HR selects and rejects

Attitude matters a lot in an Organization....

if that is possible.. the that HR is bound to reject that resource.. otherwise.. it is impossible to reject that resource.. if the HR is not dat much powerful. Awful but truth.. thats how our industry is.. it is based upopn requirement.. though for hiring a fresher.. its easier.. to talk about these attitude and all...

This idea is more complex than appears in the few introductory lines. The turn-offs or negatives for each HR interviewer are autobiographical or ingrained in the psyche. Preparation of the interviewer is required too. Additionally, the selection process may be oversimplified by measuring candidates perfromance against a pre-determined pattern/grid. This too does not do justice to a prospects innate flair or alacrity. Having said this, I always prefer a 3-tier selection process - a written test round (psychometric etc.), then a practical round (role-playing or demonstration of skill) and finally the inerview with candidates being shortlisted after each round. Preferably each round has a different set of assessors so as to remove prejudice or bias. This is still not 100% proof but better than most other criteria.

Candidate having experience of many companies or of many field are also a big turn off if they have worked for shorter period of time(read 6-12 months).No company wants jack of all trades n master of nothing

There are many things that can annoy an HR. The appearance, the attitude, behaviour, body language etc. could contribute to this. Even if you talk negatively about your ex-boss/organisation this annoys the HR. HR people are the gate keepers. Unless you impress them, you cant pass the prelims, however best you may be. They are just like the priests in a temple.

Not being a HR person myself i feel an arrogant candidate who is far too overconfident and places a lot of demand that is not possible in the first place and asks for too much deviation from company policies should be the irritant. I would like someone posting the other debate too - what do candidates find irritating in a HR person.

Sometimes candidate shows too lousy or casual approach towards the position. Seems to have limited knowledge of the job profile & are not dressed up according to the job. This leads to an immediate effect of HR straight away rejecting the candidate on HR grounds.

HR will get furious, if the candidate tries to be over smart and responds with wrong or irrelevant answer. Thanks,Renne for referral.

Most candidates will try to give their best performance. But from this performance, a candidate will be unable to decide how much of his/her confidence was evaluated as over-confidence or how much of it was flagged as lack of confidence. So, the outcome is equivalent to tossing a coin because 'attitude' described by HR 'A' may not be the same as 'attitude' described by HR 'B'. HRs should understand that these qualities (attitude,modesty, appearance etc) can be manipulated. What if I am a cabinet minister or a senior collegue......how many HRs here will refuse to accept a candidate recommended by me who does not have any attitude, appearance and modesty?. Answer - everybody will accept politely.

Its simple as a Cake...To come-up with an "Attitude towards work synchronizing Confidence to proove potential".