Hi All,
CiteHR has always been useful in interview tactics. I had taken a lot of notes from here to give a flawless interview. But probably I didn't take it quite seriously. I was asked the following questions: (since I am a fresher)
1. Tell me about yourself (I answered this well).
2. What do you think you are good at in HR and what do you need to be trained for? (Here I mentioned performance appraisal).
3. Then I was asked how many types of performance appraisals are there. Give advantages and disadvantages of each.
4. What is attitude/competency?
5. What are the subjects of HR specialization? Tell me all of them.
6. What are statutory compliances in HR?
7. Why are you switching to the HR field?
8. What is a job description?
9. Tell me the process of recruitment.
10. Is the boss always right? If yes, why, and if no, why?
It was a stressful interview! I almost fainted giving definitions from the book and what I assumed.
From India, New Delhi
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CiteHR has always been useful in interview tactics. I had taken a lot of notes from here to give a flawless interview. But probably I didn't take it quite seriously. I was asked the following questions: (since I am a fresher)
1. Tell me about yourself (I answered this well).
2. What do you think you are good at in HR and what do you need to be trained for? (Here I mentioned performance appraisal).
3. Then I was asked how many types of performance appraisals are there. Give advantages and disadvantages of each.
4. What is attitude/competency?
5. What are the subjects of HR specialization? Tell me all of them.
6. What are statutory compliances in HR?
7. Why are you switching to the HR field?
8. What is a job description?
9. Tell me the process of recruitment.
10. Is the boss always right? If yes, why, and if no, why?
It was a stressful interview! I almost fainted giving definitions from the book and what I assumed.
From India, New Delhi
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I am answering the questions in the same order.
Ans 1: I introduced myself, my current job profile, and what I am looking for in the company that I am interviewing myself. This is because currently my portfolio is business development, and since I have completed my MBA in HR, now I am shifting to this field.
Ans 2: I said I can be good in headhunting, I can use my contacts, and all will be good at screening the CVs. I am good at my basic bookish knowledge, and the rest is what I look upon to learn from experience.
Ans 3: 90/180/360/520/720 are all that I know of. 90 degrees were followed earlier (Mere HOD appraisal); hence the disadvantage is appraiser bias and no self-appraisal. 180 degrees evolved because of all the shortcomings of the 90-degree appraisals and is the commonly followed one nowadays. It breaks the concept of "the boss is always right." Here there is self-appraisal and HOD appraisal. The advantage is that you know where you stand by self-appraisal, and bias is corrected to a certain extent since if there is a huge difference in the measurement of self and HOD, there is a question arising, and a counter-check will happen on the defaulting party.
360 degrees have peer, subordinates, HOD, and self-appraisals. The advantage is getting feedback from everyone, more improvement, and knowing where you stand. The disadvantage is bias and competition can make you have lesser ratings, and groupism can exist.
540: This is 360 + customers/suppliers and clients.
720: This is a 360-degree twice. It means there is feedback provided twice; once when the appraisal is done and once after it has been done. The disadvantage is it's long and mundane, with lots of paperwork.
Ans 4: Attitude is how you think and act in a definite way. Competency is fundamental knowledge, ability, or expertise in a specific subject area or skill set.
Ans 5: I gave all subjects I am having - research methodology, legal aspects of business, manpower planning and resourcing, management, and organizational development, employee relations management, HR audit.
Ans 6: Here, I didn't know the exact details of every law (that I need learning), but yes, the laws are Maternity Benefits Act, PF, ESI, professional tax, Minimum Wages Act, Payment of Bonus Act, Payment of Wages Act, etc.
Ans 7: Human resources is the only field that is working on a concept of handling people with a human perspective, and this is what inclines me towards HR.
Ans 8: is a list of the general tasks, functions, and responsibilities of a position.
Ans 9: Identify vacancy, Prepare job description and person specification, Advertising the vacancy, Managing the response, Short-listing, Arrange interviews, Conducting interviews, and decision-making.
Ans 10: This question arose because in the performance appraisal phase I happened to utter this concept, and so I was asked that every employee should agree saying the boss is always right. If I recruit you, I am supposed to be your HOD, and you will still be adamant and say that you don't agree with this concept. I said not always is a boss wrong, and if there is something that makes your decision/viewpoint wrong, I will be happy to point it out and offer suggestions. If the boss is right, I am open to constructive criticism as well.
Phew! Here we go, guys. I am done with the lecture.
Looks like I should get the job, right?
