Posts tagged "Interview"

10 Innovative and Creative Recruitment Methods – Recruitment ideas

Innovative Recruitment Methods – Recruitment ideas
Innovative and Creative Recruitment Ideas

Recruitment is one of the most important things for any organization to ensure most effective hiring. HR managers use different types of recruitment methods to have more and more potential applicants. They come up with innovative recruitment methods to find the most perfect candidate for any job opening. These days digital recruitment trends are the latest addition to the effective recruitment strategies and practices.

In this post, we will be discussing innovative and creative recruitment ideas that are used by HR managers. Find out the emerging trends in recruitment and selection process and alternative recruitment methods used in present times.

Best Recruiting Ideas – Creative & Innovative Ways to Find Talents

  1. Structured Employee Interviews

Companies conduct structured employment interviews in which there is a set of questions which are asked to every applicant and based on that selection is done. This is a promising method of recruitment which doesn’t get affected by biases. Here, the interviewer has to research and develop effective and smart questions to be posed during the interview which can help them select the right candidate for the profile.

  • Video Interviewing

This is another way of recruiting and is surely a very convenient and effective way to interview when your candidate is sitting at some other location altogether. With video recording, you not only save on your time and money but you can also have an access to a bigger pool of candidates to interview. To get much finer results, collecting data on body language like movement of eyes, any kind of non-verbal communication will be very helpful.

  • IQ Tests

It is extremely important that the person you are selecting has some level of IQ in him for a particular profile. Also known as GMA or General Mental Ability test, it is very helpful in measuring a person based on his academic knowledge. No matter which position it is or which sector it is, IQ tests reveal the speed to learn new things and also how successful will be a person in a particular job. Though IQ is not everything but it does help in rejecting the candidates who are not that competent.

  • Programmatic Advertising

This is a smart recruitment method when you are hiring online. In this kind of recruitment method, there is an automatic posting of job ads that focus on the candidate profiles you are in search of. This involves recruiting on niche sites which is definitely a creative way to recruit. It is all about making your good prospects see your job posting advertisement and apply for the job.

  • Job Knowledge Test

With a Job Knowledge Test, you can have a deeper insight of a person’s expertise in a particular role. The results of this test help a manager know that what all things the candidate already knows. In short, the results indicate everything that a person knows in relation with the profile he has applied for, thereby, making the process of selection easier and more accurate. But this test has some limitations as it just highlights the procedural knowledge of a person but doesn’t predict the decision-making abilities.

  • Connecting with Passive Candidates

There are various passive candidates out there who are not looking for any kind of job change as of now. By establishing a connection with them using social media platforms, you can lay road to future connections when they are looking for a job change. This kind of approach may not benefit you in real time but in long term, companies can make their recruitment methods a lot more diversified with passive candidates included in their list.

  • Integrity Test

Just like knowing the knowledge aspect of a candidate, it is also important to know his behavioural aspect. Integrity Test aims at finding these behavioural traits because though knowledge is important but how a person behaves in a situation is even more important. With this test, you can know about the level of honesty, dependability, commitment and dedication a person has towards his work which again is extremely helpful in recruitment process.

  • Social Media

In the digital recruitment trends, social media is an amazingly impressive alternative recruitment method. You can use Facebook, Twitter, LinkedIn and Instagram to develop connections with all those who are looking out for a job. This will help you have applications from different locations which will give you a much bigger candidate pool to make the best of the selections for whichever post you want.

  • Employer Review Site

Employers must not miss on Employer Review Sites because they play a very strong role in recruitments. Sites like Glassdoor should always be given importance. Job seekers are always looking for information about the companies for which they are applying and if they find bad reviews about a company then it is a serious loss for the employer. Don’t miss this effective recruitment strategy and practice which can help you save yourself from losing a good candidate.

  • Employee Referrals

This is another recruitment method used by HR managers. Though you have kept your options for hiring open but you must not forget that you can use your employee referrals as well. This is a smart way of reducing your cost and saving your time. Not only that, this method ensures highest ROI. So before you step out and look for candidates by spending a lots of your money, ask your employees for referrals and there are bright chances that you might just get lucky.

These are some of the innovative recruitment ideas used by HR managers to hire the most potential candidates.

