Dear Chandru,
I dont know if you have read my previous posts:
About future plans:
1. What are you looking for in your next job.
2. How does this opportunity square with your ideal position? What do you view as opportunities and advantages as well as risks and disadvantages in joining us?
See, probing on the above is one of the best ways to find more from the person - what would make him stay for another couple of years - or what would make him leave.
Also - any candidates "intention" is to stay for a good period, provided there is a good career path, opportunity to earn, to be recognized and reach higher positions, with higher responsibilities.
I never deny that (do you?)
Now - you will have a fair amount of information on what the candidate is looking at "like his dream organization". The rest is left on how you treat him and keep up on the promises. The candidate can in turn ask you "Hey its a perfect match of position and what I am looking at in monetary aspect. Now tell me how do I gauge that your definition of an excellent work environment is really what I am looking at?"
Do you have the right answer for that? So I crawl back again to the statement "Treat them the right way, to make sure whatever the candidate mentioned during the interview, remains true"
Find about the future plans and goals during the interview discussion, you will get to know more. Learn the art of probing, see his past experiences, question him why he left each organization... Learn the ART OF PROBING!
Good Luck!
From India, Madras
54I dont know if you have read my previous posts:
About future plans:
1. What are you looking for in your next job.
2. How does this opportunity square with your ideal position? What do you view as opportunities and advantages as well as risks and disadvantages in joining us?
See, probing on the above is one of the best ways to find more from the person - what would make him stay for another couple of years - or what would make him leave.
Also - any candidates "intention" is to stay for a good period, provided there is a good career path, opportunity to earn, to be recognized and reach higher positions, with higher responsibilities.
I never deny that (do you?)
Now - you will have a fair amount of information on what the candidate is looking at "like his dream organization". The rest is left on how you treat him and keep up on the promises. The candidate can in turn ask you "Hey its a perfect match of position and what I am looking at in monetary aspect. Now tell me how do I gauge that your definition of an excellent work environment is really what I am looking at?"
Do you have the right answer for that? So I crawl back again to the statement "Treat them the right way, to make sure whatever the candidate mentioned during the interview, remains true"
Find about the future plans and goals during the interview discussion, you will get to know more. Learn the art of probing, see his past experiences, question him why he left each organization... Learn the ART OF PROBING!
Good Luck!
From India, Madras
When you talk about the relevant organizational planning, the candidate expresses his analytical, grasping and adopting capability. He will tell you how he will incorporate the changes, who he will plan training. Added qualifications also give you a fair idea about his interest to learn more.
From India, Delhi
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Attitude.ppt