Hi,
I am Ms. Poonam, an HR Executive at Medtronic in India, a multinational corporation. I am looking for an interest inventory for the recruitment process. I am facing a problem where selected candidates are not joining the organization. To address this issue, I need to understand their interest in joining the company. Can anyone suggest a tool or interest test that can be utilized for this purpose? This is urgent.
Please email me at poonam.karkhanis@medtronic.
Regards,
Poonam
From India, Mumbai
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I am Ms. Poonam, an HR Executive at Medtronic in India, a multinational corporation. I am looking for an interest inventory for the recruitment process. I am facing a problem where selected candidates are not joining the organization. To address this issue, I need to understand their interest in joining the company. Can anyone suggest a tool or interest test that can be utilized for this purpose? This is urgent.
Please email me at poonam.karkhanis@medtronic.
Regards,
Poonam
From India, Mumbai
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Hi Everybody,
There is no method to detect the interest of a candidate if he got another offer after your interview or else has alternate options he may prefer. This does not require any psychometric test (interest inventory) because this is a matter of common sense. According to your logic, all police stations in India should have provision for psychometric tests (interest inventory) in order to reduce the crime rate and prevent bomb blasts.
Regards,
Sawant
From Saudi Arabia
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13There is no method to detect the interest of a candidate if he got another offer after your interview or else has alternate options he may prefer. This does not require any psychometric test (interest inventory) because this is a matter of common sense. According to your logic, all police stations in India should have provision for psychometric tests (interest inventory) in order to reduce the crime rate and prevent bomb blasts.
Regards,
Sawant
From Saudi Arabia
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Hi i recently sourced this PDF from the Internet, pls make use of this;though i have not tested extensively. Regards Venkat
From India, Noida
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From India, Noida
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Hi all,
My experience is that you can motivate a candidate to join a particular organization or take a certain job, but he isn't going to take it just because you think he's the best candidate for the job. You'll want to "sell" the job and the company to him. If you have the right tools and techniques, it's fairly easy to do.
What I use is an attitude-based interview and/or an online survey that measures a person's work strategy and motivation. It basically gives you insight into how a person works and what he likes to do at work. It gives me insight into how to (ethically) convince a candidate to choose a particular job or company.
If you're interested and ready to improve your success rate, let me know: christophe.geerkens@gmail.com
Best regards, Christophe Recruitment trainer, HR consultant, Influence-trainer
From Belgium, Hasselt
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My experience is that you can motivate a candidate to join a particular organization or take a certain job, but he isn't going to take it just because you think he's the best candidate for the job. You'll want to "sell" the job and the company to him. If you have the right tools and techniques, it's fairly easy to do.
What I use is an attitude-based interview and/or an online survey that measures a person's work strategy and motivation. It basically gives you insight into how a person works and what he likes to do at work. It gives me insight into how to (ethically) convince a candidate to choose a particular job or company.
If you're interested and ready to improve your success rate, let me know: christophe.geerkens@gmail.com
Best regards, Christophe Recruitment trainer, HR consultant, Influence-trainer
From Belgium, Hasselt
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Hi all,
There is no test to understand the likes and dislikes of a person, and appointing anyone based on their whims and fancies would not be the right way to find the right person for the right position. These tests reveal one's characteristics and personality traits to some extent, aiding in understanding the individual.
Madhusudan
Head-Corp Training and Development
Consultant - Trainer
From India, Mumbai
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There is no test to understand the likes and dislikes of a person, and appointing anyone based on their whims and fancies would not be the right way to find the right person for the right position. These tests reveal one's characteristics and personality traits to some extent, aiding in understanding the individual.
Madhusudan
Head-Corp Training and Development
Consultant - Trainer
From India, Mumbai
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Hi,
The tests conducted during the interview process are individual-specific. I do not think with the help of a psychometric test we can determine the interests of the candidate. We need to understand why people do not join after the offer is made. Most of the time, candidates tend to inquire about the organizations from which they receive offers through friends and relatives. They may not know anything about your company.