You You Like Also Other Recruitment Ideas

7 Effective Tips To Increase Possibility of Candidate Joining After Hiring
Interesting Ways to Make Worst Impression at Your Job Interview
10 Secrets for Making Job Search A Great Success
Interview Tricks To Hire the Best Employee for Your Company
Use Strengths and Weaknesses to Crack Your Interview
Things You Should Avoid Wearing to a Job Interview
Ways in Which Employers Notify Applicants About Interviews
Staff Recruitment and Selection Policy of A Company

Search Sample Formats:

Be the first to comment - What do you think?
Posted by Hrformats - April 25, 2019 at 9:30 AM

Categories: Job Interview   Tags: , , , ,

Apology Email to an Employer for Missing an Interview

Sometimes due to unforeseen circumstances, we fail to reach for interview on time. If you have also missed on your interview because of some situational factors, it is important that you write a formal email to apologize the interviewer for not reporting on time and also stating the reason because of which you could not be present for the interview.

Given below is a sample apology email addressing the employer for missing on interview. Use this example email to create your personalized draft in a formal manner. Such emails are short and to the point.

Sample Apology Email to an Employer for Missing an Interview

Dear Mr. James,

I would like to apologize for not making it for the interview on Thursday, March 24th at 11 a.m. On my way to your office, an accident had taken place because of which there was a traffic jam which lasted for almost an hour, but this is no excuse as I should have left my home earlier to make sure that I reach your office on time. I also tried reaching your office through phone but due to some network problems, I could not make a call.

I completely understand that every company desires responsible and punctual employees which are a reflection of professionalism. I know I have disappointed you with my lack of professionalism on Thursday but I request a last chance to interview with your for the profile of Marketing Manager at ABC Corporation Pvt. Ltd. I strongly believe that I am the right choice for this profile because of my rich experience in the field of marketing and my capability to meet the targets with greatest effectiveness.

I will ensure that this time I reach for the interview on time without any fail. I will make sure that I don’t give you any chance to get disappointed. I will take all steps to leave no room for any delays.

I will call you later this week to know if we can have an interview scheduled again. I would like to apologize again for my actions.

Looking forward to meet you and demonstrate you why I am the right choice for this profile.

Thanking you


Albert Gibbs


Be the first to comment - What do you think?
Posted by Hrformats - March 25, 2016 at 12:51 PM

Categories: Letters   Tags: , ,

Interview Regret Letter Example

How to Write a Rejection Letter (with Sample Letter).

Regret letters are normally sent by companies after the completion of an interview process. Such letters are normally sent out to those applicants whose applications were reviewed but were not qualified for the final interview. It is written with a clear purpose to convey the sorry sense by the recruiting managers.

Here is an example of how to write such letters in a professional tone with the right emotion:

Date: ______________

Name ______________

Address _____________


Dear (Candidate Name),

We thank you for forwarding us your application to seek interview for the position of (job position) at (Organization Name). Our Recruiting Body is done with the initial screening process and has come up with the final list of those who have been selected for the next round. We regret to announce that you have not qualified for our final search. However, we thank you for applying and believe that you will apply for future employment opportunities at (Organization Name).

We thank you for showing your interest in (Organization Name) and wish you all the luck in your future endeavors.



Recruiting Body Chairman

Click Here To Download Interview Regret Letters

Be the first to comment - What do you think?
Posted by Hrformats - March 18, 2014 at 1:33 PM

Categories: HR   Tags: ,

New Employee Information Form For Interview

Example of New Employee background information disclosure format in word. This Template offers a formal process to document New Employee members details. You can individually adjust this document to suit your company’s needs.
  1. A.   Family Profile


  1. 1.  Name of Father: ______________________


  1. 2.  Father’s Occupation: ___________________


  1. 3.  Name of Mother: ______________________


  1. 4.  Mother’s Occupation: __________________


  1. 5.  Siblings:


Brothers:  ………..           Marital Status: …………………….. Work Status: ………………..

Sisters: ..………..             Marital Status: ……………………… Work Status: ………………..


  1. B.   Personal Profile:


  1. 1.    Marital Status: A. Married _________ B. Single ________ C. Divorcee_________


  1. 2.    Spouse – Working/Self employed/Housewife: ___________________________


  1. 3.    Spouse Employment Location: A. Mumbai ______   B. Out of Mumbai _______


  1. 4.    No of Kids: _________


  1. 5.    Kids Education Status: ______________________________________________



  1. C.    Personal Identifications
  2. 1.    Driving License No: __________                    Contact Details: _____________
    1. 2.    Passport No: _______________                    Expiry Date: ________________
    2. 3.    PAN No: __________________
    3. 4.    Residential Address: ______________________________________________




D.   Health History: 

  1. 1.    Age: ______      Weight: ________    Height: __________Blood Group: ______


