Apart from the job profile, the personal parameters that have to be sought before hiring a candidate are sincerity and honesty. If you can assess these personal qualities in a candidate, it could lead to the best hiring decision you will make.
Ahtesham Shaikh
HR Executive
AAS Option
From India, Mumbai
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Ahtesham Shaikh
HR Executive
AAS Option
From India, Mumbai
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Hi Archna,
I agree with you that these two qualities are very important. But do you have any parameters to judge these two qualities? If I'm a candidate and I know that the recruiter will be looking for honesty and sincerity, I may put on that kind of personality to get selected. But what after that? It would be a good topic for discussion.
Cheers,
Antesham
From India, Delhi
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115I agree with you that these two qualities are very important. But do you have any parameters to judge these two qualities? If I'm a candidate and I know that the recruiter will be looking for honesty and sincerity, I may put on that kind of personality to get selected. But what after that? It would be a good topic for discussion.
Cheers,
Antesham
From India, Delhi
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Hi All If you are hiring then hire for ATTITUDE normally indian IT companies are hiring left & right for SKILLS and soon they fire them for ATTITUDE. Rgrds Vinay 9866254387
From India, Hyderabad
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From India, Hyderabad
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Hi Vinay,
Bang on target, it's ATTITUDE that makes or breaks. However, how do you judge it at the hiring stage? The loopholes left in judging the right attitude at the time of hiring go a long way, leaving bitter experiences of wrong choices for everyone to suffer in the bargain. The problem is, what's the foolproof way of ensuring the hiring of the right attitude? In the service industry, there is typically high pressure for recruitments. However, if there is any way out, I would certainly be more than happy to understand and practice.
Regards,
Priya
From India, Mumbai
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Bang on target, it's ATTITUDE that makes or breaks. However, how do you judge it at the hiring stage? The loopholes left in judging the right attitude at the time of hiring go a long way, leaving bitter experiences of wrong choices for everyone to suffer in the bargain. The problem is, what's the foolproof way of ensuring the hiring of the right attitude? In the service industry, there is typically high pressure for recruitments. However, if there is any way out, I would certainly be more than happy to understand and practice.
Regards,
Priya
From India, Mumbai
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Hi Priya,
We can go for Behavioral and competency-based interviews, check his past performance, and ask questions in-depth. I'm sure you can find and judge the ATTITUDE of the interviewee. I am sure that by conducting in-depth interviews, you can find this.
Regards,
Vinay
From India, Hyderabad
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We can go for Behavioral and competency-based interviews, check his past performance, and ask questions in-depth. I'm sure you can find and judge the ATTITUDE of the interviewee. I am sure that by conducting in-depth interviews, you can find this.
Regards,
Vinay
From India, Hyderabad
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Hi, yes, it's indeed bang on the target. In Marathi, there is a saying, 'vyakti titkya prakruti', which means "as many humans, those many attitudes"; simply put, every human has a unique attitude or way of seeing things.
Behavioral interviews do help in judging a person, especially scenario-based questions are useful, but these techniques have their own limits. We have to practice, experience, and learn to get the most out of these techniques.
Today, almost everyone is aware that they are tested for attitude, so you will not always get the true result. I will shortly share some good behavior-based information with you.
Rakhi
From India, Pune
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Behavioral interviews do help in judging a person, especially scenario-based questions are useful, but these techniques have their own limits. We have to practice, experience, and learn to get the most out of these techniques.
Today, almost everyone is aware that they are tested for attitude, so you will not always get the true result. I will shortly share some good behavior-based information with you.
Rakhi
From India, Pune
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Hi Team,
I am not a hardcore HR professional yet, but I have been involved in hiring. I don't want to come across as a big-mouth among you seniors, but I believe I may have a point worth pitching in. Being a creative person, I decided to challenge some norms of an interview to assess the attitude and long-term commitment of the candidates to the company.
For the shortlisted candidates, I asked them:
- Why did they join their previous company?
- Why do they intend to leave it now?
Some employees answered professionally, while others were tempted to speak positively or negatively about their previous organization. Based on the two answers above and with the help of some experienced seniors, we were able to discern the parameters the candidate sets for their success or failure. How many conditions do they impose on their success, such as "I can do it if you do this for me"? An achiever or a drifter can be identified through intelligent and diligent analysis!
Regards,
Parichay Dewan
From India, Mumbai
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I am not a hardcore HR professional yet, but I have been involved in hiring. I don't want to come across as a big-mouth among you seniors, but I believe I may have a point worth pitching in. Being a creative person, I decided to challenge some norms of an interview to assess the attitude and long-term commitment of the candidates to the company.
For the shortlisted candidates, I asked them:
- Why did they join their previous company?
- Why do they intend to leave it now?
Some employees answered professionally, while others were tempted to speak positively or negatively about their previous organization. Based on the two answers above and with the help of some experienced seniors, we were able to discern the parameters the candidate sets for their success or failure. How many conditions do they impose on their success, such as "I can do it if you do this for me"? An achiever or a drifter can be identified through intelligent and diligent analysis!
Regards,
Parichay Dewan
From India, Mumbai
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Innovative HR Practices-.doc