Hello ullas.bosco,
First of all, pl mention what YOU mean & understand by 'attitude'. I am serious when asking this.
For example, one management person may think 'good' attitude is to listen & just do to what's being told to the employee--his/her definition of 'obedience'. While you or me could have a totally opposite view of this definition. For a low-level job profile, this 'attitude' could be an asset, but for a supervisory/managerial role, this could be a wrong expectation--and in some situations not desirable at all.
So first try to summarise what is it that your management wants/means--basically quantify in concrete terms.
Once you have this list/info, the next step would be to figure-out how to evaluate.
Though there are many tools to check-out the attitude of an employee, the basic checks really don't need their usage--unless the results are to be circulated to many levels before a hiring-decision is to be taken.
Pl note that in principle, there will never be 'right' or 'wrong' answers for such evaluation--only APPROPRIATE answers [appropriate to the situation under discussion/consideration].
For a rudimentary evaluation, you can take any day-to-day examples/situations to see how the person would respond. Like for example, you can ask him: while we are talking, your mobile rings, how do you respond? If the person says I have already switched off my mobile, that could indicate that he/she is systematic, anticipates problems/situations in advance & takes the present meeting seriously [not all do it mind you--they only put it in vibration mode]. There could be multiple answers--so you need to co-relate the answer to the the probable situation that could crop-up in the office if he joins & then check-out the appropriateness & then decide. Hope you get the point.
I have not used any tools for many of my attitude evaluation rounds--when one has ready-made tools all around us, why use something that's 'very approximate'--so to say?
At least that's my take on this.
Pl do wait for others to respond too.
Rgds,
TS