10. What is the full form of GUI?
GUI stands for Graphical User Interface.
You may expect these types of question where the interviewer will try to understand your knowledge about technology and may ask you about certain terms and concepts.
11. Who is a passive candidate?
A passive candidate is a person who is currently employed and is not actively looking for a job opportunity. However, most of the passive candidates are happy to hear about the new job opportunities.
12. How do you source for entry-level candidates?
To source for entry-level candidates I take the following steps:
i.)
Implement internship program: Internships help to collaborate with the candidate and help to evaluate their skills on the job. The most qualified intern may later be able to be offered the job.
ii.)
Campus Recruitment: Hire the candidates directly from the college before they pass out.
iii.)
Attend career events: These events specially cater to students who are just passed out of college. Hosting an event helps to get candidates from diverse backgrounds.
iv.)
Social media & Online job portals: Usually candidates share their portfolios on social media as they do not have a lot of work experience. You can use these platforms to get these candidates.
v.)
Make job focused ads: Focus the job ad with the skills required for the job and not on experience.
13. According to you, what are the best methods for sourcing a candidate?
A combination of methods helps you to source good candidates. Some of the best ways are as follows:
i.)
Social media platforms: Most of the people use social media platforms to highlight their professional achievements and share their work samples. You can use these platforms to identify these talents. You can join professional groups on LinkedIn, post your job openings on Facebook and may follow industry-related hashtags on Twitter.
ii.)
Boolean search: Boolean search helps you to target relevant result for your searches. You can look for candidate by specific criteria such as location, qualification, etc.
iii.)
Referrals: You can ask your past candidates if they have any friends or colleagues who are looking for a job change. Employee referrals help to reduce the hiring time.
iv.)
Build your talent database: Candidates who are not interested now may be interested in future openings. Use your database to stay in touch with them and keep your database updated.
v.)
Host job fairs and events: These events help you to meet the candidates in person. Invite people to your office so that they can know your team closely.
vi.)
Ask your clients to improve their employer brand: A good employer brand attracts a candidate to join the company. They should be able to offer meaningful perks, and need to update their career page.
vii.)
Join different platforms: There are a few platforms that are not for recruiting but encourage communication with people having common interest. Join these groups and engage in conversation to identify passive candidates. You may post your job ad to attract passive candidates.
14. How do you prepare yourself for conducting a technical interview?
To answer this question you can say something like: "I make sure that I understand the requirement well.I read about the technical requirements and frame related questions to understand what kind of work the candidate has actually done using that particular technology. I also try to understand what level of practical knowledge they possess.
I prepare a set of questions to understand the person's interest. If I am looking for someone with programming experience, I would ask a candidate his/her favorite programming language and see if it matches the client's requirement. These questions help me to understand the candidate's motivation and what are they passionate about".
15. How will you avoid and reduce candidate backing out?
Here are a few steps that can help you avoid and reduce candidates backing out:
i.) Try to meet the candidate in person if you are in the same area.
ii.) Always insist on getting a verbal and written reply on the commitment to the job offer.
iii.) Try and get more information about the candidate. Know what motivates him/her for a job change, what are the expectations in terms of money and role, etc. Try to understand their aspirations.
iv.) Constantly update the candidate about the process and try to keep in touch on a frequent basis.
v.) Pay attention when the candidate is talking to you. Sometimes the words give you a hint that they may drop out later.
vi.) Ask questions to check on his sincerity and seriousness for a job change.
vii.) Check with them if their family members are okay if the job requires relocation
