As HR people, we will have to interview lots of candidates for various positions. Some are lower level and some are higher level. In my country, still, vision is not a popular term. Only who have participated to carrier development / personal development programs know about “life visions”. For most people, there are no specific goals or a vision. Sometimes they may have, but they don’t know what they have in their mind is a “vision”.



While interviewing a candidate, most interviewers ask this traditional question. In recruitment, I believe that the interviewing questions also should be weighted. Some questions may not have a certain weight to the core. Some questions are really crucial (sometimes according to the company policy etc)



If a candidate is de-valued by the less-weighted questions, it is a major recruitment matter. True, we can’t implement a national policy for recruitment and selection. But in organizations, there should be a logical path way to select a best person to the position. If HR Manager takes decisions based on these less-valued questions, organization will definitely loss good candidates.



Here there are lots of freshers’, who have entered to HRM field. Think about what I have mentioned and build your own interviewing questionnaire. That will guide to recruit the best person, to the best place at the best time.



(Written based on a real incident)