1. Hard core HR Interview Questions:
1) Read important provisions of Industrial Disputes Act, Factories Act, standing orders Act
2) Under stand the scope of the following terms
a)Retrenchment b) lay-off c) closure and the procedure to effect all the three.
d) strike and Lock-out and their requirements to be met in a public utility service e) Public utility service f) Unfair labour practice g)definition of factory u/Factories Act & ESI Act h) Settlement u/I.D Act i) award u/I.D Act
3) Acquaint yourself with recent amendments of I.d Act, ESI Act Gratuity Act,
4) What is conciliation and the procedure?
5) what are the methods of peaceful settlement of disputes?
6) what is trade union?
7) Is there any procedure prescribed under Trade Unions act 1926 to recognize trade unions?
8)What is collective bargaining?
9) can you terminate an employee during probation for unsatisfactory service by giving required notice?
10) Can you terminate the service of an employee by paying wages in lieu of notice for amisconduct committed by him?
11) can you recover your financial loss from gratuity?
2. Recruitment Interview Questions:
1) What are the details you verify at the time of recruitment?
2) What are the documents you obtain at the time of recruitment?
3) What is letter of intent?
4) What is offer letter?
5) What is appointment letter?
6) Is there any difference between an offer letter and appointment letter?
7) What an offer letter should contain?
8) What are the important clauses in the appointment letter?
9) Is medical examination mandatory at the time of recruitment?
10) What is the duration of probation?
11) If on expiry of probation, if an employee is not confirmed, what is it's effect?
12) Rates of bonus under Bonus Act 1961
3. Generalist area Interview Questions:
1)what is employee engagement?
2)what is PL/earned leave?
3) How do you calculate earned leave under Shops Act/Factories Act?
4) what are HR functions?
5)What are the wage limits for eligibility under EPF,ESI and Bonus Acts?
6)What is the maximum gratuity payable under the Act?
7) What is the minimum service required for an employee to claim gratuity?
8)What is the duration of maternity leave admissible to a woman employee?
9) what is quantum of medical bonus admissible to a woman employee/Maternity Benefit Act?
10) Is there any minimum service required to put in by a woman employee to claim maternitybenfit?
4. Pay-roll processing Interview Questions:
1) Rates of EPF and ESI contributions
2) What components of wages and salary to be taken for computing EPF and ESI?
3) What is the rate of contribution of labour welfare fund, if applicable?
4)Whether you should give pay slips to employees?
5)How to remit PF and ESI contributions?
6)How to show Leave without pay?
7) what is CTC and what items can be shown as CTC?
8)What is minimum wages?
9)Is there any method/formula prescribed for salary break-up
10)Whether gartuity forms part of CTC?
5. Explain what are the advantages of e-recruitment?
The advantages of e-recruitment are:
- Lower cost of advertising the job openings
- Helps in saving time
- Large pool of candidates to choose from
- Day in - day out access to the database
- Screening the database brings in only relevant candidates
- Paper less process - more organised
6. Explain the e-recruitment techniques?
E-recruitment means using internet for the recruitment services. Three main techniques used in e-recruitment are:
- Advertising on job portals
- Building a recruitment section on company's website.
- Screening the database of candidates on job portals
7. Can you please explain the difference between recruitment and selection?
- Recruitment aims at searching for the talent and promoting the candidates to apply for the position while selection is the process of screening the candidates to fill a position with the most suitable candidate.
- Recruitment process get a pool of candidates for the selection process to work and choose the best one.
- Recruitment encourages more and more people to apply while selection eliminates unsuitable candidates to zero down on the best one.
- There is no contractual agreement between the employee and the employer in the recruitment process while after the selection a contract is agreed upon by the employee and the employer.
8. Can you please explain what is recruitment management system? What are its features and benefits?
- Recruitment management system is a tool for effective management of recruitment process. It helps in quick, reliable, accurate and unbiased processing of various applications.
- The system helps in efficient management of system by automatically maintaining the database of candidates.
- It works as a good interface between various parties involved in the whole process
- It helps in better communication.
9. Tell me how would you maximize your ROI on recruitment?
Recruitment is a time and money consuming activity. In order to maximize the ROI through recruitment activities, a company should keep following things in mind:
- Clearly define the achievements you expect from the recruitment process. Establishing the clear goals doesn't leave a place for confusion in the system.
- Develop effective ways to measure critical results.
- Precise estimation of time and cost of recruitment.
- Ensure that the people working in the recruitment process are well trained.
- Estimate the tangible and intangible benefits that have come from the recruitment exercise.
10. What is the process of recruitment through placement agents?
The process of recruitment through placement agents consists of following steps:
- Brief the consultant about the profile and the candidate
- Placement consultant shortlist some candidates and sends the CVs
- Company's representative shortlists the CVs sent by consultants
- Interview is scheduled by the agent
- Interview conducted by the company's representative
- If the candidate is selected, he is given an offer after the negotiation else the consultant sends another candidate
