We are looking for a sharp, analytical and experienced HR Interviewer who can independently conduct candidate interviews, evaluate their capabilities and assess their overall suitability for different positions within the organisation.

The individual will be responsible for understanding candidates beyond their resumes and communication skills. The role requires the ability to assess a candidate's intelligence, personality, attitude, behavioural patterns, reliability, stability, problem-solving ability, learning mindset and role-specific competencies.

The ideal candidate should possess excellent questioning techniques, strong observation skills and the ability to make unbiased, logical and well-informed hiring recommendations.

Key Responsibilities

A. Candidate Interviewing

- Conduct first-round, second-round and final-round interviews as assigned.
- Independently handle interviews for different levels of positions, including entry-level, mid-level and managerial roles.
- Ask relevant, structured and situation-based questions to understand candidates.
- Explore candidates' professional backgrounds, work experiences, achievements and career decisions.
- Maintain a professional and engaging interview environment.

B. Candidate Assessment & Evaluation

- Evaluate candidates on the following parameters:
- Intelligence and logical thinking.
- Communication and comprehension skills.
- Personality and behavioural traits.
- Reliability and professional commitment.
- Job stability and career consistency.
- Problem-solving and decision-making ability.
- Learning ability and growth mindset.
- Confidence, initiative and ownership.
- Adaptability and ability to handle pressure.
- Identify inconsistencies between candidates' responses and stated experience.
- Assess whether candidates possess practical knowledge or are merely providing theoretical answers.
- Evaluate the candidate's suitability against the requirements of the position.

C. Behavioural & Situational Interviewing

- Design and ask practical, real-life and scenario-based questions.
- Assess how candidates react to challenging situations, workplace conflicts,



unexpected problems and professional responsibilities.
- Identify behavioural patterns, attitude-related concerns and potential hiring risks.
- Use follow-up and cross-questioning techniques to understand the authenticity of candidates' responses.

D. Interview Analysis & Decision-Making

- Prepare detailed interview feedback and assessment reports.
- Rate candidates against predefined evaluation parameters and scoring systems.
- Identify strengths, weaknesses, development areas and potential concerns.
- Provide clear hiring recommendations: Selected, On Hold or Rejected.
- Ensure that hiring recommendations are based on evidence, suitability and assessment rather than personal preferences.

E. Interview Process Improvement

- Continuously improve interview questions and assessment techniques.
- Develop role-specific interview frameworks and evaluation scorecards.
- Identify gaps in the existing interview process.
- Introduce innovative ways to evaluate candidates' intelligence, personality, practical knowledge and behavioural competencies.
- Maintain consistency and fairness in candidate evaluation.

Required Skills & Competencies
- Excellent interviewing and questioning skills.
- Strong analytical and observation abilities.
- Good understanding of human behaviour and personality assessment.
- Ability to identify genuine capabilities beyond a candidate's resume.
- Robust verbal and written communication.
- Sharp decision-making and logical reasoning.
- Ability to conduct structured and unbiased assessments.
- Confidence in handling candidates from different professional and educational backgrounds.
- Good documentation and feedback-writing skills.
- Strong attention to detail.

Experience & Qualifications




- Graduate in HR, Psychology, Business Administration or a related field.
- Minimum 2–3 years of experience in HR interviewing, candidate assessment or talent acquisition.
- Prior experience conducting independent interviews is essential.
- Experience interviewing candidates for QSR, hospitality, retail or other high-volume industries will be an advantage.
- Knowledge of behavioural interviewing and competency-based assessment techniques is preferred.

Key Performance Indicators (KPIs)

The performance of the interviewer will be evaluated on:
1. Interview Quality: Ability to conduct structured, meaningful and comprehensive interviews.
2. Assessment Accuracy: Ability to correctly identify candidate strengths, weaknesses and suitability.
3. Decision Quality: Accuracy and consistency of hiring recommendations.
4. Evaluation Depth: Ability to assess candidates beyond basic qualifications and communication.
5. Feedback Quality: Timely, detailed and objective interview feedback.
6. Process Compliance: Adherence to the company's interview framework and evaluation standards.
7. Interview Efficiency: Ability to complete interviews within the assigned time without compromising assessment quality.
8. Process Improvement: Contribution towards improving interview methods and assessment frameworks.

Ideal Candidate Profile

We are looking for someone who is naturally curious, observant, sharp-minded and good at understanding people.

The candidate should be able to:

- Ask the right questions rather than simply follow a prepared questionnaire.
- Identify what a candidate is communicating beyond their words.
- Differentiate between confidence and actual competence.
- Recognise genuine potential, ownership and problem-solving ability.
- Challenge vague answers through intelligent follow-up questions.
- Make independent and logical hiring recommendations.

The primary expectation is to hire the right talent through effective interviewing and accurate candidate assessment, not merely to conduct interviews and complete formalities.

📌 Assistant Manager Human Resources (Nashik)
🏢 MIYA KEBABS
📍 Nashik