Dear Mr. Nagaraj,
Again a wonderful post.
Last time on how to attend an interveiw... this time, how to conduct it. :)
I am sure this is going to be helpful to all those people who have to conduct interviews, but not trained to do so... Not only to the HR Community, but also for the non-hr community who are at Managerial Level and take interviews for their specific departments.
Thanks a lot for sharing it with us.
Regards,
Shyam Krishna
From India, Bangalore
2Again a wonderful post.
Last time on how to attend an interveiw... this time, how to conduct it. :)
I am sure this is going to be helpful to all those people who have to conduct interviews, but not trained to do so... Not only to the HR Community, but also for the non-hr community who are at Managerial Level and take interviews for their specific departments.
Thanks a lot for sharing it with us.
Regards,
Shyam Krishna
From India, Bangalore
Dear Mr. Nagraj, Sir, the best part of presentation is slide no.15, where you have quoted to select the candidates not to reject and see the positive point. Thanks for sharing it sir. Regards, Sakshi
From India, Delhi
From India, Delhi
Dear Mr Nagraj Nice presentation,Shows deep understanding of Role of HR and Non HR people in a panel of interview. Thanks for sharing Rgs Vivek Jain BHL
From India, Delhi
From India, Delhi
Dear Mr Nagraj, I just wanted to confirm one thing that if the candidate does not get selected, what are the ways to tell him about his rejection on his face (directly or indirectly)? Thanks, Shweta
From India, New Delhi
From India, New Delhi
Dear Mr. Nagaraj,
I appreciate your efforts, but would like to mention that minor issues such as spelling errors need to be addressed. This creates a bad impression and even raises doubts on capabilities.
Regards,
Rukmani
From India, Mumbai
I appreciate your efforts, but would like to mention that minor issues such as spelling errors need to be addressed. This creates a bad impression and even raises doubts on capabilities.
Regards,
Rukmani
From India, Mumbai
Dear Mr BN Nagaraj,
Many things are covered in your presentation and many things yet to be covered also. Following are my observations on your presentation:
1. Punctuality of the Interviewer: - Your presentation does not mention this important quality that interviewer must demonstrate. While interviewee is expected to report for interview in time it is the duty of interviewer to start the interview on time. Many interviewers fail on this count. Being "busy" is no excuse for not starting interview late. There is a difference between needy and confident candidate. I have seen a cases of candidates leaving the venue of the interview after waiting for an hour.
2. Questioning & Listening Skills: - Interviewer should talk for 20% of the time and candidate should talk for 80% of the time. Your presentation does not give reference of probing, leading and clarifying questions used in the interview.
3.Quality of the questions: - Vendell has said that "never judge a person by his answers but by his questions". The quote is truly applicable to the interviewer. Intelligent candidates will never like if they are dealt with kid's gloves.
3. Pre-interview preparation: - As a part of pre-interview preparation, interviewer should do the following:
a) Keeping his/her own subordinates informed of the interview schedule (at times HR staffs feign ignorance about the interview schedule of the HR Manager).
b) Keeping front office and security informed of the interview schedule
c) Matching the CV of the candidate with that of JD of the position
d) Calling the candidates in staggered manner rather calling everybody at a time (GM of one prominent construction company had called about 10 candidates at the same time. The last candidate could be interviewed only after 2 hours).
4. Know your company very well: - Candidates do their own market research before attending the interview. Therefore, interviewer must know his/her company very well. Interviewer must know about what information is given on the company's website. I have seen managers not knowing what information is uploaded on their company's website!
5. General Errors made while Interviewing: - Your presentation does not make any mention of the following errors that interviewer may make:
a) The Halo Effect
b) Leniency
c) Projection and
d) Stereotyping
Adequate information about above errors is available on the internet and other management books.
6. Knowledge-gain Exercise: - Interviewer should ask only those questions whose answers he knows very well. Interview is neither an opportunity to gain market intelligence nor an exercise to assess the current market trend.
7. Your Presentation: - You have loaded your slides with whole lot of information. This is against the principles of "Presentation Skills". You should give few bullet points and explain the topic. If a training professional were to use this presentation, he/she will end up in reading the text from the slides. The information that you have given in the slides should to into the notes.
Final Note: - When a training professional prepares a presentation, he/she should consider all the possibilities of what may happen and what may not happen and come up with presentation. What that person has done or not done in his/her career is not important. When we read the newspaper, we read it for editorial. Editorial content has to be head and shoulder above the "Letters to the editor" and not vice versa.
Ok...
