Hi!
Many companies are facing a problem where they conduct interviews with candidates and offer them a job, but the candidate declines the offer for various reasons. Companies see this as a waste of resources and want to determine if there is a tool available to understand the motivation or needs of a candidate. This would help organizations decide whether to proceed with the interview process.
I would like to know if there is a technique available for this purpose. If yes, what is it? Alternatively, can we use psychometric tests to understand the needs of potential candidates?
From India, Salai
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7Many companies are facing a problem where they conduct interviews with candidates and offer them a job, but the candidate declines the offer for various reasons. Companies see this as a waste of resources and want to determine if there is a tool available to understand the motivation or needs of a candidate. This would help organizations decide whether to proceed with the interview process.
I would like to know if there is a technique available for this purpose. If yes, what is it? Alternatively, can we use psychometric tests to understand the needs of potential candidates?
From India, Salai
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Dear Ms. Aparna Sethi,
According to me, a psychometric test will be taken to analyze a person's attitude, but nobody will get shortlisted with that prospect alone. Other parameters will be considered at the time of the interview. Yes, we can attract or motivate them by highlighting their package and individual growth (role & responsibilities).
Regards,
Durga
From India, Hyderabad
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According to me, a psychometric test will be taken to analyze a person's attitude, but nobody will get shortlisted with that prospect alone. Other parameters will be considered at the time of the interview. Yes, we can attract or motivate them by highlighting their package and individual growth (role & responsibilities).
Regards,
Durga
From India, Hyderabad
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Though not directly related to psychometric tests query that you had, am attaching 2 files that might be of some use to you... Hope these help in taking a direction.
From India, Delhi
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From India, Delhi
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Many times, candidates decide this because they receive negative feedback about the company, such as related to salary, bonuses, hiring, and firing strategies. I think we need to first understand why they choose not to join, and then we can ensure that we address all these doubts during the interview itself.
I believe this requires research work because the reasons will vary from person to person. Meanwhile, I will try to find tools to assist in this. :icon1:
From India, Delhi
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I believe this requires research work because the reasons will vary from person to person. Meanwhile, I will try to find tools to assist in this. :icon1:
From India, Delhi
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I need help.
I'm working in a marine and offshore construction company, and I'm facing issues with sourcing and recruiting an operations candidate (chief engineers, captains for anchor handling vessels). Therefore, I kindly request your assistance in providing recommendations for reputable marine crew agents who can assist in recruiting crew members globally. Additionally, I would appreciate any guidance on HR policies specific to the marine industry.
Thank you for your support.
From United Arab Emirates, Dubai
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I'm working in a marine and offshore construction company, and I'm facing issues with sourcing and recruiting an operations candidate (chief engineers, captains for anchor handling vessels). Therefore, I kindly request your assistance in providing recommendations for reputable marine crew agents who can assist in recruiting crew members globally. Additionally, I would appreciate any guidance on HR policies specific to the marine industry.
Thank you for your support.
From United Arab Emirates, Dubai
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Hi,
Thank you very much for your suggestions. I think it will be a good topic for research to understand the various factors that affect the decision to join a company. If you come across any more information, kindly share it with me.
Aparna
From India, Salai
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Thank you very much for your suggestions. I think it will be a good topic for research to understand the various factors that affect the decision to join a company. If you come across any more information, kindly share it with me.
Aparna
From India, Salai
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Dear Aparna,
You've got a valid concern! Psychometric tests give credence to the personality quadrant and type leading to behavioral prototypes, but not everything can be assessed to the last detail. The human mind is indeed very complex, and motivation (intrinsic or extraneous) varies between individuals. These tests, if monitored via an external vendor's server, have costs attached per test and therefore can be expensive.
A battery of tests can be applied to job prospects to assess their job interests, interest in the hiring Company, or type-of-job likeability/aptitude. But, believe me, most that I have found are deceptive and reveal they are nowhere in terms of an accurate assessment. Tests often tend to be very mechanistic, less flexible, or behaviorally inclined to changing situations and circumstances. The human mind takes care of these.
