Hi, During interview the candidates are very smart. Actually commitment has to be found after joing the team only. Kindly let me know how to find it. Regards, Sangeetha
From India, Madras
2From India, Madras
Hello soms,
Questions are coming in tid bits ?
As far as commitment is concerened it may vary person to person depending upon his belief system in the current relation ship. But 95 % are supposed to commited atleast to their work. the graph is exponential
as low trust low commitment but with high trust it increases and then is the time it breaks thresold value and exult into new areas.
What your cards says ?
Regards.
Umalme
From India, Delhi
Questions are coming in tid bits ?
As far as commitment is concerened it may vary person to person depending upon his belief system in the current relation ship. But 95 % are supposed to commited atleast to their work. the graph is exponential
as low trust low commitment but with high trust it increases and then is the time it breaks thresold value and exult into new areas.
What your cards says ?
Regards.
Umalme
From India, Delhi
Hi Umalme,
What you have told is true but very generic. It is true that with trust there is commitment, but I feel that is not the major contributor to commitment.
Today's job market is very smart. Even the most trust worthy person is diluted, especially in the IT market. Initially majority of the employees would serve the notice period at the time of resignation. They showed their commitment even at the time of relieving, but now company's buy the notice period, there is no guarantee that the person coming today would be coming tomorrow as well.
As told by many of our HR friends, the candidate can be better judged on job, which is a risk that is taken by the HR. The possibilities are that he is productive or turns out to be a liability. We should only aim at minimising this risk.
This scenario is in case of the IT industry. But is it the same in the other sectors also. Can anybody throw light on how much are the employees committed to their work in other industries?
Regards,
Soumya Shankar
From India, Bangalore
What you have told is true but very generic. It is true that with trust there is commitment, but I feel that is not the major contributor to commitment.
Today's job market is very smart. Even the most trust worthy person is diluted, especially in the IT market. Initially majority of the employees would serve the notice period at the time of resignation. They showed their commitment even at the time of relieving, but now company's buy the notice period, there is no guarantee that the person coming today would be coming tomorrow as well.
As told by many of our HR friends, the candidate can be better judged on job, which is a risk that is taken by the HR. The possibilities are that he is productive or turns out to be a liability. We should only aim at minimising this risk.
This scenario is in case of the IT industry. But is it the same in the other sectors also. Can anybody throw light on how much are the employees committed to their work in other industries?
Regards,
Soumya Shankar
From India, Bangalore
Hi,
Look at following aspects while recruiting:
(1) How many jobs candidate has changed in last 10 years. If candidate is changing jobs frequently - s(he) might do it again. Changing jobs in less than 2 years (especially without any convincing reason) is a concern.
(2) If recruiting for a managerial position ask candidate questions like:
a) "How you will tackle the attrition issue in your team?"
b) "What according to you is a sufficiently long period for your team member to stay in your team?"
Many times candidates consider leaving organizations frequently very normal. Above questions will reveal their thinking on what they feel about attrition.
(3) As suggested earlier you can conduct a Psycometric test to identify the candidate's stability.
Regards
From India, Hyderabad
Look at following aspects while recruiting:
(1) How many jobs candidate has changed in last 10 years. If candidate is changing jobs frequently - s(he) might do it again. Changing jobs in less than 2 years (especially without any convincing reason) is a concern.
(2) If recruiting for a managerial position ask candidate questions like:
a) "How you will tackle the attrition issue in your team?"
b) "What according to you is a sufficiently long period for your team member to stay in your team?"
Many times candidates consider leaving organizations frequently very normal. Above questions will reveal their thinking on what they feel about attrition.
(3) As suggested earlier you can conduct a Psycometric test to identify the candidate's stability.
Regards
From India, Hyderabad
Hey Soumya ..
One thing you could ask about is Past education as well as Future / Higher / FURTHER EDUCATION plans .....
A person preparing for or intending to give his CAT / GATE / GMAT / CET etc. is searching a job to fill in the gap before he / she gets admission .....
This person can be relied only for a short duration of time and he/she should be looked upon as a short term employee ... in case you even take him ....
. . . shoOOonya . . .
From Switzerland, Geneva
One thing you could ask about is Past education as well as Future / Higher / FURTHER EDUCATION plans .....
A person preparing for or intending to give his CAT / GATE / GMAT / CET etc. is searching a job to fill in the gap before he / she gets admission .....
This person can be relied only for a short duration of time and he/she should be looked upon as a short term employee ... in case you even take him ....
. . . shoOOonya . . .
From Switzerland, Geneva
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.
THE POWER OF COMMITMENT.doc
Motivation-Comm itment-and-Enga gement-Primal-D ifference-for-H R-Thought-Plan. pdf
Commitment always pays.ppt