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30Aug15.It never fails does it. A very high percentage of HR personnel who make decisions on job hiring to fill vacant positions for companies do interviewing of interested candidates while they have NO idea what the job position's main requirements are. Take engineering for example: How can a HR person know what the requirements are of a Petroleum Engineer to look after a particular section of an Oil Refinery such as the ' cooling towers ' when they have NO idea what a cooling tower is.Go figure...
There is always a subject expert available to help HR.
Employ the expertise of a technical personnel
HR person who is not an engineer can only judge or interviewed the engineer of his soft skills, personal attributes related to team management, flexibility, adaptability, behavioral patterns and competencies during an HR interview.
A technical aspect or acumen of an engineer should be interviewed and shortlisted by technical department only.
He can ask about communication skills & leadership
The hiring process is the process of reviewing applications, selecting the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks.
During the hiring process, a human resources manager will use the following steps to determine the best possible fit for the job:
In most cases, HR people conduct initial interview and judge on a few things before they shortlist the candidate for an interview with relevant discipline manager. For example, an HR personnel would be more interested in soft skills and behavioural aspects. Though HR people are not engineering qualified, however they are aware of the job descriptions and well prepared. They just briefly touch the technical aspect of the interview to discover whether the candidate is eligible for the position. For instance, whether the candidate has got relevant work experience as per requirements.
Well definitely the HR person doesn't not possess the technical competency here and he is not even supposed to evaluate the technical aspects of the job , this aspect of the hiring has to be delegated to the hiring manager or the interview panel or the person with the technical competency in the subject.
I think in this scenario having a well drafted job description , selection criteria and an understanding the organization climate/culture is extremely significant.HR shortlists people with the pre-defined criteria that has been set prior the start of recruitment activities. Hence when you have a shortlisted person sitting right in front of you the job of HR becomes to find the right personality with the right personality traits to fit into the organization culture.