on conducting an interview.it will be helpful for all the hr managers for conducting an interview
I have already posted 2 ppts. one on "Qualities of HR Manager" and the other on "How to face an interview". Now I am attaching one more PPt on "How to conduct an Interview" developed by me. This will be helpful for non HR people as well HR people who conducts interviews in the panal. Please send your feed back.
Regards
B N Nagaraj
GM-HR
Adarsh Developers
Bangalore
email :[/QUOTE]
From India, Mumbai
I have already posted 2 ppts. one on "Qualities of HR Manager" and the other on "How to face an interview". Now I am attaching one more PPt on "How to conduct an Interview" developed by me. This will be helpful for non HR people as well HR people who conducts interviews in the panal. Please send your feed back.
Regards
B N Nagaraj
GM-HR
Adarsh Developers
Bangalore
email :
From India, Mumbai
Dear Mr. Nagaraj,
Thanks for putting up this post and ppt. on the tips for conducting interview. Well, i work with an NGO and handle the HR aspects here and have found this presentation very useful and interesting, and even fwd. it to my bosses who are in the middle of conducting interviews! I am not a regular member on this site but think, i should be accessing it more frequently now on!
Thanks,
Sona
From India, Bangalore
Thanks for putting up this post and ppt. on the tips for conducting interview. Well, i work with an NGO and handle the HR aspects here and have found this presentation very useful and interesting, and even fwd. it to my bosses who are in the middle of conducting interviews! I am not a regular member on this site but think, i should be accessing it more frequently now on!
Thanks,
Sona
From India, Bangalore
Hi All
Maybe this for your reference :
Topic : Seven Powerful Steps in Recruitment Process
To guarantee and support the company’s success in its investment, the important thing needs to be done is to search and select candidate according to the needed requirement, it’s not difficult, and this is the easiest matter. Why? Because at the time someone hasn’t joining with us, we do not have moral obligation or binding which later will generate great conflict of a human being basic nature which is 'pity'.
The difficulty and mind conflict is at the time of the recruited person have come along for some times, it means a user or recruiter no longer use check and balance in running the assessment and evaluation to determine whether the employee is competent or have to leave because the assessment and evaluation result show average number which isn’t bring meaningful changes. In this phase company will experience a loss at its first stage. What about the second stage and so on? Not to mention if employees have bad attitude and behavior, bad character and often setting his mind to avoid company’s philosophy, culture and mission and also vision. It can be predicted that the company future will progressively heavy and difficult, not to mention the business competition which progressively swoop and sharply. The future effect can be predicted that the company has to deal with heavy burden for a long time. Paying salary, overtime, benefit/compensation, uniform, health, insurance, etc, and also the failure over failure will come along with them. Wealthy and great company will need a longer time to realize if they face trouble. But imagine if this person is in a company with limited budget and development, surviving probably is the best he can do. What about the keyword is they have to shut down the company and give away the separation pay? One more time, think and reach the qualified person to be recruited, or at least recruit a person who doesn’t understand at all, teach them and make sure that they have strong moral and enormous responsibility.
Below are the 7 suggested steps for a HR Manager or recruitment Team at the time of Selection & Recruitment program being held:
1. This is a must:
A recruiter is a person who has to be expert and understand the whole application of basic knowledge in every company, a Recruiter has to be really understand many comprehension of non-formal and formal competence, such as EMS (Environmental Management System), QMS (Quality Management System), Organization, Business Strategy, Improvement & Development Models, Improvement Tools and Equipment, and also the application of justified implementation. A recruiter has to be a person who is already tested in any industrial sector.
Hence, a recruiter will find out precisely which candidate is suitable with the user wish or the investment hope. Don’t be a recruiter if you have no complete application of basic knowledge in the entire industrial sector. As a note, if you don’t want to be dictated by the user who sometimes make more decision than you. This is not about who is the winner, but at least you won’t face difficulties when making job profile or job evaluation of the candidate. Moreover you will become the facilitator of the Performance Appraisal in the future.
2. Do careful and precise selection on the CV, match it with the basic need of the vacant position. Don’t get stunning with the user requirements, the variance disciplines will help a lot in your company’s future. Innovation will keep going on if you and the team in your company have different frames.