  1. 2.    Details of the chronic disease: _______________________________________


  1. 3.    Details of disease which can affect the work setting: _____________________


  1. 4.    Any other material information to be disclosed: ________________________




  1. E.    Current Organisation Profile
  2. 1.    Name: ____________________
  3. 2.    Managing Person: ___________
  4. 3.    Reporting Person: ___________
  5. 4.    Draw the organizational hierarchy in which you are working:


  1. 5.    Staff Strength: ______
  2. 6.    Reasons to leave the organisation:
  3. A.   Financial Expectations      
  4. B.   Technology specific knowledge enhancement
  5. C.    Work related issues
  6. D.   Behavior with peers and superiors
  7. E.    First Job

Explain and specify the reasons any of the above (A-E) or any other reason(s)




  1. 7.    Reasons for the break in service (during the career and between the jobs)


  1. 8.    Reasons to relocate Mumbai:_____________________________________________
  2. 9.    Expectations with the future employer: ___________________________________

10. Earliest Joining Period: __________

11. Reasons for the earliest joining: ____________________

12. Details of the relieving formalities with the previous employer; in case the opportunity offered in Redtray:

  1. A.   Task to handover _________________________________________________


  1. B.   Others _________________________________________________________


  1. F.    Financial Details:


  1. 1.    Present Salary Package:

(This will be verified with the documents at the time of technical interview at Mumbai)




  1. 2.    Benefits/Facilities provided by the current employer:


General Terms and Conditions for the employment


1. Agreement:          2 Year           


   Amount: Rs 50000.00 secured by 5 undated cheques of Rs 10000.00 each in favour of <Name of the Company>. In the event of breach of Agreement, employee will have to pay Rs 50000.00 to the company or otherwise the cheques will be presented in the bank.


2. Next Appraisal: <Date>


  1. G.   Employment  and Qualification details


COMPANY relies upon the accuracy of the information contained in this application, as well as accuracy of the other data presented through the hiring process and employment. Any misinterpretations, falsifications or material omissions in any of this information or data may result in the exclusion of the individual from further considerations for employment or, if the person has been hired, termination of employment.


  1. H.   Reference Details


  1. Direct :
    1. News Paper Information (Name of the News Paper): _____________________________


  1. Referred by others (Provide Details): _________________________________________


  1. Directly and personally approached:__________________________________________


  1. Employee Referrals of <Name of Company>: ______________________________________

(Name of the employee)


  1. Consultant (Name of the Consultant):___________________________________________


Please fill the relevant information


Name: _________________________



Signature: ______________________




Click Here To Download Candidate Information Form for Interview                                                                                                                                                


Search Sample Formats:

Be the first to comment - What do you think?
Posted by Hrformats - November 27, 2013 at 3:27 PM

Categories: HR   Tags: ,

Top 10 Best Interview Questions for Freshers

Please find the following questions, may helpful to judge the candidates before taking an interview.

  1. What inspires you?

  2. What are your aspirations?

  3. Where do you see yourself in 5 years?

  4. What are your favorite past time?

  5. Strength & weakness?

  6. Do you have any offers in your hand at present?

  7. What did you know about us?

  8. Why should we hire you?

  9. If you won $10 million lottery, would you still work?

  10. Tell me something about our company.


Be the first to comment - What do you think?
Posted by Hrformats - October 18, 2013 at 2:44 PM

Categories: HR   Tags: , ,

Interview Preparation With Answers for IT Recruiters

I have attached Interview Preparation With Answers for IT Recruiters.


