Interview Process & Techniques.. Chandrakant Shukla

1. Anything HR Solutions

2.  Interview is a two way process
 The interviewer is trying to assess the
candidate for the job suitability
 The candidate is trying to find out whether the
organisation is fit to join along with job profile
and salary fitment.

3.  Inform the candidate much in advance about
the date, venue and time of interview.
 This will help the candidate to learn about the
organisation and to prepare himself/herself
for the interview.

4.  Written test
 Group discussion
 Technical / Skill test
 One to one personal interview with the panel
of interviewers

5.  Normally written test and group discussions
are for entry level candidates or at Campus
 Trade test / skill tests are given for candidates
to test their skills Eg ; Civil, Electrical,
Mechanical, Soft ware languages, Stenography,
Computer package knowledge, Design etc.

6.  For candidates who have prior experience are
directly put on One to One interview where
direct questions are asked to asses their
professional skill and knowledge.
 To find out the job fit and other man
management skill.
 To find out the salary and other benefits to see
whether he/she fits to the norms of the
Company

7.  Normally interview panel consists of not more
than 3 members.
 One from the direct department
 One from any other department / project who
knows the subject of the post called for.
 The other person will be from the HR
department to monitor and to asses the
Attitude and aptitude of the candidate

8.  Study the resume of the candidate before hand.
 Allow the HR representative to introduce the
panel members to the Candidate
 Let the interview begin with HR representative
asking the basic questions like family
background, previous organisation,
educational qualification etc.,
 Make the candidate feel free and comfortable.
 Don’t start pouring questions one after the
other as soon as the candidate comes in.

9.  Take the lead from HR representative. When
he gives the indication to start on the subject,
do start questioning.
 Start with simple basic questions on the subject
to build confidence in the candidate.
 Pose question and wait for the candidate to to
think and answer.
 Don’t rush him to answer.

10.  If the candidate does not know answer
properly don’t ridicule or condemn him/her.
This will put the candidate into negative
feeling and he/she will loose confidence.
 If the candidate does not know the answer
don’t try to teach him the answer but you can
always give a lead to build his answer.

11.  Never ridicule the candidate on the marks he has
obtained in the college. It is all past. You can’t
correct it.
 Never ask questions on his caste, creed, religion.
Leave this to HR representative as they know how
to and when to pose these questions.
 Never pose questions on any physical handicap of
candidate. Eg : stammering, some forced habit,
 Bear with it and point it out to HR representative
later after the interview if such handicap will affect
his normal functioning.

12.  If the candidate is too nervous, help him to
relax . Give him a scribbling pad and a pencil
to demonstrate his answer. This will ease him
out and he/she can explain better.
 If three members are in the panel, let one
person complete his questions and wait for the
candidate to answer. Before he /she answers
don’t pose one more question by another
member of the panel.

13.  Never get biased about the looks of the
candidates.
 Never ask delicate or embarrassing questions
especially to lady candidates.
 A Humour is always welcome. But see that it
does not hurt the candidates’ feeling.
 Never advise the candidate. He has not come
for interview to take your advise.

14.  Don’t boast about your past achievements.
He/she will not be interested to know as to
how you have come up.
 Conduct the interview in a sequential pattern.
Let one member finish at a time. As
clarification you may interrupt. Don’t pose
questions simultaneously.

15.  We call the candidates to select and not to reject.
See the positive points to select.
 Try to find out the strengths rather than
weakness of the candidate
 If he/she does not answer a question, go to the
next one. Don’t keep on stressing on the question
untill he/she answers.
 Find out whether he/she has grasping capacity
and potential to grow.
 Never argue with the candidate. Reason it out if
he/she is argumentative.

16.  Never show your dissatisfaction directly to the
candidate.
 If required ask the candidate to wait outside for
some time. Discuss your points with HR
representative and ask him to communicate the
results of the interview to the candidate.
 Leave the salary fitment to the HR
representative and the discussions of salary
details with the candidate. You may always
give indication.

17.  If there are more than one candidate for
interview, please discuss with the panel
immediately after the one candidate interview
and rate him/her. You may forget, if you try to
evaluate all candidates at the end of the
interview.
 Short list the candidates and discuss with HR
representative the next course of action after
interviewing all the candidates.
 Give order of selection and alternative choice.

18.  Close the interview with a good note.
 Wish the candidate good luck.
 Thank him for attending the interview.
 Ask the candidate if he/she has some
questions as clarification.
 If the candidate poses questions please clarify
him/her ,whether he /she is going to get
selected or not. This gives a good impression
about the company and the interviewers.