I will give an example of a case that I gave to junior specialists:

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"You're showing a finalist to your CEO today. The candidate drove two hours through snow and rain. You met him and led him to the office and suddenly you realize that the interview is scheduled not for today, but for tomorrow, and the CEO is not there today. What to do?"

Here I look at the variability of thinking, at afghanistan whatsapp number data what options the candidate will offer. And then I say that none of the options are suitable, and the meeting should be rescheduled - and at this point I pay attention to how he will explain the unpleasant situation to the person, whether he will admit guilt, whether he will try to shift responsibility. And then I further complicate any of the options he offers, to see how the candidate behaves in a difficult situation.



HR has come to work in your company. Where to start work
Make a work plan and discuss priorities in vacancies and tasks. It is better to first focus on closing pain points than to expect the new person to take on everything at once.
Adopt an objective form of reporting.
Discuss interaction and, importantly, areas of responsibility: what decisions an employee can make, what decisions he cannot make, and what decisions he will be able to make over time.
Decide how to act and with whom to interact in difficult situations.
Additionally, you can ask him to describe his entire experience of interacting with the company, which he received at different stages, from reading the vacancy to registration and the first days of work: it is always useful to look at the company with new eyes.

Some final important tips
Periodically check what HR conveys to candidates about your company - for example, what features and advantages it highlights and how it talks about them.
If an employee is struggling with something, make time for them. You can even sit down and work with them for a while: see what kind of people they look at, why they might reject a candidate, what they pay attention to, and what managers pay attention to when reviewing resumes.