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HR Interview Guide and Assessment Tips

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Keren Gail Seprado
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16 views2 pages

HR Interview Guide and Assessment Tips

Uploaded by

Keren Gail Seprado
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

INTERVIEW GUIDE QUESTIONNAIRE

PART I. THE DEMOGRAPHIC PROFILE OF THE PARTICIPANT


1. What is your name?
2. What is your highest educational attainment?
3. What is your position in your company?
4. Length of your service?

Keren Gail Seprado. I am a graduate of BSBA Major in HRDM.


I work as an HR Supervisor for more than 5 years.

PART II. ASSESSMENT PERFORMANCE


1. How do you assess the performances of your applicant and employees both experienced and
inexperienced?

Assessment for applicants and employees differs. In an applicant’s assessment, we give customized exams
and interview questions to measure the depth of their technical knowledge and qualities to know if they fit
not just the qualifications required for the job but also the culture of the company.
For the employees, periodic performance reviews are conducted to assess their performance, their output
and other qualities in order to pinpoint areas that needs improvement, identify achievements, and provide
constructive feedbacks.

2. What is your basis on their performances?

For applicants, assessment of their performance will be based on the outcome of the interview and
exams. How well they presented themselves during the interview, the consistency of their answers.
Personally, I look into how an applicant knows himself and the alignment of their personal goals to
the company’s mission and vision.

For employees, it is mainly based on different factors like their actual output, job performance,
productivity and other internal qualities that are necessary for the job and the organization.

SKILLS
1. What qualifications are looking for in any job position when it comes to experienced and
inexperience?
3 things: Technical Knowledge and application/mastery, Educational Background, Character.

2. What skills are you looking for?


It depends on the specifics required for a Job Vacancy. If its technical in nature, then I look for
technical skills.

3. Do you consider the educational background of your employees and applicants?


Yes. Especially for positions that require specific educational attainment. For example, If I am
looking for an Engineer, of course an applicant must be a graduate of an engineering course.
ATTITUDE AND BEHAVIOR
1. Are you considering the attitude and behavior as requirement of your hiring process?
Of course. HRs look into this to know if an applicant will be compatible with what kind of
culture the company has inside its organization. On my experience, there are qualities that are
good but not specifically suited for some positions/organizations.

2. Is attitude and behavior being important in applicant with experienced and vice versa?
Yes, it is. Regardless of how experienced an applicant is, if the attitude and behavior do not fit
the company’s preference, it will not be a good match.

WORK QUALITY
1. Are there any huge differences the well experienced and in experienced when it comes to the output
and result of their works?
I cannot say that the difference is HUGE. But there is a difference. Definitely. Experienced
applicants, when hired, will most require lesser supervision given their familiarity with the
work. This may result to more efficient work. However, sometimes experienced employees have
the tendency to have a harder time in adapting new practices due to having built their own
identities from previous experiences.

An inexperienced employee on the other hand, is like a blank canvass. You can paint it with
whatever you want. They’re more likely to be open to training and as an employer, that gives
you the opportunity to instill your own core values. You get to contribute to who they’ll be as
an employee. Since they lack experience, mistakes may be expected and sometimes training
could be time and money consuming. As per the output, you may expect that they will not
always get it right the first time.

PART III. CHALLENGES


1. What challenges do you encountered during the evaluation and assessment of your employees and
applicants?
As an interviewer, it could be challenging to get an applicant to open-up, especially for some
personal questions. Because sometimes, this is necessary.

2. How do you cope with this?


I try my best to make the interview session spontaneous so the applicant/employee will feel
more comfortable in sharing. This is my personal style. Since I believe, a person is more likely
to show their truth when they are comfortable.

PART IV. RECOMMENDATION


1. Do you have any recommendation to improve the recruitment of experienced and inexperienced
employees and applicant? if yes? What is this?

Understand the Company and its needs. As a recruiter, it is necessary that you know who you are
recruiting for, not just on a superficial level but in a more thorough level, to better understand the
need. You must know the culture, the values, the purpose; so you’ll be able to select candidates that
would not only suit the job, but also the company and its people. You select people with aligned
goals as this could be a chance at getting committed employees. Know the company’s situation,
even its financial standing, so you may offer the job to the candidate to whom you can satisfy with
what you can offer.

Common questions

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Educational background is crucial, especially for positions requiring specific academic qualifications. For instance, a role demanding engineering expertise necessitates that applicants have an engineering degree .

The HR supervisor views inexperienced employees as having great growth potential due to their openness to training and adaptability. They are considered blank canvasses that align more easily with the company’s core values, although they might require more resources in training. Experienced employees, despite needing less supervision, might find it difficult to adapt to new practices owing to pre-existing work habits .

The assessment process for applicants involves customized exams and interview questions to evaluate their technical knowledge and compatibility with the company's culture. For current employees, periodic performance reviews assess productivity, job performance, and internal qualities, providing feedback and identifying areas for improvement .

The HR supervisor recommends thoroughly understanding the company's culture, values, and current needs. Recruiters should select candidates whose goals align with the company to increase commitment and satisfaction. Additionally, knowing the company's financial situation can help offer appropriate roles to candidates .

Understanding the company's culture is crucial because it enables the recruiter to select candidates who are not only suited for the job but also align with the company's values and goals. This alignment increases the chances of recruiting committed employees who fit well with the company and its employees .

Aligning applicant goals with the company’s mission and vision is significant because it enhances employee commitment and satisfaction, leading to retention and productivity. It ensures that employees' personal ambitions support the company's long-term objectives, creating a cohesive work environment .

Experienced employees typically require less supervision and may work more efficiently due to their familiarity with the work. However, they may struggle with adapting to new practices. In contrast, inexperienced employees are more open to training and can be molded to fit the company’s core values, but they may make more mistakes and incur additional training costs .

Applicant performance is assessed based on the outcome of the interview and exams, how well they present themselves, the consistency of their answers, and the alignment of their personal goals with the company’s mission and vision .

One major challenge is getting applicants to open up about personal topics during interviews. The HR supervisor addresses this by ensuring interviews are spontaneous to make applicants comfortable, thereby encouraging them to reveal more about themselves .

Attitude and behavior are critical for ensuring a candidate's compatibility with the company's culture. The HR supervisor screens for qualities that align with the company's environment and values, as they significantly impact overall organizational fit, regardless of the candidate's experience level .

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