3. See and observe CV with the strong desire in working (in this case a recruiter will have instinct and feeling to match the required position with the investor desire). It can be seen from the CV quality and the way its writing in the informative way. Avoid being so fanatic with the almamater where you used to study or go to college. There would be a lot of changes in someone because of the situation and condition that he experienced. One more time, choose a suitable candidate who really matched the investor strategy, not only your importance.
4. At the time you invite a candidate in the interview session (after passing the psycho test, if it’s exist), ask your candidate to tell anything he had done before, starting from the first time he worked and what are his achievements. Candidate would never forget about his achievements, measure precisely between the achievements with the result. Make sure that the know exactly what your company need of, if it’s necessary, ask your candidate to make a short presentation and its matrix and also the exact output that cascade in front of you. Use ‘zero tolerance’ when you are interviewing a candidate, show failure possibilities with the zero percentage result/value. Remember! Don’t put more burdens on your company by recruiting the wrong person in your environment.
5. When a candidate is going to be interviewed by the user, make sure you are there, listening and paying attention to the conversation between the User and the candidate. It is important for you to make sure that your candidate is the strong and responsible candidate.
Reviewing (maintaining opinion, discussing and determining) candidate is very important in the continuation of recruitment process. Once more, make sure that the candidate has the mission, vision and culture of your company. Do not recruiting a person that has mission, vision and culture out of your company’s. Once more….make sure of it!
6. When there is compatibility between User, You and the Investor, state it to the candidate about what are his target and achievements later on. Once more make a measureable tolerance and simple in evaluation. If the candidate felt unable to take the burden, then end the meeting session right away. Don’t waste too much time in holding up the candidate that couldn’t meet the requirements. If the candidate felt challenge with the burden he’s going to face, then prepare the next step where it is very important and critical in the recruitment process, that is the making of ‘Working Contract’ that suitable with your company’s investor.
7. Prepare the Working Contract with the “time line”. Offer the progressive salary arrangement according to the result and achievement. Don’t use the probation time as your regulation in recruiting a candidate. It wouldn’t be maximum for anyone who only assesses someone in such a short time. A significant salary amount is the salary that he will receive if he success in doing his duties.
The above seven steps process is very simple and easy to do process for a recruiter in obtaining and determining a suitable candidate. However if it’s feel difficult to do, then consider of what and how you will act if one day your candidate is actually not proper to be in one of your team. Spend a long and winding time in order to “shape”, “build” and “direct” them to match into the company’s mission, vision and culture will absolutely waste a lot of your energy. Trust me!
Hopefully it’s useful. Success for the investment & Indonesian Human Resources.
Regards,
Jean VERO.
From Indonesia, Balikpapan
Maybe this for your reference :
Topic : Seven Powerful Steps in Recruitment Process
To guarantee and support the company’s success in its investment, the important thing needs to be done is to search and select candidate according to the needed requirement, it’s not difficult, and this is the easiest matter. Why? Because at the time someone hasn’t joining with us, we do not have moral obligation or binding which later will generate great conflict of a human being basic nature which is 'pity'.
The difficulty and mind conflict is at the time of the recruited person have come along for some times, it means a user or recruiter no longer use check and balance in running the assessment and evaluation to determine whether the employee is competent or have to leave because the assessment and evaluation result show average number which isn’t bring meaningful changes. In this phase company will experience a loss at its first stage. What about the second stage and so on? Not to mention if employees have bad attitude and behavior, bad character and often setting his mind to avoid company’s philosophy, culture and mission and also vision. It can be predicted that the company future will progressively heavy and difficult, not to mention the business competition which progressively swoop and sharply. The future effect can be predicted that the company has to deal with heavy burden for a long time. Paying salary, overtime, benefit/compensation, uniform, health, insurance, etc, and also the failure over failure will come along with them. Wealthy and great company will need a longer time to realize if they face trouble. But imagine if this person is in a company with limited budget and development, surviving probably is the best he can do. What about the keyword is they have to shut down the company and give away the separation pay? One more time, think and reach the qualified person to be recruited, or at least recruit a person who doesn’t understand at all, teach them and make sure that they have strong moral and enormous responsibility.
