In today’s time where we boast about diversity and so much of emphasis on learning culture isn’t it time for the higher management to reflect upon their screening attitude and skills?
My question to all my HR friend is if all we feel our role during an interview is to re-write the cv of a candidate, wouldn’t it be right for both the management and the candidate that this homework be done before sitting in front of the candidate where all that a candidate is expected to do is answer specific questions like a parrot and if they wish to elaborate on certain aspects the Interviewer as a Judge over-rules the chances by saying that I think you are not getting my point.
If CV has gaps, shouldn’t this be a red-flag and a telephonic round be conducted before waisting the management and the candidate’s time? If it is Situational then shouldn’t be handled in an emotionally matured manner during the interview and go through the management specific reference check procedures.
It is even a worst scenario when there is a wide gap in the expectation mapping between the management, consultant and the candidate!
Hiring can be handled effectively as a Project when there is transparency of expectations between the parties involved else it is sheer wastage of the management’s time and time and money of the candidates.
How different is the interview scenario in different countries. At an international level since their reference check department is very effective the HR does not have to waste their time in re-writing the candidates bio-data and they have time to decide whether the candidate is a RIGHT-FIT or not? They are keen to know you as a person and your capabilities but the same thing on an average in Indian context is considered as bragging.
Time to change how we interview candidates and the kind of questions we pose before them and the way we handle them in the name of conducting a stressful interview.