  • As a recruiter I work on IT requirements. I have 4 years of Recruitment experience as an IT Recruiter with staffing company.
  • My prime responsibilities include sourcing, interviewing and hiring of IT professionals for multiple projects and assignments in the IT services industry. screen candidates according to the requirement.
  • I Identify interview and submit candidates in a timely and efficient manner.
  • I am Responsible for the full life cycle recruiting for contract, contract-to-hire, and permanent placements with special emphasis on the information technology, telecom and engineering sector, Public Sector Federal, State & Local Government, Higher Education,Banking,Financial Services and Insurance, Healthcare & Entertainment Verticals.
  • Worked on Recruiting H1B Consultants, Green card Holders & US Citizens for Direct Client Requirements & Vendor Requirements.
  • regular follow up with the client on day to day basis to receive new Job Orders and Feedbacks.
  • Responsible for completing paperwork, background checks and reference checks for H1b applicants.
  • Co-ordinate with the administration in arranging avenues for the interviews on cost effective base.
  • Scheduled travel and lodging for incoming out of town candidates.
  • Hands on experience with job sites such as Monster, Dice, Big Niller, Craig lists, Net temps, Career builder, Computer jobs, Yahoo Hot jobs, Dev Bistro,linkedin
  • Experience in Tax Terms – 1099/w2/ C2C
  • Experience in Visas – OPT, H1B, EAD, GC & USC
  • Kept track of every candidate submitted and took updates on their status from the client on daily basis.
  • Helped candidates to prepare for in-person and Telephonic Interviews and kept them in loop with latest updates from the client.
  • Involved in creating and managing a candidate network and queue with a wide variety of IT skills.
  • Maintaining relationship with the consultant is extended further after he gets placed, I assisted them in signing up the contract forms and I was responsible for getting the timesheets on-time.
  • I am involved in creating and managing a candidate network and queue with a wide variety of IT skills.
  • Maintained an efficient database, with the help of which I could successfully deliver right IT people in right time.
  • Establish and manage relationships with recruitment vendors and third party agencies
  • I worked with IT consultants of various experience levels on .Net, Java/J2ee, Oracle, SAP, People soft, data warehousing, mainframes, testing tools, etc.
  • Work on H1 Hiring that includes locating quality resources across the India and screening them.
  • Effectively used Indian Job portals i.e. Naukri and Monster for Job postings and Mining resumes for H1B Hiring.
  • Sourced for Direct Clients State of New York, Time Warner, Time Inc., NYC Department of Education and The New York Times etc.
  • Worked for Clients like State of Texas, State of Michigan, State of North Carolina, Deloitte Consulting, FedEx Kinko’s & Sabre Holdings.

Technology Specific Recruiting Skills

  •,,,,,&  Industry specific job boards
  • Oracle Applications eBusiness Suite, Database and tools
  • SAP ERP, CRM, Supply Chain applications suite
  • PeopleSoft ERP, CRM, Supply Chain applications suite
  • IT Staffing Sales and Recruiters.

 Click Here To Download IT Recruiters Interview Questions

Be the first to comment - What do you think?
Posted by Hrformats - September 12, 2012 at 11:34 AM

Categories: HR   Tags: , , ,

Job Interview Evaluation Sheet

I have attached sample job interview evaluation sheet in excel.

Interview Rating Sheet for Position #000000
Position Title – Department
Candidate’s Name: Date:
Name and Signature of Interviewer:
Interview Questions: Evaluation of Responses
1 2 3 4 5
Is there anything you would like to add that we have not discussed?  Do you have any questions for us?
Total Points:


Click Here To Download Template Interview Rating Sheet

2 comments - What do you think?
Posted by Hrformats - July 23, 2012 at 5:18 AM

Categories: HR   Tags: , , ,

Mock Interview Rating Sheet

I have attached mock interview rating sheet in word format.


Interviewer’s RATING of partner

Question number(s)*


Overall grade

Level 0 Written application

Level 1 Gentle Start (8 questions)
Level 2 Let’s turn up the heat up a little bit! (9 questions)
Level 3 Turning the heat up more (16 questions)
Level 4 Good so far, let’s find out more about him or her (11 questions)
Level 5 This could be the person, let’s delve even deeper (12 questions)
Level 6 The final test. Applying full pressure (11 questions)

*Place a check mark in the square corresponding to the question being asked.


Rating rubric:


Response is clear and focused.  Response indicates an understanding of job and self.  Responses convey confidence and self-absurdness that match credentials


Response is direct.  Response indicates some understanding of job and self.  Responses indicated that more research must be conducted related to job or a better understanding of personal strengths and weaknesses.

Needs Improvement

Response lacks focus or is unclear.  Response indicates little understanding of job or self.  Responses indicate that more research must be conducted related to job and personal strengths and weaknesses.

 Click Here To Download Mock Interview Rating Sheet

Search Sample Formats:

Be the first to comment - What do you think?
Posted by Hrformats - July 23, 2012 at 5:16 AM

Categories: HR   Tags: , , ,

50 Common Interview Questions and Answers

Please find the attachment, it will be more helpful for the fresher to face the interview. All the best.

50 Common Interview Questions and Answers:

Review these typical interview questions and think about how you would answer them. Read the questions listed; you will also find some strategy suggestions with it.

1. Tell me about yourself:

The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.

2. Why did you leave your last job?

Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co- workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward- looking reasons.

3. What experience do you have in this field?

Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.