From India, Hyderabad
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The tests conducted during the interview process are individual-specific. I do not think with the help of a psychometric test we can determine the interests of the candidate. We need to understand why people do not join after the offer is made. Most of the time, candidates tend to inquire about the organizations from which they receive offers through friends and relatives. They may not know anything about your company.
From India, Hyderabad
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Hi everybody,
In my opinion, one of the instruments to find out about the future plans of a new employee is "The Dream Statement." In this instrument, first of all, the employee shares information regarding his/her background, strengths/weaknesses, and ultimately why he has joined the organization and what his dreams are in life. This way, the employee shares his views about his future plans. Although it is very tough to get direct feedback on whether he/she is going to remain with the organization in the years to come, I have been using this with new employees and have found that this information comes up in this instrument.
With regards,
Om
From India, Lucknow
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In my opinion, one of the instruments to find out about the future plans of a new employee is "The Dream Statement." In this instrument, first of all, the employee shares information regarding his/her background, strengths/weaknesses, and ultimately why he has joined the organization and what his dreams are in life. This way, the employee shares his views about his future plans. Although it is very tough to get direct feedback on whether he/she is going to remain with the organization in the years to come, I have been using this with new employees and have found that this information comes up in this instrument.
With regards,
Om
From India, Lucknow
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Hi Christophe I am interested in your "attitude-based interview and/or an online survey that measures a person’s work strategy ". Would you please mind sharing the same. Thanks Petula
From India, Mumbai
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From India, Mumbai
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Hi,
It depends on a few things:
1. Why a person is changing jobs - money, designation, family, etc.
2. Reputation of the company.
3. In the interview, how we are representing our organization, our policies, work culture, benefits, etc.
If we focus on the points above, we may get some idea.
From India, Coimbatore
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It depends on a few things:
1. Why a person is changing jobs - money, designation, family, etc.
2. Reputation of the company.
3. In the interview, how we are representing our organization, our policies, work culture, benefits, etc.
If we focus on the points above, we may get some idea.
From India, Coimbatore
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Dear,
I have one such tool which can help you to understand the psychology of an individual. It will also help in understanding the overall orientation of the individual, his likes & dislikes, and his suitability to the job, etc. But using this tool requires some training and study of psychology to understand this tool well in order to make the best suitable use of the same while hiring.
Regards,
AS
From India, Rohtak
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I have one such tool which can help you to understand the psychology of an individual. It will also help in understanding the overall orientation of the individual, his likes & dislikes, and his suitability to the job, etc. But using this tool requires some training and study of psychology to understand this tool well in order to make the best suitable use of the same while hiring.
Regards,
AS
From India, Rohtak
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My Dear HR folks...
I am in urgent need of a psychometric test to be introduced in my organization. I need urgent help to find a suitable one for an IT company. PLEASE HELP ME IF YOU HAVE... BY GIVING ME A LINK OR ATTACHING A TEST...
Need this urgently... Please help
From India, Delhi
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I am in urgent need of a psychometric test to be introduced in my organization. I need urgent help to find a suitable one for an IT company. PLEASE HELP ME IF YOU HAVE... BY GIVING ME A LINK OR ATTACHING A TEST...
Need this urgently... Please help
From India, Delhi
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Dear All,
There is no exclusive test or method that can ensure a candidate will join the organization. Based on my understanding and experience in this field, we, as an HR/Manpower Consultancy, often fail to take care of the recruitment process properly. Please try to follow the below-mentioned points; I am sure they will help you.
1. Get the job requirements, which should include the Job Description (JD), Salary, and Career Path for at least the next two levels.
2. Identify some key factors of the company that can help you convince the candidate.
3. Furthermore, always consider that you are not just offering a job but a career. You should be able to analyze the candidate's capabilities and be in a position to determine whether the job will lead to a career growth or merely provide monetary benefits. It is better to choose a job that offers a career path.
