Structured questions can serve as guidelines for conducting your interview and understanding a candidate’s suitability to the job’s specific needs. For example, a branch head for one of your 
sales offices may require certain skill sets different from those required by his counterparts at other locations. The reasons for this may be cultural or historical (factors that contributed to the success or failure of the previous incumbent), and understood only by you, your boss and your HR manager; in this case it will be useful to factor them into your interview plan.
The challenge for all recruiters is how to establish with a reasonable degree of certainty that they are making the correct choice. No recruitment system is failure-proof. Each individual is unique, but by focusing our efforts on looking for competencies relevant for the job, we can minimise the probability of making the wrong choice in selection.
Like all management decisions, judgement plays an important role in selection and the probability of decisions going right or wrong exists equally. The role of systems and practices is to improve the strike rate of correct decisions, which is the purpose of competency-based interviewing. Eliminate the temptation to make hiring decisions based on ‘gut feel’ or the apparent ability of a candidate to perform based on superficial criteria such as ‘personality’, an impressive résumé, or other criteria based on impression and personal liking. Read More...
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sales offices may require certain skill sets different from those required by his counterparts at other locations. The reasons for this may be cultural or historical (factors that contributed to the success or failure of the previous incumbent), and understood only by you, your boss and your HR manager; in this case it will be useful to factor them into your interview plan.
The challenge for all recruiters is how to establish with a reasonable degree of certainty that they are making the correct choice. No recruitment system is failure-proof. Each individual is unique, but by focusing our efforts on looking for competencies relevant for the job, we can minimise the probability of making the wrong choice in selection.
Like all management decisions, judgement plays an important role in selection and the probability of decisions going right or wrong exists equally. The role of systems and practices is to improve the strike rate of correct decisions, which is the purpose of competency-based interviewing. Eliminate the temptation to make hiring decisions based on ‘gut feel’ or the apparent ability of a candidate to perform based on superficial criteria such as ‘personality’, an impressive résumé, or other criteria based on impression and personal liking. Read More...
Read More IIPM Related Articles
Zee Business Best B-School Survey 2012
Prof. Arindam Chaudhuri's Session at IMA Indore
IIPM IN FINANCIAL TIMES, UK. FEATURE OF THE WEEK
IIPM strong hold on Placement : 10000 Students Placed in last 5 year
IIPM's Management Consulting Arm-Planman Consulting
Professor Arindam Chaudhuri - A Man For The Society....
IIPM: Indian Institute of Planning and Management
IIPM makes business education truly global
Management Guru Arindam Chaudhuri
Rajita Chaudhuri-The New Age Woman
IIPM B-School Facebook Page
IIPM Global Exposure
IIPM Best B School India
IIPM B-School Detail
IIPM Links
IIPM : The B-School with a Human Face
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