How do we assess an employee whether he is the right person for a particular job and also i would like know in detail about DISC.
From India, Bangalore
From India, Bangalore
Hi Vinita ,
" Handwritng analysis "is a tool which would help you in identifying the right person for the right job.
Please go through the attached ppt about " Importance of handwriting analysis for recruitment ".
Regards,
Sheel
9833589787
From India, Kalyan
6" Handwritng analysis "is a tool which would help you in identifying the right person for the right job.
Please go through the attached ppt about " Importance of handwriting analysis for recruitment ".
Regards,
Sheel
9833589787
From India, Kalyan
Hello Sheel, This is quite good. I have heard of it, but am learning about it first-hand now. BTW, do you also do the Analysis part? I might need such services sometimes. Rgds, TS
From India, Hyderabad
From India, Hyderabad
Hi TS, Yes, I do analysis also.Infact , I feel , every HR person , should understand significance of "Handwriting analysis " as a recruitment tool. Regards, Sheel 9833589787
From India, Kalyan
From India, Kalyan
Dear Vinitha,
For filling one or two positions, usage of DISC is acceptable. However, with the kind of employee attrition that we witness today DISC profiling for every candidate is quite costly. Have you taken into account this cost factor?
For the top management level, you may have the DISC profiling but for lower level or managerial the best selection method is "Behavioural Interviewing".
Difference between traditional and behavioural interview: - The traditional approach is unstructured, relies on hypothetical situations, or the candidate's opinion of their work or skills. Hypothetical or opinion questions are unreliable indicators of performance because they provide the candidate with the opportunity to articulate what he/she thinks the interviewer wants to hear. BI questions, on the other hand, focus on the premise that the best predictor of future performance is past behaviour. Answers to BI questions are drawn from the applicant’s actual experiences. By focusing on personal experiences that directly relate to the requirements of the job, the selecting official can better assess how competently the candidate will perform in the position.
Behavioural Interviewing is direct method. What is obvious for that you do not need any insight or in well-known Hindi proverb - hath ke kangan ko aarsi kyon?
Thanks,
Dinesh V Divekar
Management Training Consultant
Bangalore - 560094
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
For filling one or two positions, usage of DISC is acceptable. However, with the kind of employee attrition that we witness today DISC profiling for every candidate is quite costly. Have you taken into account this cost factor?
For the top management level, you may have the DISC profiling but for lower level or managerial the best selection method is "Behavioural Interviewing".
Difference between traditional and behavioural interview: - The traditional approach is unstructured, relies on hypothetical situations, or the candidate's opinion of their work or skills. Hypothetical or opinion questions are unreliable indicators of performance because they provide the candidate with the opportunity to articulate what he/she thinks the interviewer wants to hear. BI questions, on the other hand, focus on the premise that the best predictor of future performance is past behaviour. Answers to BI questions are drawn from the applicant’s actual experiences. By focusing on personal experiences that directly relate to the requirements of the job, the selecting official can better assess how competently the candidate will perform in the position.
Behavioural Interviewing is direct method. What is obvious for that you do not need any insight or in well-known Hindi proverb - hath ke kangan ko aarsi kyon?
Thanks,
Dinesh V Divekar
Management Training Consultant
Bangalore - 560094
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
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