Apa Bedanya Interview HR dan User?

Summary

In this video, Samuel shares insights into the key differences between interviews with HR (HRD) and interviews with the user (departmental manager). He explains that HR focuses on soft skills and general compatibility, while user interviews are more technical, focusing on day-to-day tasks and role-specific abilities. Samuel outlines the process of recruitment, including screening, technical assessments, and multiple interview rounds with various company members. He also highlights interesting facts about salary negotiations, headcount limitations, and the user's crucial role in making the final hiring decision. The video offers tips for candidates on how to prepare for these interviews.

Takeaways

• 😀 The main difference between an HR interview and a user interview is the role each plays in the hiring process. HR is responsible for screening and narrowing down candidates, while the user (usually the department hiring) focuses on the candidate's technical fit.
• 😀 HR interviews generally focus on soft skills and general qualifications, while user interviews are more technical and job-specific.
• 😀 An HR interview typically happens once, while user interviews may occur multiple times, including meetings with managers or directors to finalize the hiring decision.
• 😀 HR interviews are aimed at narrowing down a large pool of applicants, often with hundreds or thousands of CVs, while user interviews deal with a smaller pool of candidates, usually after HR has shortlisted them.
• 😀 User interviews are often more focused on specific job tasks and the candidate's ability to perform in the role, including technical tests like software proficiency or problem-solving tasks.
• 😀 The user's decision-making power is often more significant than HR's, especially regarding budget and hiring needs, as the user controls the department's budget for new hires.
• 😀 When interviewing with HR, expect broad, general questions (e.g., strengths, weaknesses, career plans), while user interviews delve deeper into your past experiences and technical expertise.
• 😀 Companies may have varying interview processes. Some require candidates to meet several people, including managers and directors, before a decision is made.
• 😀 Salary discussions are typically handled by the user, not HR, as the user’s department controls the budget for the role and makes the final decision about compensation.
• 😀 Headcount limitations can affect whether a company is hiring or not, as each department has a fixed number of positions for the year, which may lead to hiring freezes or delays.

Q & A

What is the main difference between an interview with HR (HRD) and an interview with a user?

The main difference lies in the roles of the interviewers. HR (HRD) focuses on screening candidates based on soft skills, personal characteristics, and overall compatibility with the company culture. An interview with a user, on the other hand, is more focused on technical skills and the candidate's ability to perform specific tasks in the role, as the user is typically the person who will directly supervise the candidate.

What are the common stages of the recruitment process?

The recruitment process typically starts with an initial screening interview with HR. If successful, the candidate moves on to an interview with the user, which may be followed by additional tests such as psychological assessments, medical checkups, or skills tests. In some cases, further rounds of interviews with other managers or directors may occur before a final decision is made.

Why do candidates often face multiple rounds of interviews with different people in a company?

Multiple rounds of interviews allow the company to assess the candidate from different perspectives. HR evaluates cultural fit and soft skills, while the user and other managers focus on technical abilities and how the candidate will perform on the job. This helps ensure that the candidate is well-suited for the role and the team.

How does the process of salary negotiation differ between HR and a user?

Salary negotiations are typically handled by the user, as they are directly responsible for the budget and headcount of their department. HR may have an initial idea of salary ranges, but the user is the one who ultimately decides whether the candidate's salary expectations align with the department's budget and headcount for the year.

What is meant by 'headcount' in the recruitment process?

Headcount refers to the maximum number of employees allowed in a department for a given year. Each department plans their workforce needs at the beginning of the year and may have a limit on how many people they can hire. If a department has reached its headcount limit, it may not be able to hire additional staff, even if there are open positions.

What role does the user play in the hiring decision-making process?

The user is often the final decision-maker when it comes to hiring a candidate, especially when it comes to technical roles or positions directly under their supervision. After HR has screened candidates, the user evaluates whether the candidate will be a good fit for the team and if they have the necessary skills to perform the job.

Why is it important to prepare for both HR and user interviews?

Preparing for both types of interviews is essential because each focuses on different aspects of the candidate's qualifications. HR interviews assess your soft skills, personality, and overall fit with the company culture, while user interviews focus on technical skills and how well you can perform the specific tasks required for the role.

What kind of questions should candidates expect during an HR interview?

During an HR interview, candidates are likely to be asked general, soft-skill-related questions such as 'Tell me about yourself,' 'What are your strengths and weaknesses?' and 'Where do you see yourself in five years?' These questions aim to assess the candidate’s personality, motivations, and long-term potential within the company.

How can candidates prepare for a user interview?

For a user interview, candidates should focus on preparing answers that demonstrate their technical expertise and experience relevant to the role. This could include discussing specific tasks they have performed, projects they've worked on, or technical skills they've developed, such as proficiency in programming languages or software.

What is the significance of practicing interview answers before the actual interview?

Practicing interview answers helps candidates feel more confident and articulate during the interview. It also enables them to refine their responses, ensuring they provide clear and concise information. Additionally, practicing in front of a mirror or with a friend can simulate the interview environment, making the process feel less stressful.