But I am hoping they take me, especially after the last answer... hehe
From India, New Delhi
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Ans 1: I introduced myself, my current job profile, and what I am looking for in the company that I am interviewing myself. This is because currently my portfolio is business development, and since I have completed my MBA in HR, now I am shifting to this field.
Ans 2: I said I can be good in headhunting, I can use my contacts, and all will be good at screening the CVs. I am good at my basic bookish knowledge, and the rest is what I look upon to learn from experience.
Ans 3: 90/180/360/520/720 are all that I know of. 90 degrees were followed earlier (Mere HOD appraisal); hence the disadvantage is appraiser bias and no self-appraisal. 180 degrees evolved because of all the shortcomings of the 90-degree appraisals and is the commonly followed one nowadays. It breaks the concept of "the boss is always right." Here there is self-appraisal and HOD appraisal. The advantage is that you know where you stand by self-appraisal, and bias is corrected to a certain extent since if there is a huge difference in the measurement of self and HOD, there is a question arising, and a counter-check will happen on the defaulting party.
360 degrees have peer, subordinates, HOD, and self-appraisals. The advantage is getting feedback from everyone, more improvement, and knowing where you stand. The disadvantage is bias and competition can make you have lesser ratings, and groupism can exist.
540: This is 360 + customers/suppliers and clients.
720: This is a 360-degree twice. It means there is feedback provided twice; once when the appraisal is done and once after it has been done. The disadvantage is it's long and mundane, with lots of paperwork.
Ans 4: Attitude is how you think and act in a definite way. Competency is fundamental knowledge, ability, or expertise in a specific subject area or skill set.
Ans 5: I gave all subjects I am having - research methodology, legal aspects of business, manpower planning and resourcing, management, and organizational development, employee relations management, HR audit.
Ans 6: Here, I didn't know the exact details of every law (that I need learning), but yes, the laws are Maternity Benefits Act, PF, ESI, professional tax, Minimum Wages Act, Payment of Bonus Act, Payment of Wages Act, etc.
Ans 7: Human resources is the only field that is working on a concept of handling people with a human perspective, and this is what inclines me towards HR.
Ans 8: is a list of the general tasks, functions, and responsibilities of a position.
Ans 9: Identify vacancy, Prepare job description and person specification, Advertising the vacancy, Managing the response, Short-listing, Arrange interviews, Conducting interviews, and decision-making.
Ans 10: This question arose because in the performance appraisal phase I happened to utter this concept, and so I was asked that every employee should agree saying the boss is always right. If I recruit you, I am supposed to be your HOD, and you will still be adamant and say that you don't agree with this concept. I said not always is a boss wrong, and if there is something that makes your decision/viewpoint wrong, I will be happy to point it out and offer suggestions. If the boss is right, I am open to constructive criticism as well.
Phew! Here we go, guys. I am done with the lecture.
Looks like I should get the job, right?
But I am hoping they take me, especially after the last answer... hehe
From India, New Delhi
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Hey, I have a few queries for an interview:
1. How do you justify a gap taken for appearing for competitive MBA entrance exams?
2. How do you justify a low percentage? i.e. my SSC and HSC percentage is above 85, but engineering and MBA are both 63.
From India, Mumbai
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21. How do you justify a gap taken for appearing for competitive MBA entrance exams?
2. How do you justify a low percentage? i.e. my SSC and HSC percentage is above 85, but engineering and MBA are both 63.
From India, Mumbai
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Hi HR guide,
You have definitely given an excellent interview. If the person who is recruiting you is fairly experienced and mature, he will surely make a mistake of not taking you. If the fellow is young and immature, your chances are 50/50, as you will overtake him in his position in just a few months, and this will be his fear factor. I would rate you 8/10.
Ukmitra
From Saudi Arabia, Riyadh
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You have definitely given an excellent interview. If the person who is recruiting you is fairly experienced and mature, he will surely make a mistake of not taking you. If the fellow is young and immature, your chances are 50/50, as you will overtake him in his position in just a few months, and this will be his fear factor. I would rate you 8/10.
Ukmitra
From Saudi Arabia, Riyadh
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Dear,
The selection of a candidate should be decided by parameters. You should provide some paperwork and assess their knowledge about HR functions, related legal acts, behavior, communication skills, response time, etc. The above question is pre-prepared by the candidates.
Best Regards,
Sajid Ansari
Delhi
From India, Delhi
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The selection of a candidate should be decided by parameters. You should provide some paperwork and assess their knowledge about HR functions, related legal acts, behavior, communication skills, response time, etc. The above question is pre-prepared by the candidates.
