Dear Members,
These days I'm facing a dilemma while recruiting professionals having 3+ yrs experience (Module Lead position).
The process we generally follow is...
If a guy is having less than 3 years experience...
1 ) He needs to take written test
2) If clears test, then Technical Round and
3) Final HR round.
For a guy with 3+ yrs exp. the procedure...
1. Written test and then Interview?
2. Interview first and then written test?
3) No written test only interviews?
The whole problem is guys who are good at interview fails to clear written test which is primarily a fundamental paper in the concerned subject.
And most are not willing to take written test.
It would be a great help if members provide some inputs on this.
Cheers
Subhash
From India, Hyderabad
6These days I'm facing a dilemma while recruiting professionals having 3+ yrs experience (Module Lead position).
The process we generally follow is...
If a guy is having less than 3 years experience...
1 ) He needs to take written test
2) If clears test, then Technical Round and
3) Final HR round.
For a guy with 3+ yrs exp. the procedure...
1. Written test and then Interview?
2. Interview first and then written test?
3) No written test only interviews?
The whole problem is guys who are good at interview fails to clear written test which is primarily a fundamental paper in the concerned subject.
And most are not willing to take written test.
It would be a great help if members provide some inputs on this.
Cheers
Subhash
From India, Hyderabad
Hi Subhash,
Not neccessarily all the candidates will clear both the rounds. Infact couple of good candidates might not clear the written test. If possible try and set the priority as which round hold more value as compared to the job profile. Accordingly you can rate the candidate.
Also if possible you can try and make exceptions to the selection process and take an approval for the same from the Dept heads.
Regards,
Aditi
From India, Mumbai
Not neccessarily all the candidates will clear both the rounds. Infact couple of good candidates might not clear the written test. If possible try and set the priority as which round hold more value as compared to the job profile. Accordingly you can rate the candidate.
Also if possible you can try and make exceptions to the selection process and take an approval for the same from the Dept heads.
Regards,
Aditi
From India, Mumbai
Hi Subhash,
As you say that you are following up a procedure to recruit candidates who have less then three years of experience thats is good but when it come to the candidates who have more than three years for experience will not be keen on performing on basics, so i would suggest you to go with only interview, design the interview questionnaire in such way that you can able to
cover both from basic to their experience.
Thanks
Madhu
From India, Hyderabad
As you say that you are following up a procedure to recruit candidates who have less then three years of experience thats is good but when it come to the candidates who have more than three years for experience will not be keen on performing on basics, so i would suggest you to go with only interview, design the interview questionnaire in such way that you can able to
cover both from basic to their experience.
Thanks
Madhu
From India, Hyderabad
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From India, Delhi
From India, Delhi
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