How Sholud I Judge The Attitude Of A Candidate?

Dear Mr.Dinesh,
I am agree with you. But still I feel that the said questionnaire will be helpful to the members who cannot attend the said training proggramme.

Dear All Friends,
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Asst.Manager H.R.Dept

Hi Sirisha,

First of all you need to specifically term the attitude in two - behavioural attitude as well as job attitude.

Behavioural would go with the body language, candidates ability to help others, how does the candidate think about a particular person, how would the candidate treat a particular person etc.. for eg - you need to keep a watch on how the candidate behaves at reception, was he egoistic or he was friendly? that will give you his personality as to whether he is positive or he is kind a bit to himself and adding to that as Mr B. Saikumar quoted some simple helping examples and see his reaction.

Job attitude would go with the candidate's willful acceptance towards any given job or specifically he only wants to do what he wants to. like for eg. Say the candidate has been called for a HR role but what if you tell the candidate that apart from HR you would also be required to handle customer care or administration if necessary or possible. What would be the reaction? Either the candidate would say directly no - if thats the case then there's no point inhiring that kind of candidate since there can be senario when we might have to manage some odd jobs too. Some may say i have no exp but def i can try - that gives a positive attitude.

Give some senarios and ask the candidate to give a little brief discussion on the same and then review. Make the candidate sit a little time there and watch the attitude.

This are very little things and cannot be confirmed as perfect since in today's world everybody has the acting skills. You can only try testing them.

Dear Siri,
Psychometric Assessment will be very much helpful tool in analyzing personality, Behavior, Attitude, Interest, Ability etc. of a person.
For assistance contact us..
Thanks
Reetesh
9650040777

Hi Sirisha
I work as a Manager and I do take interviews for recruiting people for my dept. I am from Corporate Sales back ground.
Its crucial to check the attitude of a candidate and I give maximum importance to it.To judge the attitude of a candidate I pose some challenging questions like --
1) Though Saturdays are holidays for us -- but sometimes we work on Saturdays also if deadline is not met -- are you OK with it ?
2) This job requires lot of travelling unlike your past job ( look for candidates reaction).
3) We have weekly targets to be met for that we may sometime require to work extra hours.
Like wise you can think of Ques as per the Job openings . Please list out the possible questions and discuss with your manager ( seniors) .
I guess my tips will be of some use for you
Thanks
Sanjeev

Hi,
Please any one of u can give the MoU content between a consulting firm and a person who got a job has to pay some commision from his salary.Pls respond ASAP

Dear Friends & My Seniors
Can any one help me on this case what is Stress Permissible Level will be
what could be the Maximum level of Stress ?

As to my concern we have to analyse the candidate from his/her entry in to the interview, wher he will be reached exactly, or in case any prob on his arrival, hw did they informed whether previous day or without informing too. then once we start at the interview we consider their answering method, now a days we are in to the different culture, where there is no boss and subordinates hierarchy formed in work place, ppl are frnds working together in day to day basis. there we should consider candidates mannerism, though we have not expected obedient somewhat we expect professional behavior, even though he delivered extraordinary performance in other rounds. we must been look his attitude and behavior of his potential. because without those we can not have him in successful place in an organisation.

Hi Sirisha,
When conducting Interview, you should observe the candidate's behavior from the beginning that is how is he/she entering into the room, was he/she humble and take the step ahead to greet people, sitting posture etc
When you start interacting with him/her, look at in his/her eyes and be a good listener...... you may find it difficult to guage a person in the initial stages but the time passes by i am sure you would get this trick of understanding people's behavior which is very much required in our profession.......
Put up questions mostly on "How" part rather "What" and when you ask these type of questions the candidate needs to give the detailed answer as to how did he/she achieved the set milestone and try as much as possible deep dive into it to know more and more details by which you shall be able to know whether the candidate is a team member, gel with people, customer centric, result oriented, etc etc
Hope this will help you to some extent.......

a nice discussion.
sure all these skills comes with exp. only. if you hire an exp. person and looking for a long term resource then check on his past stay with previous companies. if he left past jobs after a short interval then he is a job hopper again subject to the situations made him leave the org. but no one tells true story behind leaving the org. so we need to be careful enough to gauge that. we can deep dive more n more to see the patience in person. few people get irritated too often and start confusing themselves and others too....
Thanks all for your inputs. I m sure it would help new recruiters..