Dear All, What are the questions should hr ask to judge the candidates attitude & stability during interview. Thanks & Regards Pooja
From India, Delhi
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1From India, Delhi
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For approximate good results you can have online psychometric test. These results will be closely accurate.
From India, Pune
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From India, Pune
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Dear Pooja,
Judging a candidate's stability is the most unpredictable attribute during an interview. However, with experience, I would like to share my way of judging the candidates on this.
Always look for "what motivates the candidate in changing jobs in a career?"
For instance:
Dec 2004 - Feb 2006: XYZ Ltd
Mar 2006 - April 2008: PQR Ltd
May 2008 - till Date: OMR Ltd.
We always show our interest in this sequence: why did you leave OMR, and now why are you leaving XYZ. This actually breaks the prepared answer of any potential candidate as he cannot give the same excuse twice. Based on his answer, we look for his/her interest in the followings: Money Driven, Designation Driven, Location Constraint, or what.
Match these with your requirements, and take a gut feeling decision on the person's commitment to stay back.
Also, Do enquire hard on the person's family background. It many times give a clear indication of what will pull him the most to withdraw from the job, or maybe how important the next promotion or current salary is for him.
If you are hiring outstationed candidates, do enquire about the frequency of visits to their hometown and also the dependents at home. Be extra careful for Females or the elder child of the family.
Sometimes we make the person calculate his career growth. This has given us great results in terms of stability. We make them calculate with us, his/her growth meter in terms of successive months ahead.
This acts as an eye-opener to them, and they tend to be more professional.
Hope you can get in the rhythm of the above said.
Regards,
Ankita Puri
From India, New Delhi
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Judging a candidate's stability is the most unpredictable attribute during an interview. However, with experience, I would like to share my way of judging the candidates on this.
Always look for "what motivates the candidate in changing jobs in a career?"
For instance:
Dec 2004 - Feb 2006: XYZ Ltd
Mar 2006 - April 2008: PQR Ltd
May 2008 - till Date: OMR Ltd.
We always show our interest in this sequence: why did you leave OMR, and now why are you leaving XYZ. This actually breaks the prepared answer of any potential candidate as he cannot give the same excuse twice. Based on his answer, we look for his/her interest in the followings: Money Driven, Designation Driven, Location Constraint, or what.
Match these with your requirements, and take a gut feeling decision on the person's commitment to stay back.
Also, Do enquire hard on the person's family background. It many times give a clear indication of what will pull him the most to withdraw from the job, or maybe how important the next promotion or current salary is for him.
If you are hiring outstationed candidates, do enquire about the frequency of visits to their hometown and also the dependents at home. Be extra careful for Females or the elder child of the family.
Sometimes we make the person calculate his career growth. This has given us great results in terms of stability. We make them calculate with us, his/her growth meter in terms of successive months ahead.
This acts as an eye-opener to them, and they tend to be more professional.
Hope you can get in the rhythm of the above said.
Regards,
Ankita Puri
From India, New Delhi
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Dear Pooja Always make stress interview as part of the interview so that you will get an idea of true personality of the candidate. Regards Akshay Hindustan Motors
From India, Madras
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From India, Madras
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Why explore so deep.
1) Look for the skills match.
2) Decide what the candidate will stay here and do rather than asking him/her if selected how long will you stay.
3) Most of the HRs fail to realize "We will provide you a conducive environment to stay on" that should be the way to look at it. Rather than assessing the stability of the candidate, the stability of the organization is more important. Many HRs fail to realize this. This is my experience from the interviews.
The folly in the mentioned process "What if the candidate holds project portfolios always, he has no home to go." He has to change tracks. Please look at it from this angle.
Regards, Milind Mulgund
From India, Mumbai
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1) Look for the skills match.
2) Decide what the candidate will stay here and do rather than asking him/her if selected how long will you stay.
3) Most of the HRs fail to realize "We will provide you a conducive environment to stay on" that should be the way to look at it. Rather than assessing the stability of the candidate, the stability of the organization is more important. Many HRs fail to realize this. This is my experience from the interviews.
The folly in the mentioned process "What if the candidate holds project portfolios always, he has no home to go." He has to change tracks. Please look at it from this angle.
Regards, Milind Mulgund
From India, Mumbai
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According to me, we can judge a candidate based on these parameters:
1. Positive attitude/behavior
2. Adaptability
3. Willingness to work in teams
4. Learning to learn from mistakes
5. Proactive
6. Handling stress and criticism
7. Energy, enthusiasm, and interest to work in that particular field
With Regards,
Phanindra
From India, Hyderabad
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1. Positive attitude/behavior
2. Adaptability
3. Willingness to work in teams
4. Learning to learn from mistakes
5. Proactive
6. Handling stress and criticism
7. Energy, enthusiasm, and interest to work in that particular field
With Regards,
Phanindra
From India, Hyderabad
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Dear Pooja,
I feel the following elements need to be identified. The points mentioned are non-traditional, and I believe they will help you judge the candidates more thoroughly on a vertical level:
A. Discuss a domain-level case study with them. The purpose of this discussion is to encourage a broader thinking process and to evaluate their solutions.
B. Present them with decision-based puzzles or quizzes, etc. The purpose is to assess their problem-solving abilities.
Pooja, you can also include some "honey trap" questions to evaluate their stability.
Regards, Simmy Saini | Google India.
From India, Mumbai
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I feel the following elements need to be identified. The points mentioned are non-traditional, and I believe they will help you judge the candidates more thoroughly on a vertical level:
A. Discuss a domain-level case study with them. The purpose of this discussion is to encourage a broader thinking process and to evaluate their solutions.
B. Present them with decision-based puzzles or quizzes, etc. The purpose is to assess their problem-solving abilities.
Pooja, you can also include some "honey trap" questions to evaluate their stability.
Regards, Simmy Saini | Google India.
From India, Mumbai
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Interview Evaluation.doc