Best Regards,
Sajid Ansari
Delhi
From India, Delhi
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Nothing should be left out. You should score 10 out of 10. Here is the list of statutory compliances falling under labor laws as follows: and also study other methods of Performance Appraisal e.g. MBO and BARS, whereas nowadays online appraisal is very popular among companies since it reduces loads of paperwork and unnecessary manual coordination.
Air Prevention & Control of Pollution Union Territories Rules 1983
Air Prevention & Control of Pollution Act 1981
Air Prevention & Control of Pollution Rules 1982
Apprentices Act 1961
Contract Labour Regulation & Abolition Act 1970
Contract Labour Regulation & Abolition Central Rules 1971
Employees' Deposit Linked Insurance Scheme 1976
Employees Pension Scheme 1995
Employees' Provident Fund & Miscellaneous Provisions Act 1952
Employees' Provident Fund Appellate Tribunal Procedure Rules 1997
Employees' Provident Fund Scheme 1952
Employees' State Insurance Act 1948
Employees' State Insurance Central Rules 1950
Employees' State Insurance General Regulations 1950
Employers' Liability Act 1938
Employment Exchanges Compulsory Notification of Vacancies Act 1959
Environment Protection Act 1986
Equal Remuneration Act 1976
ESI General PF Rules 1995
Evolution of Industrial Relations in India
Factories Act 1948
Indian Fatal Accidents Act 1855
Industrial Disputes Act 1947
Industrial Disputes Central Rules 1957
Industrial Employment Standing Orders Central Rules 1946
Industrial Employment Standing Orders Act 1946
Labour Laws Exemption Act 1988
Labour Laws for IT Industries
List of Statutory Compliances
Maternity Benefit Rules 1965
Maternity Benefit Act 1961
Minimum Wages Act 1948
Minimum Wages Central Rules 1950
Payment of Bonus Act 1965
Payment of Bonus Rules 1975
Payment of Gratuity Act 1972
Payment of Gratuity Central Rules 1972
Payment of Wages Act 1936
Payment of Wages Manner of Recovery Rules 1966
Payment of Wages Procedure Rules 1937
Personal Injuries Compensation & Insurance Act 1963
Personal Injuries Compensation Insurance Rules 1972
Personal Injuries Compensation Insurance Scheme 1972
Public Liability Insurance Act 1991
Public Liability Insurance Rules 1991
Sales Promotion Employees Conditions of Service Act 1976
Sales Promotion Employees Conditions of Service Rules 1976
Trade Unions Act 1926
Water Prevention & Control of Pollution Act 1974
Weekly Holidays Act 1942
Workmen Compensation Venue of Proceedings Rules 1996
Workmen Compensation Transfer of Money Rules 1935
Workmen's Compensation Act 1923
Workmen's Compensation Rules 1924
From China
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Air Prevention & Control of Pollution Union Territories Rules 1983
Air Prevention & Control of Pollution Act 1981
Air Prevention & Control of Pollution Rules 1982
Apprentices Act 1961
Contract Labour Regulation & Abolition Act 1970
Contract Labour Regulation & Abolition Central Rules 1971
Employees' Deposit Linked Insurance Scheme 1976
Employees Pension Scheme 1995
Employees' Provident Fund & Miscellaneous Provisions Act 1952
Employees' Provident Fund Appellate Tribunal Procedure Rules 1997
Employees' Provident Fund Scheme 1952
Employees' State Insurance Act 1948
Employees' State Insurance Central Rules 1950
Employees' State Insurance General Regulations 1950
Employers' Liability Act 1938
Employment Exchanges Compulsory Notification of Vacancies Act 1959
Environment Protection Act 1986
Equal Remuneration Act 1976
ESI General PF Rules 1995
Evolution of Industrial Relations in India
Factories Act 1948
Indian Fatal Accidents Act 1855
Industrial Disputes Act 1947
Industrial Disputes Central Rules 1957
Industrial Employment Standing Orders Central Rules 1946
Industrial Employment Standing Orders Act 1946
Labour Laws Exemption Act 1988
Labour Laws for IT Industries
List of Statutory Compliances
Maternity Benefit Rules 1965
Maternity Benefit Act 1961
Minimum Wages Act 1948
Minimum Wages Central Rules 1950
Payment of Bonus Act 1965
Payment of Bonus Rules 1975
Payment of Gratuity Act 1972
Payment of Gratuity Central Rules 1972
Payment of Wages Act 1936
Payment of Wages Manner of Recovery Rules 1966
Payment of Wages Procedure Rules 1937
Personal Injuries Compensation & Insurance Act 1963
Personal Injuries Compensation Insurance Rules 1972
Personal Injuries Compensation Insurance Scheme 1972
Public Liability Insurance Act 1991
Public Liability Insurance Rules 1991
Sales Promotion Employees Conditions of Service Act 1976
Sales Promotion Employees Conditions of Service Rules 1976
Trade Unions Act 1926
Water Prevention & Control of Pollution Act 1974
Weekly Holidays Act 1942
Workmen Compensation Venue of Proceedings Rules 1996
Workmen Compensation Transfer of Money Rules 1935
Workmen's Compensation Act 1923
Workmen's Compensation Rules 1924
From China
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Hi,
I had a justified reason for a gap. I completed graduation in 2004, and thereafter, from 2005 to 2007, I pursued my MBA. Following that, I got married and had a baby, so I couldn't focus on career progression as no one would hire you just to go on maternity leave immediately. However, interviewers often ask, "Why the gap?"
