أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
<p style="text-align:justify;">Selection through one or two interviews seems to be a fairy tale nowadays. Interviews these days have become more of a scary show. Going for an interview has become more like going for a war. Should the candidate not be comfortable while taking interview? Why do candidates feel like going through serious trauma when being interviewed. Why not make it simple for every candidate.</p> <p style="text-align:justify;"> </p> <p style="text-align:justify;">Are the HR not skilled enough to check the talent inside a candidate through1 ...2 ... or3 ... interviews?</p> <p style="text-align:justify;"> </p> <p style="text-align:justify;">Why has it become so dramatic for a candidate who is dragged through more than10 rounds of interview? </p> <p style="text-align:justify;"> </p> <p style="text-align:justify;"> </p> <p style="text-align:justify;">Do we really need to grill and fry the candidate through all those heat channels; even for a simple analyst role the interview process has become so complicated as if he is going to lead the company.</p> <p style="text-align:justify;">Why are we not focusing just on what is going to be the primary duty of the candidate? </p> <p style="text-align:justify;"> </p> <p style="text-align:justify;">It is fine if you are looking for some additional talent, but do you really need to judge the candidate so many scales. </p> <p style="text-align:justify;"> </p> <p style="text-align:justify;">These dramatic interviews and long procedures is not only wasting time of both candidate and employer but is also too much expensive and resource consuming. </p> <p style="text-align:justify;"> </p> <p style="text-align:justify;">Every organization needs good talented employees, but above all they need a great HR equipped with creativity and talent. We need to go beyond the classic ages of interviewing the candidate using the regular procedures and adapt some creative ways to handle the interviews. </p> <p style="text-align:justify;"> </p> <p style="text-align:justify;"> </p> <p style="text-align:justify;">Is this not a waste of time and resources? </p> <p style="text-align:justify;"> </p>
@Awais
I am not against the rounds if they are in fair scale i.e.2 or3. Going beyond that scale is fair in rare cases. Why do we need to have so many rounds. Even a simple analyst has to go through several phases, why not streamline interview in smart ways to have him/her judged in2 -3 rounds by gauging them on primary skills they are going to work on.
Through my personal experience, I've faced some of the HR's who don't know the technology they are seeking answers for and refer to a guide. The technical questions posed by them can carry alternate answers which they are unaware of which results in candidate rejection even after possessing the said skills.
Why can't we have some great talent to gauge the talent.
to judge candidate properly and for satisfaction of employer.
As in first interview the candidate knows most of the answers to the expected asked questions so first interview can't help employer in judgement properly.
now in current era first interview is taken by low level management then middle level management and when some candidate is able enough to pass both first two interviews then top management take interview which leads them to final recommendation.
Depending on your career level, there is usually3. One with the manager, second with upper management and all other managers, the third is with the board and CEO. I used to think that when companies call you for a second interview it means your chances are high and you may already have the job, but that's not the case in the Middle East. It's frustrating.
they always four rounds,one with the raciptionist,second with the operations manager,third with the human resource manager and the fourth with the CEO
It depends upon the level of job you are applying for and also the process interviewing of the company to company varies. Each round in the process verify the diffrent qualities of the applier.