4. The preliminary round of interviews is crucial. If a candidate is unwilling to attend the interview or starts providing reasons why they cannot come, it clearly indicates lack of interest or dissatisfaction with the explanation provided.
5. There is no point in forcing a candidate to attend the interview. You have to convince them by explaining the positives and negatives of the job.
I hope this advice proves helpful.
Manikandan
9677209800
Email: manikandan@vyuhum.com
From India, Madras
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There is no exclusive test or method that can ensure a candidate will join the organization. Based on my understanding and experience in this field, we, as an HR/Manpower Consultancy, often fail to take care of the recruitment process properly. Please try to follow the below-mentioned points; I am sure they will help you.
1. Get the job requirements, which should include the Job Description (JD), Salary, and Career Path for at least the next two levels.
2. Identify some key factors of the company that can help you convince the candidate.
3. Furthermore, always consider that you are not just offering a job but a career. You should be able to analyze the candidate's capabilities and be in a position to determine whether the job will lead to a career growth or merely provide monetary benefits. It is better to choose a job that offers a career path.
4. The preliminary round of interviews is crucial. If a candidate is unwilling to attend the interview or starts providing reasons why they cannot come, it clearly indicates lack of interest or dissatisfaction with the explanation provided.
5. There is no point in forcing a candidate to attend the interview. You have to convince them by explaining the positives and negatives of the job.
I hope this advice proves helpful.
Manikandan
9677209800
Email: manikandan@vyuhum.com
From India, Madras
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Dear Mani,
I would recommend you to check with Lifo consultant, link given below. I had received a lot of valuable advice and solutions for recruitment tools. I guess they will provide a solution to your industry as well.
[https://www.lifeorientations.com/public-zone/lifo-area/background-page-1.aspx](https://www.lifeorientations.com/public-zone/lifo-area/background-page-1.aspx)
With all my best regards,
RG
From United Arab Emirates, Dubai
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I would recommend you to check with Lifo consultant, link given below. I had received a lot of valuable advice and solutions for recruitment tools. I guess they will provide a solution to your industry as well.
[https://www.lifeorientations.com/public-zone/lifo-area/background-page-1.aspx](https://www.lifeorientations.com/public-zone/lifo-area/background-page-1.aspx)
With all my best regards,
RG
From United Arab Emirates, Dubai
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Hi,
You may try the following -
1. Holland's Interest Inventory. The assumption of Holland's model is that "People with a particular interest are likely to perform well in certain jobs."
2. Thomas Interest Profiling
3. MAPP - Motivational Appraisal of Personal Potential, and so on.
But, you need to buy these tests for your company. Today, what is happening in the market is that many times the candidates are forced (pressure of getting a job, offers made by companies despite knowing the interest of a person, nexus of education institutions, etc.) to get into a job, which is very different from their interest. If possible, offer them a job only if their interest, personality, skills match with the profile.
Regards,
Divya
From India, Bangalore
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You may try the following -
1. Holland's Interest Inventory. The assumption of Holland's model is that "People with a particular interest are likely to perform well in certain jobs."
2. Thomas Interest Profiling
3. MAPP - Motivational Appraisal of Personal Potential, and so on.
But, you need to buy these tests for your company. Today, what is happening in the market is that many times the candidates are forced (pressure of getting a job, offers made by companies despite knowing the interest of a person, nexus of education institutions, etc.) to get into a job, which is very different from their interest. If possible, offer them a job only if their interest, personality, skills match with the profile.
Regards,
Divya
From India, Bangalore
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No psycho test will be helpful for this. Please check the company feedback in the market (this can be the reason for the same) and also try to understand the reason when any new joiner turns down your offer. Work on that feedback (it can be related to salary structure, hierarchy, or any other reason).
From India, Delhi
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From India, Delhi
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