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Thread Started by #Bulla Kranthi Kumar

Hi All, Kindly suggest me how can I judge candidate attitude while I am taking interview to the candidate. Regards, Kranthi Kumar.B 9399931460
15th August 2009 From India, Hyderabad
hello mr. kranthi...........
you can prepare a quetionair for the that you have in writen to record the same...which include both attitude and will also find many quetionair on net......
15th August 2009 From India, Vadodara
giving role playssss or some case study or situations can also help you out to judge the attitude of the candidate.
16th August 2009 From India, Delhi
Refer the following website. You will get what you need.
CV Writing
16th August 2009 From India, Madras
Dear Kranthi,
You need to conduct Competency Based Interview ( Behaviour based). Ask questions based on his past condcut while in job, record entire answers as a script without even editing a single word.Once you finish go through the script and you can judge what is is competency and decide whether the same is suited for your position
17th August 2009 From India, Ernakulam
I am a software developer, in the process of developing a software to which would ask questions according to the competenies defined by you for that position ( of course random questions from a question bank for that competency and rate the candidate ) this can be done offine or online too. This process will automate stage 1 of the interview process.
17th August 2009
Nope. I would also request you to say NO to the standardized formats if anyone proposes to offer you one.
Aptitude - you may want to prepare tests based on the core requirements of the company.
Attitude - the gauging differs from person to person. Try probing more into the person's interests and way of looking at issues at work. how he addresses team issues, how has he handled a change in way of working suggested by the Mgmnt. Was he against it or for it?
Always remember to put the question across in such a way that the person does not feel bad to give the real answer.

17th August 2009 From India, Madras
Dear Kranthi
Attitude is a behavioural component. Many companies take attitudnal test. However, ther are some who can modify the test. Though one interaction is difficult to judge the attitude of a person. Few companies do take long lenght interivew also known as stress interviews. But ofcourse this happens mostly on the third or the second round of interivew.
Sonali Wagle

17th August 2009 From India, Thana
Dear Kranthi Kumar
It is not so easy to assess the correct attitude of an individual in an intervew. Obtaining the feed back of an individual is something useful to assess the attitude. However, during the process of interview, attitude can be judged to some extent by ascertaining the following infrmation from the candidate:
1.Back ground of the indiividual
2. Educational qualifications possessed and the subjects studied and courses interested
3. Relationships with family and friends, relatives, collegues, and other co-professionals
4. Ideas, concepts, hobbies, interests, likings and dislikings, of the individual
5. Observation of the way of talking, communication capability, expression of views, pronounciation, Takativeness, transparency in expressing facts and figures, and social and political awareness of the individual.
Suri Babu Komakula
17th August 2009 From India, Vijayawada
You also can judge the attitude by watching her/his eye contact, body language, tone of voice and postures.
17th August 2009 From Egypt
i have some doubt like if somebody is laughing while asking question... what it does mean and is any concern with Attitude.
17th August 2009 From India, Mumbai
Dear Kranthi,
The simplest way is to look at the interviewee's body language.
Are they:
a) Sitting up straight or relaxed in chair
b) Arms crossed or open
c) Hands clasped together
d) Legs crossed or together on floor
e) Looking at you straight on or eyes wandering in the room
(Search internet on "Body Language Explained"
After interview look at using:
a) MSCEIT Emotional Intelligence which measures person's attitude to situations, faces, events, etc.
b) Thomas DiSC which looks at how the person sees themselves and their perception of how they are seen by other people
Robert Launer
EQ Assessment and Development
Learning Propensity Assessment Device (LPAD) Administrator and Development
Methods-Time Management Facilitator
17th August 2009
For interviews, softskills are important rather than Hardskills(Education), Concentrate more in Softskills like Communication, Optimistic , Attitiude , Selfconfidence and energy level, Also presence of Mind.
Nelson Richard Kumar.S
17th August 2009 From India, Bangalore
Dear Kranthi,
The various methods by which you can guage the attitude are as follows :
i) Knowing about the individual through his resume, past experience, extra curricular activities, contacting his school, college, earlier organisation where he worked.
ii) Giving case studies for him to react and evaluate it
iii) Having a Psychologist and Body language expert in the interview panel and try to find out the non-verbal part of him and attitudinal response of the individual
iv) Subject the individual to stress test and see how he behaves
Wishing you all the best
17th August 2009 From India, Mangaluru
Dear Sir,
i think i am not that much experienced to suggest you, but from my knowledge and experience i am saying treat friendly with the candidate during the interview so you can easily catch the attitude of the candidate.
17th August 2009 From India, Mumbai
It's irony that through out your academic / student life our focus remains on gaining knowledge and only knowledge.............and we are tested on knowledge that we accumulate ...........however as we enter the professional field everyone wants to judge us on the parameters of Attitude, aptitude, behavior etc. etc on which we have devoted the least time............
17th August 2009 From India, Delhi
Very good reply Mr. Jogesh. I totally accept your view. It's not that only back ground verification alone can say that a candidate's attitude will be good.
Even people from small companies (whom the super MNC's give brand names as FAKE because they don't have the PF no. / Bank Account), tha candidate might have the knowledge and potential to contribute in a good way for the organization once if he is given an opportunity...
My request to all MNC companies, Please see only the technical skills, Educational qulifications and communitacion sills of the candidate and if found fitting, please give those candidates an oportunity to work with MNC's...

