Tips for Human Resource Manager and Interviewers
Dr. Juniad Bilal and Rabab Ali
Employees’ turnover carries negative
impact on organizations. If high employees' turnover happens in an organization, Human
Resource Department is partially responsible for it.
HR Mangers must do their home work before
inviting job applications, which means, job analysis must be done carefully
and job description must be based on job analysis. Hurriedly done job analysis
and written job description won’t help you much in selecting the right
HR Managers must appreciate that it is
not easy to find a candidate qualifying 100% job description. So you must
know where you can compromise. The best way to overcome on this problem is
that you rate each trait and skill from "most to least important" that is
required to complete the job successfully.
Job specifications must be written
carefully. Do not demand unnecessary higher
or lower education level and skills that are not required for the job. Jobs not matching with
the qualifications will create stress in incumbents.
If you intend to take any
standard achievement/assessment/ability/personality test, you must ensure that
you have experienced person to interpret the results. Halo-errors,
leniency-error etc., can defeat the purpose. If you are using any standard
test, you should follow the ethics guidelines of the test and provide quality
feedback to the candidate.
Carefully study CVs of the candidates
before sending interview calls. Unnecessary interviews call will harm
reputation of your organization.
Make sure that interviewer (s) receive
CVs of the shortlisted candidates well before the interview.
If candidates ring you to enquire about
the job prior to sending CV, must give satisfactory answer instead of just
advising them to send CV. Even if the candidate asks about salary and other
fringe benefits, don’t show hesitation in telling about it. Vague answers such
as “salary will commensurate with your experience” can raise high expectations
in the candidate.
All organizations , when they announce an open vacancy, have some idea
of minimum and maximum that they can pay for the open position; so don't
bluff the candidates..
Being a HR manager, you must discuss
salary with the management and set minimum-maximum range.
Don’t invite all the
candidates at the same time. Call the candidates at the specific time and
respect it. Remember, Time is money for you as well as for the candidate.
If it is a panel
interview, communicate the candidates.
Must read candidate CV thoroughly before starting the
interview, so you know about the
candidate before the interview.
Create a friendly atmosphere during the interview. Shaking
hands in a friendly manner helps a lot in easing the interviewee tension.
Interviewers must introduce themselves to candidates
- name and position in the company.
You must calculate spending around 20 minutes with the
candidate, so don’t rush with technical questions at the onset of the interview.
Remember that you are not there to challenge
skills of the candidates but only to judge whether or not he/she is a suitable
candidate for your company.
During interviews avoid talking on telephone, passing on
instructions to employees of the company or/and receiving guests. It gives
impression of non-seriousness of the process.
Don’t ask irrelevant personal questions. It irritates.
Must try when interviewee leave your premises, he/she
carries good impression about you and your organization.
Don't try to be over smart as you know everything. If you
are evaluating the candidate so the candidate is doing the same as well. Of
course, you are at giving end but it does not mean that you portray yourself as a
God of Knowledge - because nobody is.