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Rosemary Geo Paul
Talent Acquisition, Louzan Group
Rosemary has a 15-year-long record of training and developing high-performing teams. Her professional focal points include Human Resource Management, Training, Operations Management and customer success.
- hr
- coaching
- education
- teamwork
- negotiation
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Tricky Workplace Situation Handled
- It’s only natural for candidates to want to put their best foot forward during a job interview, and its a daunting task to completely find all essential matter of candidate however each recruitment process helps to understand the candidate better , hence there are other important factors to be considered while revaluating a candidate.
- 1. Being late for the interview 2. Showing least amount of interest in knowing more about the job role or lack of doubt clarification 3. Favorable online presences what causes, controversies being part off 4.Vague answers to clear questions asked pertaining to job profile. 5.Changing job frequency 6. Over qualified professionals 7. Negative body language , no eye contact etc. 8.No references provided
- Yes, i was asked the big question in almost all the interviews i have attended . It is important because , this helps to clarify your major concerns to clarifications pertaining to job role. Yes , it helps to evaluate , as to how employer is going to treat you as employee , and whether they meet your expectation as a candidate.
- It is important because you get to learn all about the candidate red flags and how to recognize a bad hire - before you make that costly mistake.
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- Candidate being late, sometimes no responsive. Lack of interest in job role No references provided Negative body language
- I would cite an example of a candidate you appeared for the interview though on time , but gave very vague answers to the last worked profile. There were no references given of the previous employment . On further investigation it was found he was not working in the company that he was claiming to work. Inf act there was no such company the first place.