Below are the 7 suggested steps for a HR Manager or recruitment Team at the time of Selection & Recruitment program being held:
1. This is a must:
A recruiter is a person who has to be expert and understand the whole application of basic knowledge in every company, a Recruiter has to be really understand many comprehension of non-formal and formal competence, such as EMS (Environmental Management System), QMS (Quality Management System), Organization, Business Strategy, Improvement & Development Models, Improvement Tools and Equipment, and also the application of justified implementation. A recruiter has to be a person who is already tested in any industrial sector.
Hence, a recruiter will find out precisely which candidate is suitable with the user wish or the investment hope. Don’t be a recruiter if you have no complete application of basic knowledge in the entire industrial sector. As a note, if you don’t want to be dictated by the user who sometimes make more decision than you. This is not about who is the winner, but at least you won’t face difficulties when making job profile or job evaluation of the candidate. Moreover you will become the facilitator of the Performance Appraisal in the future.
2. Do careful and precise selection on the CV, match it with the basic need of the vacant position. Don’t get stunning with the user requirements, the variance disciplines will help a lot in your company’s future. Innovation will keep going on if you and the team in your company have different frames.
3. See and observe CV with the strong desire in working (in this case a recruiter will have instinct and feeling to match the required position with the investor desire). It can be seen from the CV quality and the way its writing in the informative way. Avoid being so fanatic with the almamater where you used to study or go to college. There would be a lot of changes in someone because of the situation and condition that he experienced. One more time, choose a suitable candidate who really matched the investor strategy, not only your importance.
4. At the time you invite a candidate in the interview session (after passing the psycho test, if it’s exist), ask your candidate to tell anything he had done before, starting from the first time he worked and what are his achievements. Candidate would never forget about his achievements, measure precisely between the achievements with the result. Make sure that the know exactly what your company need of, if it’s necessary, ask your candidate to make a short presentation and its matrix and also the exact output that cascade in front of you. Use ‘zero tolerance’ when you are interviewing a candidate, show failure possibilities with the zero percentage result/value. Remember! Don’t put more burdens on your company by recruiting the wrong person in your environment.
5. When a candidate is going to be interviewed by the user, make sure you are there, listening and paying attention to the conversation between the User and the candidate. It is important for you to make sure that your candidate is the strong and responsible candidate.
Reviewing (maintaining opinion, discussing and determining) candidate is very important in the continuation of recruitment process. Once more, make sure that the candidate has the mission, vision and culture of your company. Do not recruiting a person that has mission, vision and culture out of your company’s. Once more….make sure of it!
6. When there is compatibility between User, You and the Investor, state it to the candidate about what are his target and achievements later on. Once more make a measureable tolerance and simple in evaluation. If the candidate felt unable to take the burden, then end the meeting session right away. Don’t waste too much time in holding up the candidate that couldn’t meet the requirements. If the candidate felt challenge with the burden he’s going to face, then prepare the next step where it is very important and critical in the recruitment process, that is the making of ‘Working Contract’ that suitable with your company’s investor.
7. Prepare the Working Contract with the “time line”. Offer the progressive salary arrangement according to the result and achievement. Don’t use the probation time as your regulation in recruiting a candidate. It wouldn’t be maximum for anyone who only assesses someone in such a short time. A significant salary amount is the salary that he will receive if he success in doing his duties.
The above seven steps process is very simple and easy to do process for a recruiter in obtaining and determining a suitable candidate. However if it’s feel difficult to do, then consider of what and how you will act if one day your candidate is actually not proper to be in one of your team. Spend a long and winding time in order to “shape”, “build” and “direct” them to match into the company’s mission, vision and culture will absolutely waste a lot of your energy. Trust me!
Hopefully it’s useful. Success for the investment & Indonesian Human Resources.
Regards,
Jean VERO.
From Indonesia, Balikpapan
Thank you mr nagaraja for a fine presentation. This will immensely help the readers to gather knowledge from a gentle man like you who distributes knowledge for the needy kali charan misra
From India, Koraput
From India, Koraput
Well it was nice & Knowledgeable PPT. Even though I am not from HR but when ever I will come across any new candidate I will try to keep in my mind.
I do agree with Rajesh Hundakar. Please educate us how to give interview.
Rgds
Sukhi
From United Arab Emirates, Dubai
I do agree with Rajesh Hundakar. Please educate us how to give interview.
Rgds
Sukhi
From United Arab Emirates, Dubai
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