We interviewed an HR manager at a chemical cooperation in the Netherlands.
What does the standard interview process look like?
Firstly, I phone people up. Just to get a first impression and find out more about their motivation to apply. Usually, I have a few things I want to clarify about their CV before making any decision. For example, it can be that they possess the technical skill we need but pursued a completely different career path thus far. Then this is their chance to tell me their story and why they want to change paths and join our team.
It can also be that I am not sure if the applicant will be a good fit with us and the call will help to get a first impression.
During this call I always ask them for their salary expectations. Sometimes the salary expectations are unrealistic and then it doesn’t make sense to continue. After the calls we make a selection of people we will invite.
Then we usually have three in person interview rounds. The first with HR, the second with the manager you will be working with and a team member, and the last interview is with the manager of the manager.
Usually, we don’t send people through assessment centres as it is a very costly thing to do. Of course, for some very specific functions we might use the assessment centre on top.
Do you, as the HR manager, have as much influence on the decision to hire or not as the technical manager?…