tag:blogger.com,1999:blog-1623407974948754731.post4932657952404212675..comments2019-11-07T22:58:16.199-08:00Comments on Thinking Loud: Thoughts on Interviewing FreshersUnknownnoreply@blogger.comBlogger8125tag:blogger.com,1999:blog-1623407974948754731.post-40284443397433174292011-09-15T21:54:53.727-07:002011-09-15T21:54:53.727-07:00What is the best way to pick the real merit?
Aptit...What is the best way to pick the real merit?<br />Aptitude test containing some verbal and non-verbal reasoning, mathematics and grammatical questions with some tricky questions of C, data structure and SQL!<br />Are these questions enough to identify spark and burning lights in a fresher candidate? Is it right to evaluate freshers of all stream with the same questions pattern? Is this interview pattern justify with their merit?<br /><br />Prateek, shouldn't we analyse and find some pattern which provide a protection to those candidates who aren't from computer stream?Abhishek Anandhttps://www.blogger.com/profile/16431795753991958473noreply@blogger.comtag:blogger.com,1999:blog-1623407974948754731.post-22160418390641656802011-01-20T02:03:58.413-08:002011-01-20T02:03:58.413-08:00Its right that every company claims to hire top 1%...Its right that every company claims to hire top 1%. But, there is no certain methodology to identify the top merit. Maybe a meritorious student can get low marks in their subjects. Maybe the questions asked in the interviews are not relevant of his interest. Maybe his institutions are not up to the level.<br />Companies should determine the proper interview guidelines. Interviewers should not strict with company policies because they are responsible for all 100% students. <br />Thanks for sharing such thoughts Prateek.Abhishek Anandhttps://www.blogger.com/profile/01128108357278457312noreply@blogger.comtag:blogger.com,1999:blog-1623407974948754731.post-38222271432882595072010-12-01T23:15:58.534-08:002010-12-01T23:15:58.534-08:00I think its all about haves and have nots.
"...I think its all about haves and have nots. <br />"Haves" forget that they were also once 'have nots'.And no one is a born rider .Some one very fittingly said'Girte hain shai sawar hi maidane jung me vo fitr kya girenge jo chadne se darte ho'.<br /><br />So it is very no extremly important to give one chance and see what one is actually capable of.<br /><br />Also believe most of us judge by 'face value' but often forget that 'looks can be deceptive'.<br /><br />The need is to cleanse the whole system because people who were once judged by others on certain parameters like ' earlier projects ' as Prateek mentioned are mostly the ones who were once selected by same procedure.And so the legacy passes from level to level.<br /><br />My only input to this would be 'Apni akal lagao Dikhawon pe na jao'.Anonymoushttps://www.blogger.com/profile/17436407173030566000noreply@blogger.comtag:blogger.com,1999:blog-1623407974948754731.post-15546622430262115282010-11-25T00:08:16.450-08:002010-11-25T00:08:16.450-08:00What I understand from this post is that rather th...What I understand from this post is that rather than concentrating on Top 1% hire, an organisation should be concentrating on 99% people also who are really looking for good options.<br />If your basics are clear, you can break the ICE anywhere, whether it is a Software trade OR a garment trade Or any other fied.<br />It's all about keeping your eyes open & looking what's happening around you which can take you to achieve success.<br />Thanks once again by sharing these thoughts with us.shikhahttps://www.blogger.com/profile/04109690291513302062noreply@blogger.comtag:blogger.com,1999:blog-1623407974948754731.post-786646279336529252010-11-25T00:03:21.865-08:002010-11-25T00:03:21.865-08:00very good postvery good postshikhahttps://www.blogger.com/profile/04109690291513302062noreply@blogger.comtag:blogger.com,1999:blog-1623407974948754731.post-70578042879285586682010-11-24T06:12:08.163-08:002010-11-24T06:12:08.163-08:00Thanks Prateek, I also like your posting. You are...Thanks Prateek, I also like your posting. You are correct that the interviewer must understand who the person is that is being interviewed and how their knowledge, skills, personality and behavior can best fit into the organization.RayBrothersnoreply@blogger.comtag:blogger.com,1999:blog-1623407974948754731.post-22584055156030385072010-11-23T05:06:43.674-08:002010-11-23T05:06:43.674-08:00Very Well Said. Being good or very good in technic...Very Well Said. Being good or very good in technicals may not work in long term. If one is good enough in communication, could cut overhead cost as well. Interviewer shouldn't test his/her experiences and knowledge while interviewing.<br />If he had the work experience, he was not called "FRESHER". <br /><br />I agree the thoughts of yours.<br /><br />Few thoughts i liked the most like,,,,,,,<br />“Past performance is not a guarantee of future performance”<br />"Believe in building the Fine Product out of good RAW material"<br /><br />Pictures you used are again showing you love with nature and are as beautiful as always.(specially the middle big picture)<br /><br />Thanks for sharing.Puneet Aroranoreply@blogger.comtag:blogger.com,1999:blog-1623407974948754731.post-90727374418535413602010-11-22T22:37:16.189-08:002010-11-22T22:37:16.189-08:00I really like your post. If somehow pattern of tak...I really like your post. If somehow pattern of taking interview is changed then any organization will have some good stuff. If you will pick someone who can think widely, who knows how polymorphism help a programmer then he/she will definetely gives better output.<br />I think if pattern of interview is changed then student will also change their approach of grasping stuff. They will do more practicle rather than cramming.Namit Naranghttps://www.blogger.com/profile/01865542566223077958noreply@blogger.com