4. Do you consider yourself successful?

You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.


5. What do co-workers say about you?

Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.

6. What do you know about this organization?

This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?

7. What have you done to improve your knowledge in the last year?

Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.

8. Are you applying for other jobs?

Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.

9. Why do you want to work for this organization?

This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals.

10. Do you know anyone who works for us?

Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.

11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That’s a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.

12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.

13. How long would you expect to work for us if hired?

Specifics here are not good. Something like this should work: I’d like it to be a long time. Or As long as we both feel I’m doing a good job.

14. Have you ever had to fire anyone? How did you feel about that?

This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.

15. What is your philosophy towards work?

The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That’s the type of answer that works best here. Short and positive, showing a benefit to the organization.

16. If you had enough money to retire right now, would you?

Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.

17. Have you ever been asked to leave a position?

If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.

18. Explain how you would be an asset to this organization.

You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.

19. Why should we hire you?

Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.

20. Tell me about a suggestion you have made.

Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.

21. What irritates you about co-workers?

This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.

22. What is your greatest strength?

Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude

23. Tell me about your dream job.

Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can’t wait to get to work.



24. Why do you think you would do well at this job?

Give several reasons and include skills, experience and interest.

25. What are you looking for in a job?

See answer # 23

26. What kind of person would you refuse to work with?

Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.

27. What is more important to you: the money or the work?

Money is always important, but the work is the most important. There is no better answer.

28. What would your previous supervisor say your strongest point is?

There are numerous good possibilities:
Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver

29. Tell me about a problem you had with a supervisor.

Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.

30. What has disappointed you about a job?

Don’t get trivial or negative. Safe areas are few but can include:
Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.

31. Tell me about your ability to work under pressure.

You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.

32. Do your skills match this job or another job more closely?

Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.


33. What motivates you to do your best on the job?

This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition

34. Are you willing to work overtime? Nights? Weekends?

This is up to you. Be totally honest.

35. How would you know you were successful on this job?

Several ways are good measures:
You set high standards for yourself and meet them. Your outcomes are a success.Your boss tell you that you are successful

36. Would you be willing to relocate if required?

You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself uture grief.

37. Are you willing to put the interests of the organization ahead of your own?

This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.

38. Describe your management style.

Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.

39. What have you learned from mistakes on the job?

Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.

40. Do you have any blind spots?

Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.



41. If you were hiring a person for this job, what would you look for?

Be careful to mention traits that are needed and that you have.

42. Do you think you are overqualified for this position?

Regardless of your qualifications, state that you are very well qualified for the position.

43. How do you propose to compensate for your lack of experience?

First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.

44. What qualities do you look for in a boss?

Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.

45. Tell me about a time when you helped resolve a dispute between others.

Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.

46. What position do you prefer on a team working on a project?

Be honest. If you are comfortable in different roles, point that out.

47. Describe your work ethic.

Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.

48. What has been your biggest professional disappointment?

Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.

49. Tell me about the most fun you have had on the job.

Talk about having fun by accomplishing something for the organization.

50. Do you have any questions for me?

Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? are examples.


 Click Here To Download 50 Common Interview Question

Be the first to comment - What do you think?
Posted by Hrformats - July 6, 2012 at 5:43 AM

Categories: HR   Tags: , , ,

Invitation Letter to Interview Panel

I have attached invitation to attend interview letter for selection panel.


BDEL/HRD/             /2011-12                                                           ________(DATE)







Dear Sir,


Ref: Interviews for the Post of________ 


We invite you to kindly consent to be a Panel member for the interviews to be carried out for the positions of ________ at address. The details of the following are as under:


Sr.No. Post Day Date Timing


Please find a cheque no. ______ dated ______ for Rs._____/-drawn on _______ towards fees payable to you as a panel member for conducting the interviews. 

Thanking You

Yours Faithfully 

Shruti Tripathi

Manager HR & Admin.

Click Here To Download Interview Letter

Other Related Job Interview Formats

Reschedule Job Interview Email Sample
Job Inquiry Email After Interview
Sample Job Interview Evaluation Form
Ways to Make Worst Impression at Your Job Interview
Job Refusal Letter after Interview
Interview Call Letter Format for Job
Sample Job Interview Call Letter Format
Sample Interview Call Letter in Doc Format
Sample Request Letter for Permission to Interview
Ways in Which Employers Notify Applicants About Interviews

Search Sample Formats:

2 comments - What do you think?
Posted by Hrformats - June 20, 2012 at 5:26 AM

Categories: HR   Tags: ,

Next Page »