1. Picking the best
HRM 10 Jun 2011
Bryan Jasper Balangue
Country Recruitment Manager, HR, IBM Malaysia
I do not ask “tough” interview questions; rather I ask questions
that enable me to identify candidates that are most likely to
perform well on a specific job. It is important for the interviewer
to really assess and have a good understanding of the candidate’s
competencies whether it is foundational or technical and the best way to assess this
based on my experience is by conducting a behavioural-based structured interview.
Some candidates have a “tough” time though because they are not used to this type
of interviewing technique but I make it a point to ensure that they still provide the
information that I need to know by using techniques such as informing them to take
their time to think about the answer/experience and also by paraphrasing the
question. Towards the end of each interview, I also ensure that candidates
understand the benefits of joining IBM.
Ultimately, whether they pass or fail the interview, it is important for any
recruitment professional to ensure that candidates have a great experience with
regard to their application.
Laurence Yap
Senior HR Development Manager, Carsem
I’ve asked many tough questions during the interviews,
including “What was your greatest challenge at work and tell
me how you solved it. What else was involved in it too?” I will
ask this question to access how well the candidate handles
crisis and tough challenges. I need to see if they have
handled tough situations before. This will allow me to have an idea of how they will
function under pressurising situations that may arise at Carsem.
Another question I normally ask is, “What are your values in life? How do you apply
these values in your current jobs and give me three examples.” These questions will
test the value system of the candidates. With examples, we can know if he walks the

2. talk. We are also able to assess if the candidate is a good fit, bearing our company’s
own values in mind.
Finally, this open-ended question, “How do you ‘change the world’ at your
workplace?” helps to see if the candidate really sees his work as career or just as his
or her job. People with conviction and passion will answer this with ease.
George Kwok
Head of Human Resources, ThaiExpress Concepts
One tough interview question I always ask is: “Why should we
employ you?” Good candidates will answer this question by
highlighting their strengths with real life experiences, especially
their accomplishments. What we are looking for is a candidate
who is the best for the position advertised. It is what the
applicant can do for the company that is important.
I also ask the candidate why he/she wants to work for our company. Candidates who
are truly interested will indicate their passion to join a stable company and how keen
they are with their application for the post advertised. What we are looking for is
someone is proactive and decisive about their career goals which in turn shows that
they will be committed to work at our Company.
Lastly, I’m interested to know what the candidate knows about our company.
Candidates who are prepared have done their homework before the interview. What
we are looking for is a candidate who has carried out some research on the current
situation of the company and has conscientious interest in joining our Company.
Source: http://www.hrmasia.com/news/features/picking-the-best/108583/