Dinesh V Divekar
From India, Bangalore
Many things are covered in your presentation and many things yet to be covered also. Following are my observations on your presentation:
1. Punctuality of the Interviewer: - Your presentation does not mention this important quality that interviewer must demonstrate. While interviewee is expected to report for interview in time it is the duty of interviewer to start the interview on time. Many interviewers fail on this count. Being "busy" is no excuse for not starting interview late. There is a difference between needy and confident candidate. I have seen a cases of candidates leaving the venue of the interview after waiting for an hour.
2. Questioning & Listening Skills: - Interviewer should talk for 20% of the time and candidate should talk for 80% of the time. Your presentation does not give reference of probing, leading and clarifying questions used in the interview.
3.Quality of the questions: - Vendell has said that "never judge a person by his answers but by his questions". The quote is truly applicable to the interviewer. Intelligent candidates will never like if they are dealt with kid's gloves.
3. Pre-interview preparation: - As a part of pre-interview preparation, interviewer should do the following:
a) Keeping his/her own subordinates informed of the interview schedule (at times HR staffs feign ignorance about the interview schedule of the HR Manager).
b) Keeping front office and security informed of the interview schedule
c) Matching the CV of the candidate with that of JD of the position
d) Calling the candidates in staggered manner rather calling everybody at a time (GM of one prominent construction company had called about 10 candidates at the same time. The last candidate could be interviewed only after 2 hours).
4. Know your company very well: - Candidates do their own market research before attending the interview. Therefore, interviewer must know his/her company very well. Interviewer must know about what information is given on the company's website. I have seen managers not knowing what information is uploaded on their company's website!
5. General Errors made while Interviewing: - Your presentation does not make any mention of the following errors that interviewer may make:
a) The Halo Effect
b) Leniency
c) Projection and
d) Stereotyping
Adequate information about above errors is available on the internet and other management books.
6. Knowledge-gain Exercise: - Interviewer should ask only those questions whose answers he knows very well. Interview is neither an opportunity to gain market intelligence nor an exercise to assess the current market trend.
7. Your Presentation: - You have loaded your slides with whole lot of information. This is against the principles of "Presentation Skills". You should give few bullet points and explain the topic. If a training professional were to use this presentation, he/she will end up in reading the text from the slides. The information that you have given in the slides should to into the notes.
Final Note: - When a training professional prepares a presentation, he/she should consider all the possibilities of what may happen and what may not happen and come up with presentation. What that person has done or not done in his/her career is not important. When we read the newspaper, we read it for editorial. Editorial content has to be head and shoulder above the "Letters to the editor" and not vice versa.
Ok...
Dinesh V Divekar
From India, Bangalore
Its awesome presentation and wonderful for most of the seniors to digest and to put in practice for the organisations they induct talents:p Paul:ph34r:
From India, Hyderabad
From India, Hyderabad
Thank M. Nagaraj,
This is an excellent, precise and well prepared presentation. It will really help both human resource personnel ,other managers and non mangera to conduct interviews. It is very important to be fair with interviewees even if someone is not going to get the job. I experienced some interviewers hurting interviewees just to let them feel that they will be rejected. I think such interviewers are not bad people but they lack the basic interviewing skills. I suggest some note should also be added on how to behave after the interview. How to communicate with rejected candidates????, There are many ways people donot know. I think a good and reputable company is the one that behave with courtesy even with those rejected. So this is a great help. Thanks a lot for your effort and keep it up.
Iman
From Switzerland
This is an excellent, precise and well prepared presentation. It will really help both human resource personnel ,other managers and non mangera to conduct interviews. It is very important to be fair with interviewees even if someone is not going to get the job. I experienced some interviewers hurting interviewees just to let them feel that they will be rejected. I think such interviewers are not bad people but they lack the basic interviewing skills. I suggest some note should also be added on how to behave after the interview. How to communicate with rejected candidates????, There are many ways people donot know. I think a good and reputable company is the one that behave with courtesy even with those rejected. So this is a great help. Thanks a lot for your effort and keep it up.
Iman
From Switzerland
Mr. Nagaraj B.N. A Good Contribution and useful tips for the interviewer - especially, for the less experienced panel member and who are not from the HR background. Thank you, == Hari
Dear Mr.Nagaraj,
Kindly i need the answer to following questions which are frequently asked me in interviews.
1. What is the reason for changing the job?
2. At the end of th einterview they ask mr are you want anything to ask us?
3. Tell me about yourself?
Kindly explain me what they expecting from me for these questions.
From India, Madras
Kindly i need the answer to following questions which are frequently asked me in interviews.
1. What is the reason for changing the job?
2. At the end of th einterview they ask mr are you want anything to ask us?
3. Tell me about yourself?
Kindly explain me what they expecting from me for these questions.
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Time-management -7439-4556_187. ppt
Time-management _sent__1__200.d oc