You can explain that you chose to fund your course independently, so you had to work to support yourself, resulting in the gap in your resume.
Additionally, you might not be questioned about a lower percentage, but if you are working, it's understandable that you have less time to study, hence, a lower percentage is justifiable.
Thank you.
From India, New Delhi
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I had a justified reason for a gap. I completed graduation in 2004, and thereafter, from 2005 to 2007, I pursued my MBA. Following that, I got married and had a baby, so I couldn't focus on career progression as no one would hire you just to go on maternity leave immediately. However, interviewers often ask, "Why the gap?"
You can explain that you chose to fund your course independently, so you had to work to support yourself, resulting in the gap in your resume.
Additionally, you might not be questioned about a lower percentage, but if you are working, it's understandable that you have less time to study, hence, a lower percentage is justifiable.
Thank you.
From India, New Delhi
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Thanks, ukmitra. I also share the same opinion. I guess I was getting proactive. There were certain obvious answers, but still, you have to answer them because you are not the judge. For example, what are you best at in HR? The answer is, I don't know anything except bookish knowledge, so I can't guess what I will be best at. But still, I have to say, the purpose of my interviewer was to extract words from my mouth, and the moment I uttered them, I was counter-questioned. So, guys, know what you speak. It's been over 5-6 years since I haven't been interviewed, and this is a new field altogether. I guess the excitement made me speak too much.
From India, New Delhi
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From India, New Delhi
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Yes, sir,
I guess you are right. In my case, a case study, communication skills, and behavioral tests would have given more insights than asking me for definitions. Of course, the interviewer knows what he wants from me when I work under him, so probably this is the way he decides. I have never anticipated these questions, especially what is the advantage/disadvantage, what is attitude, etc.
"Dear,
The selection of a candidate should be decided by parameters, and you should provide some paperwork to assess their knowledge about HR functions, related legal acts, behavior, communication skills, response time, etc.
The above questions are usually pre-prepared by the candidates.
Best Regards,
Sajid Ansari - Delhi"
From India, New Delhi
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I guess you are right. In my case, a case study, communication skills, and behavioral tests would have given more insights than asking me for definitions. Of course, the interviewer knows what he wants from me when I work under him, so probably this is the way he decides. I have never anticipated these questions, especially what is the advantage/disadvantage, what is attitude, etc.
"Dear,
The selection of a candidate should be decided by parameters, and you should provide some paperwork to assess their knowledge about HR functions, related legal acts, behavior, communication skills, response time, etc.
The above questions are usually pre-prepared by the candidates.
Best Regards,
Sajid Ansari - Delhi"
From India, New Delhi
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Hi Friends
Very good discussion. Very nice.
Here, I think it also depends on the type of industry, the post available, the suitability, and the interviewer has to take into consideration one point, i.e., how much the candidate is flexible in learning and acquiring new things. Because each type of industry has specific requirements. For example, if it's a seasonal industry or if it is a retail industry, the profile of an HR differs from that of a regular industry. The designation remains the same; it may be HR executive or HR manager and so on. But the statutory compliances also differ a bit, if I am not wrong. That way, the interview is required to be taken.
More discussion is expected.
Regards,
Rajeev Dixit
From India, Bangalore
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Very good discussion. Very nice.
Here, I think it also depends on the type of industry, the post available, the suitability, and the interviewer has to take into consideration one point, i.e., how much the candidate is flexible in learning and acquiring new things. Because each type of industry has specific requirements. For example, if it's a seasonal industry or if it is a retail industry, the profile of an HR differs from that of a regular industry. The designation remains the same; it may be HR executive or HR manager and so on. But the statutory compliances also differ a bit, if I am not wrong. That way, the interview is required to be taken.
More discussion is expected.
Regards,
Rajeev Dixit
From India, Bangalore
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