Tests for this purpose will work on fixed judgmental patterns, simulations, non-inductive reasoning, and a mathematical model of state memory. Someone researched and made them in different work environments and applied them to experimentation groups to derive a fixed mindset or induced reasoning that's very limited in their scope.
Instead, before applying the psychometric test if so, it may be good if you develop a custom-built survey-questionnaire/forced-choice pre-questionnaire on pertinent issues such as:
1. Reason for evincing the level/degree of interest in the Company and the job in order of preference,
2. Job aptitude,
3. Intrinsic/extraneous motivation factors,
4. Preferred job content,
5. Preferred work exposure,
6. The ideal boss,
7. Issues & concerns concerning new employment,
8. Company branding, amenable working conditions,
9. Willingness at re-location,
10. Commutability,
11. Compensation expectations,
12. Family constraints,
13. Stringency/irrelevance of the selection procedure,
14. Employment terms & conditions, etc.
Motivation to join may be influenced by one or more of these reasons and more. If these could be assessed/rectified, the strike-rate of test deposition versus joining may be addressed better.
HR may just be all about focusing on the problem and evolving innovative, workable solutions.
Rahul
Hi!
Many companies are finding a problem like they take an interview of a person and offer him a job, but that person refuses to join the company for any X reasons. But companies find that this wastage of cost. And they want to know whether there is any tool available through which they can make out the motivation or need of a person so that organizations can decide whether they want to continue the interview process or not.
I would like to know if there is any such technique available; if yes, what is that?
Or can we take any psychometric test through which we can understand prospects' needs?
From India, New Delhi
Acknowledge(0)Amend(0)
You've got a valid concern! Psychometric tests give credence to the personality quadrant and type leading to behavioral prototypes, but not everything can be assessed to the last detail. The human mind is indeed very complex, and motivation (intrinsic or extraneous) varies between individuals. These tests, if monitored via an external vendor's server, have costs attached per test and therefore can be expensive.
A battery of tests can be applied to job prospects to assess their job interests, interest in the hiring Company, or type-of-job likeability/aptitude. But, believe me, most that I have found are deceptive and reveal they are nowhere in terms of an accurate assessment. Tests often tend to be very mechanistic, less flexible, or behaviorally inclined to changing situations and circumstances. The human mind takes care of these.
Tests for this purpose will work on fixed judgmental patterns, simulations, non-inductive reasoning, and a mathematical model of state memory. Someone researched and made them in different work environments and applied them to experimentation groups to derive a fixed mindset or induced reasoning that's very limited in their scope.
Instead, before applying the psychometric test if so, it may be good if you develop a custom-built survey-questionnaire/forced-choice pre-questionnaire on pertinent issues such as:
1. Reason for evincing the level/degree of interest in the Company and the job in order of preference,
2. Job aptitude,
3. Intrinsic/extraneous motivation factors,
4. Preferred job content,
5. Preferred work exposure,
6. The ideal boss,
7. Issues & concerns concerning new employment,
8. Company branding, amenable working conditions,
9. Willingness at re-location,
10. Commutability,
11. Compensation expectations,
12. Family constraints,
13. Stringency/irrelevance of the selection procedure,
14. Employment terms & conditions, etc.
Motivation to join may be influenced by one or more of these reasons and more. If these could be assessed/rectified, the strike-rate of test deposition versus joining may be addressed better.
HR may just be all about focusing on the problem and evolving innovative, workable solutions.
Rahul
Hi!
Many companies are finding a problem like they take an interview of a person and offer him a job, but that person refuses to join the company for any X reasons. But companies find that this wastage of cost. And they want to know whether there is any tool available through which they can make out the motivation or need of a person so that organizations can decide whether they want to continue the interview process or not.
I would like to know if there is any such technique available; if yes, what is that?
Or can we take any psychometric test through which we can understand prospects' needs?
From India, New Delhi
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BEST RECRUITMENT STRATEGIES.doc
BEST RECRUITMENT STRATEGIES.pdf