Candidates face standardised questions, checking their skills on three parameters – Communication skills (in English), Logical Reasoning Ability and Quantitative ability (grasp on numbers and understanding in basic maths concepts). A specific domain-oriented assessment may or may not be present as the next step. 

While the group discussion has interviewer(s) observing the actions of the candidate in a group, the panel interview has several of them, connecting with the candidate either individually or in groups. Though the HR round is somewhat similar, the difference lies in the stage at which the panel is introduced to the candidate.

The Technical interview is an engagement which is domain and role-specific in nature, aimed at checking whether the candidate can be considered a right ‘fit’ for the position that the recruitment exercise is being held for.

While most HR practitioners agree that freshers taken from campus placements may not be absolute role fits, there are certain parameters that should be spot on.

HR Interview checks candidates for being organisational fits or not. Apart from classic checks (originality of the candidature), they check for willingness to move for work, any debilitating conditions and behavioral traits to ascertain how good or bad the candidate would be with them.

What does the HR interview check?

1. Passion to work for the company and the role
2. Skills (Core and Soft Skills)
3. Learn ability
4. Possible red flags with candidate