1. Submitted to: Hetal Thakkar
Submitted by: Shruti Modi (43)
Ruchit Doshi(26)

2.  Hemant Industries was founded in 1971 by an entrepreneur Dr.P.T.Shah. The
company served majority of the industries like IPCL, GSFC, IOC, L&T, Tata
Chemicals Ltd., United Phosphorous Ltd., GACL, and many more industries in
and around Baroda.
 Hemant Industries apart from Import substitution items, the products
manufactured were Ball valves - which were supplied to the Baroda Municipal
Gas line project - first of its kind in Gujarat. And also supplied to many large and
medium scale industries. Needle valves Vernier Manometers - for
instrumentation applications in industries.
 As the need rise, the company slowly switched over to the various products on
safety and thus started manufacturing Air Movers, Flange Guards. The good
reputation of providing quality service and good setup gained them the esteem
approval of the Department of Explosives, Government of India, Nagpur, for the
manufacturing of the safety fittings.

3. Product Range
 Hemind's Air Mover
To dilute the general atmosphere at a
confined space with fresh air, enough to
keep the concentration of toxic vapor in the
confined area within safe limits and to
remove contaminated air, replacing it with
Air suitable for breathing.
 HEMIND'S FLANGE GUARD
It is a simple single joint strap, to be used
to fix on the flange joints. It is made of
Polypropylene and is durable and has got
resistivity for high pressures and high
temperature It can be used in acids..

4. Continue…
 Hemind's Safety Fittings
 Hemind's E-Kit
 Industrial Safety Helmet

5. Introduction:
 Good interviewing skills are key for successfully
selecting the best candidate. Asking the right
questions helps you identify the right person for the
position. Asking the wrong questions can lead to legal
difficulties.
 An Interview is a purposeful exchange of ideas, the
answering of questions and communications between
two or more person.

6. Interviews reveal information about
 Interviewee opinions
 Interviewee feelings
 About the current state of the
system
 Organizational and personal goals
 Informal procedures

7. Steps of conducting Interview.
Planning the Interview
 prepare a detailed interview guide to help to
structure the interview,
 develop an interview guide and rating scale so you
can consistently and fairly evaluate each candidate,
 determine each interviewer’s role and
 review the candidate’s application documents.

8. There are five major steps in conducting an
interview:
 open the interview,
 ask questions about the application materials,
 ask the prepared questions and take notes,
 answer the candidate’s questions about the position
and
 close the interview.

9. Evaluating the interview
 To ensure that evaluations are consistent and fair, each
interviewer should independently evaluate each candidate
immediately after the interview. This involves:
 rating how well the candidate meets each of the selection
criteria and
 developing an overall suitability rating for each candidate.
 Interviewers should then meet as a group to reach consensus
on which candidate is best suited for the position based on a
satisfactory reference and background check.

10. Methods of Conducting Interviews
1. Telephone
2. Group
3. Panel
4. One-On-One
5. On-Campus
6. On-Site
7. Sequential
8. Behavioral
9. Stress
10. Case
11. Technical
12. Meal-time

11. Telephone Interview
 Be ready
 Use your notes/resume
 Introduce yourself clearly and directly
 Modulate your voice
 Eliminate any distractions
Group Interview
Interact as a team player
Show personality
Avoid conflict
Keep an eye on the interviewer

12. Panel Interview
 Several Interviewers
 Eye contact with each person
 More eye contact with questioner
 Patience and calm.
One-On-One Interview
 Make good eye contact
 Match their “style”
 Remember body language
 Give examples

13. On-Campus Interview
 Usually only 30 minutes
 Extra “face time”
 Portfolio with resume and recommendations
 Company Material.
On-Site
 Be alert
 Be polite to everyone!
 Be punctual (15 minutes early)
 Observe environment

14. Sequential Interview
Two or more interviews
Continuous assessment
Tour may be included
Lunch may be included.
Behavioural Interview
 Based on previous activities
 Requires specific examples
e.g. interpersonal skills
"Describe a time you had to work with someone you didn't like."
e.g. leadership skills
“Give me a time when you motivated others.”

15. Stress Interview
 Remain calm and tactful
 De-personalize the process
Example Questions
"(deep sigh) Well, if that's the best answer you can give ... (shakes head)
Okay, what about this one ...?"
"How do you feel this interview is going?“
Technical Interview
 Problem solving and creativity
 Specific knowledge
 Not only technical but interpersonal
 Brain teasers

16. Meal-time Interview
Follow interviewer’s lead
Show social know-how
Be discrete!
Avoid messy food.
Case Interview
Two way discussion
Problem solving
No perfect answer
Structured approach
Ask questions

17.  The recruiting interview can be an effective means of
selecting employees, but it takes preparation that includes
becoming familiar with state, developing an applicant
profile, obtaining and reviewing information on
applicants, and developing a carefully structure interview.
 When the interview is concluded, conduct evaluations of
the applicant and yourself.