Judging Interviewee's Attitude In An Interview

Dear Friends,
I would like to know how to judge an individual's attitude and learning ability in an interview being an interviewer. Expecting favourable replies at the earliest.

Dear login_chandru,
The aptitude and the attitude of an employee can be certainly judged.
Depending on the kind of grade for interview this can be decided.
There is a theory known as Ice Berg Theory which states only 10% of candidate/employee is seen in the life by the company in form of knowledge, skills, intelligence. While rest is hidden beneath the water which has to be explored.
Now the same theory applies when we are evaluating the interviewee.
One of the method which we can follow is we can put him in certain situation and ask him to give solution based on his understanding.
There are personal attributes which will automatically come out of the solution.
I hope this will help us to get a little insight.

As a practising Clinical Psychologist i will not recomment aptitude as it has nothing to do with behaviour. Attitude is also not very useful as u want personality traits.But you may use combination of personality test, EQ Test & a Projective technique (used by a trained psychologist) & very simple observe him.
Regards,
Amruta

Dear Sam / Amruta,
Thanks for your valuable suggestions.
Dear All
Situation - A candidate has plans for doing his higher studies in overseas or any other plans for his future in the long / short term and he/she conceals the same from the interviewer inspite of being questioned about his/her future plans. The candidate is recruited on his personality traits but he/she leaves the company within a month's time as he/she had got opportunities for higher studies in overseas.
Now the question is "how to pull out one's idea about his/her future plans in an interview and to have an idea about his stability interms of tenure in the company". Please guide me on this with your experience and expertise.

Hello,

I believe it is gauged by taming the art of interviewing.

By doing a Chronological Interview (i.e by getting into college years and finding more about each and ever phase of the candidates career choices from there) - but make sure - you stick only to the "Career Choices". Never have a appearance on your face if something wierd happened in between (i.e dont react). Just act liek like - that would be the most normal thing that could happen - in this way, you get to know more.

I would start by "Would you please give me a brief rundown on your college years, particularly events that might have affected later career decisions"

I would also ask them their expectations from each job, the responsibilities, and accountabilities, what they found upon entering the job, major challenges, strengths and weak, and particularly teh circumnstances in which they left each job.

This will help you gauge more on how the person racted to certain phases in his life, and how he managed the growth path.

And about future plans:

1. What are you looking for in your next job.

2. How does this opportunity square with your ideal position? What do you view as opportunities and advantages as well as risks and disadvantages in joining us?

Hi Login Chandru,

I support Sam Dave's thoughts. What he is trying to explain is that if you need to check the person's attitude in addition to his knowledge you need to conduct in addition to BEI ((Behavioral Interviewing Questions) wherein you raise some hypothetical + some real questions to understand his behavior in past similar situations) you add some questions to check his knowledge and skills.

You can give a search on this site & get lot of Interviewing questions to start as a base, & top it up later with your creativity:p

Hey ,
There are certain Psychometric Tools which gives the report of the list of attitudes of people.
which will answer what drives and motivates person in his life.
Attitude is is the person's values which he has developed through experiences.
to know attitudes of the job incumbents is really essential as it will make us understand that what kicks him to accomplish success.
Infact, You can do certifiacation in that.
after certification you will able to understand the attitude ad values of the person and become eligible and authoritative to analyse and de brief the reports of the assessee.
You want any further info can contact me thru [Login to view]

In connection with login_chandru's question, I would like to ask for what level of employees should a psychometric test be conducted? Should it be conducted for junior level clerical staff also? Do you think a Behavorial interview test or a personality test would be helpful for somebody like, say a B.com fresher applying for a post in the accounts dept?

Its as rightly said by Mr Sam, the candidate can be interviewed more on Behavioural pattern, wherein he is put to real situation where his reaction to be noted.
His reaction purports the behaviour in his work, and even he pretends, his action will determine the outcome.
kb

Dear Participants,
Thanks for giving a consideration for this discussion and for your valuable inputs.
Dear All,
Perataining to above discussions, In today's scenario candidates are smart enough to conceal certain information relating to his/her higher studies, ideas of relocating to his own native, plans to start his own business, Just to gain experience and such other critical information relating to tenure of him/her in the company, inspite of interviewer's subtle efforts to pull out such information from him/her.
Now my question is friends, "how to know that a candidate is intending not to stay in the organization for long, but makes a strong impression that he wouldn't leave the company within a short span, in the interview?". Please suggest and guide me on the same.