Hi all, I have been working for an animation company and have been asked by the management to assess the general attitude of a person during interviews. Could you please provide me with any case studies or questionnaires that can be used for this purpose?
Thank you.
From India, Madras
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1Thank you.
From India, Madras
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Hello ullas.bosco,
First of all, please mention what YOU mean and understand by 'attitude'. I am serious when asking this.
For example, one management person may think 'good' attitude is to listen and just do what's being told to the employee - his/her definition of 'obedience'. While you or I 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 summarize what it is 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.
Please 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. 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, and 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 correlate the answer to the probable situation that could crop up in the office if he joins and then check out the appropriateness and 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.
Please do wait for others to respond too.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
First of all, please mention what YOU mean and understand by 'attitude'. I am serious when asking this.
For example, one management person may think 'good' attitude is to listen and just do what's being told to the employee - his/her definition of 'obedience'. While you or I 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 summarize what it is 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.
Please 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. 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, and 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 correlate the answer to the probable situation that could crop up in the office if he joins and then check out the appropriateness and 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.
Please do wait for others to respond too.
Regards,
TS
From India, Hyderabad
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Interview Evaluation.doc