Realistic68
Hr Professional
Blue Eyes
Student
Md Meraj
Hr Business Partner
+1 Other

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Dear All
While assessing a candidate, we look for a number of attributes / characteristics during our Recruitment & Selection Process. In my opinion technical knowledge of the candidate couldn't be ignored but the most important areas to be focussed are:
1- Behaviour / Attitude of the candidate
2- Mindset......
3- Commitment with the organization (whether he'll remain there or not)
4- Sincerity & Faithfullness
5- Sense of Responsibility

Probably, the best way is to inculcate the psychological test or interview of the candidate but "what to ask in that interview" or "how to prepare that psychological test" to assess all these and other characteristics of the candidate is a great challenge for HR Professionals.
If we are able to design such test and interviews (questions, testing all these) then a lot many problems of our could be solved.
I would request you all to share your comments and formats of the same, if any one of you have designed the formats.
Regards
Khalid

Dear All
These are very important areas and shouldn't be overlooked because education or technical knowledge of personnel could be improved through a lot many sources but its very difficult to develop in real, the sense of resposibility, Commitment, Positive Attitude and mindset...etc.
So please do think about these and share your comments and techniques to achieve this all as well.
Regards
Khalid

Hi……..
You can put a Scenario in front of his/her, related to job position for which you are taking interview……
For example: you can ask to candidate what will be your responsibilities when a labor is injured in your company as a HR Executive/Manager….
His/her answer shows behavior, commitment with the organization and the most and important thing his/her responsibilities as a HR Executive/Manager which he/she has set in his mind…..
I think it could be one thing through which you can judge.
Regards,
Saba

Hi Khalid,
I agree with you to a very limited extent.
The accuracy of PTs to predict the behavior/ Attitude of an applicant has always been under red. Also there is always a lot which can be manipulated in the questions which are posed in such tests.
Ability to predict and map a person's soft config comes from the experience of the recruiter. He simply has to be smarter than the interviewee and frame his questions so as to bring out the real personality of him.
If you want to try out PTs, there are a lot number of them available in market. You can approach any of the consultant's window.
Developing it inhouse will be a time taking task. As you'll have to map the desired competencies for each position and frame question to check the same. Again, I do not guaranty very enthusiastic results. You'll have to test it and re-test it on a control group.
Meraj

Hi.....Dear

Well you could be right to an extent as interviewee could be smarter enough to attempt the test in such a way that one couldn't ever judge the exact mindset or nature of the personnel.

For this definately, the interviewer has to be experienced in face reading (should read from the expressions) reading the body language of the candidate and asking the questions so as to assess the candidates personality and other areas. It was also truly said that we must put him in some kind of situation but probably we can't assess each and everything by putting him in such sort of situations.

Again its not very easy to have expertise in all these areas while reading all of that which is there in the mind of the interviewee. and knowing exactly whether he is speaking true or lie.

I want to discuss these to have full command over these, so could you identify some of the sources through which these all skills could be strengthened???. Also if some one has designed structured interview of such nature then please do share the sample of the same as well.

Regards

Khalid

Hi

I read some opinion in this topic. I agree with some but I recommend that we can find out some articles at citehr.com by searching.
This link below can show more info, you can find them at:
<link no longer exists - removed>

Rgs

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