17th August 2009 From India, Madras
Ask open ended questions like:
1. What is the most difficult challenge you have faced in life. thereafter ask probing question on it to understand how did person resolve the challenge etc.
2. What is the decision that you regret.
3. What is the biggest achievement of your life.
4. if given a chance what would be one thing that you would change in past.
Put across different situations to candidate specific to different things that you want to judge like loyalty, Integrity, People orientation
17th August 2009 From India, Mumbai
1. Interogative questions
2. Less technical questions and more interpersonal ones
3. Make the interview process a bit lengthier. But I dont mean stretched interview.
4. Check on body language
5. Unspoken gestures while they answer some sensitve questions
6. Check on the level of confidence
7. Communication Skills (the usage of words and the way of conveying a particular message)
17th August 2009 From India, Bangalore
Dear Kranthi,
It is possible to find out the attitude of a candidate by a procedure called behavioural or competency based interviewing. I am a trained trainer on this topic and could conduct a training program for your organization. It is an elaborate process which is extremely structured and objective but cannot be described or learnt from emails. This is a process that has been in use in the US for nearly 30 yrs but for some inexplicable reasons is only just raising its head in India. If anyone is interested I can be contacted at
17th August 2009 From India, Bangalore
:icon1:Good Day
Begin by looking at the appearance of the individual that is being interviewed. Did he/she take time to dress properly:?: Do they project a positive professional image of themselves? How is their personal hygene:?: Washed hair, showered:?: Brushed teeth:?: I know that this sounds strange but the best indicator of future performance is past performance. If they do not care about preparing themselves for the interview there is a good chance that they will not care about preparing themselves for work. :huh:
:icon1: Prior to the interview prepare a list of behavioral questions that will require the candidate to think. Use open ended questions.
Measuring attitude is subjective. Good luck
Dr. Marc
PS 63:7 :grin:
17th August 2009 From United States, Calhoun
Its not required a language to communicate the Attitude, this's embedded in day to day activity of the person through how how act and its reflection of his mind. You can read his mind by observing expresion, mannerism, voice tone.
Shreenivasa k m
18th August 2009 From India, Madras
Its better for you, NOT to take the interviews for a while. I would suggest you to sit or observe the interviewers for a while and learn some thing from them. You can not justify the persons attitude or his behavioural component by taking the inputs or suggestions through this community in a mater of 20 - 30 min discussion. Start doing the interview when you are confident on what you're asking and how much that you've understood based on up on that discussions. If you are finally concluding that you have had given more comfortness and confidence to the candidate and if you did a right justice to your employer by hiring a perfect hire will give more experience to hire a resource Not an attitude personality. It always depends up on the way we are interviewing the people. I hope you'll not mind my words take it in a positive manner and be best HR Person. Wish you good luck.
Best Regards,
Suresh Kovvuri.
18th August 2009 From India
Dear Sir Being A MBA student i often Search for different articles here is one of them related to your query How to Choose the Right Job Candidate
18th August 2009 From India, Bhubaneswar

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Dear all, You may design psychology based questioner. In my earlier company it was designed by one reputed mumbai based organisation and it is very effective. Regards KP Das
18th August 2009 From India, Mumbai
Dear Kranti,
The interview depends on the nature of post , it's role,responsibility,suitability.Accordingly a questionare can be made by putting all the points related to company requirement.Whether the post is for a short term & for a long term.All this counts while preparing the questionare.
I feel many valuable points can be get through internet.Go for it
18th August 2009 From India, Bhubaneswar
Good Question?
My view is having framed your own question to judge attitude and aptitude based on the experience u have for the company and the post for which interview is conducted.
talk about his liking and dislike s,reasons for the past decisions.etc. to know more about personality.
Your way of taking and time given to post a question does bring out much more from the candidate.
u should be vigilant and judge his/her body language.
sangla lko.
19th August 2009 From India, New Delhi
as per income tax act if a company wants deduction for bonus provision, the company must make the ACTUAL pay that bonus before 30-9 i.e before filling income tax return. now my question to you is if a company issues cheque to employees for bonus payment in sept e.g 15-9 dated but payment of this cheque in bank statement comes in october say on 10-10-09 when the employees deposit the cheques. now whether this payment should be disallowed in next return?
20th August 2009 From India, Vadodara
Firstly , you shall prepare a job related questionaire , if the candidate fare well in the first test, then a general logic questionaire to be given for testing the apptitude of the candidate. finally be verbal few general talk we can get to know at least 60 to 70% of the candidates aptitude.
by bvishy
22nd August 2009 From India, Delhi
Hi kranthi
Being a director of Placement consultancy i would like to suggest you few parameter.
1) Ask candidate to define himself.
2) Notice the attitude,confidence(speak this things in any of the language)
3) How candidate sit in front of u that is one more important things.
4) Ask few questions from his bio data(especially hobbies)
5) judge whether he able to do answering via eye to eye contact or not.
6) Ask him some field related questions.
7)then give him points by following table
Personality Attitude Self Confidence Technical Knowledge Affirmativeness
__/10 __/10
23rd August 2009 From India, Vadodara
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