Hi,
I'm a recruiter for an Engineering company. we have a practice of conducting interviews from HR & technical aspects. Both the observations will be rated accordingly and the final discussion/negotiation will be initiated. Now to make the observations more clear and common, we planned to have a predefined HR checklist which has to verified in the initial discussion. eg. HR Checklist will have the remarks related to academics, current pay structure, whether previous experience / relieving is been verified and so on. this is our basic idea but can someone help me out with suitable formats and other parameters which can be added for such checklist.
Thanks,
Divya Vijayakumar
From India, Chennai
10I'm a recruiter for an Engineering company. we have a practice of conducting interviews from HR & technical aspects. Both the observations will be rated accordingly and the final discussion/negotiation will be initiated. Now to make the observations more clear and common, we planned to have a predefined HR checklist which has to verified in the initial discussion. eg. HR Checklist will have the remarks related to academics, current pay structure, whether previous experience / relieving is been verified and so on. this is our basic idea but can someone help me out with suitable formats and other parameters which can be added for such checklist.
Thanks,
Divya Vijayakumar
From India, Chennai
Dear Divya,
Greetings!!!
I , personally , follow three As policy which are Attitude, Academics and Aspirations.
I leave it to the technical guy to assess if candidate has right experience and if he/she is able to justify the period which has been put to paper.
You may have a checklist and include whatever you want ( As any parameter you add, you better your own chances of selecting the right candidate).
However, make sure that candidate never gets to learn about your checklist during interview, otherwise you will start getting responses which will be fit for tick marking against your parameters.
From India, Delhi
Greetings!!!
I , personally , follow three As policy which are Attitude, Academics and Aspirations.
I leave it to the technical guy to assess if candidate has right experience and if he/she is able to justify the period which has been put to paper.
You may have a checklist and include whatever you want ( As any parameter you add, you better your own chances of selecting the right candidate).
However, make sure that candidate never gets to learn about your checklist during interview, otherwise you will start getting responses which will be fit for tick marking against your parameters.
From India, Delhi
Thankyou for the inputs. But please note that in my organisation the Technical interviewer will check only on the technical grounds and whereas the Candidate's Experience and his reason for change has to be analysed and rated from HR end. Please help me out with suitable Checklist formats if any.
Regards, Divya Vijayakumar
From India, Chennai
Regards, Divya Vijayakumar
From India, Chennai
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