Dear All, What are the questions should hr ask to judge the candidates attitude & stability during interview. Thanks & Regards Pooja
From India, Delhi
From India, Delhi
For approximate good results you can have online psychometric test. These results will be closely accurate.
From India, Pune
46From India, Pune
Dear pooja,
Judging a candidates stability is the most unpredictable attribut during interview. However, with experience , I would like to share my way of judging the candidates on this.
1. Always look for "what motivates the candidate in changing jobs in career?"
For instance : Dec 2004- Feb 2006 : XYZ Ltd
Mar2006- April 2008: PQR Ltd
May 2008 -till Date; OMR Ltd.
We always show our interest in this sequence: why did u left OMR , and now why are you leaving XYZ. This actually breaks the prepared answer of any potential candidate as he cannot give same excuse twice. On the basis of his answer, we look for his/her interest in the followings: Money Driven, Designation Driven, Location Constraint or wht .
Match these with your requirement,and take a gut feeling decision on the persons's commitment to stay back .
Also, Do enquire hard on the person's family background. It many a times give a clear indication on what will pull him the most to withdraw from the job, or may be how important the next promotion or current salary is for him.
2. If you are hiring out stationed candidates, do enquire the frequency of visit to hometown, and also the dependents at home.
Be extra carefull for Females , or the elder child of the family.
3. 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 eye opener to them and they tend to be more professionals.
Hope you can get in the rythm of the above said.
Regards,
Ankita Puri
From India, New Delhi
Judging a candidates stability is the most unpredictable attribut during interview. However, with experience , I would like to share my way of judging the candidates on this.
1. Always look for "what motivates the candidate in changing jobs in career?"
For instance : Dec 2004- Feb 2006 : XYZ Ltd
Mar2006- April 2008: PQR Ltd
May 2008 -till Date; OMR Ltd.
We always show our interest in this sequence: why did u left OMR , and now why are you leaving XYZ. This actually breaks the prepared answer of any potential candidate as he cannot give same excuse twice. On the basis of his answer, we look for his/her interest in the followings: Money Driven, Designation Driven, Location Constraint or wht .
Match these with your requirement,and take a gut feeling decision on the persons's commitment to stay back .
Also, Do enquire hard on the person's family background. It many a times give a clear indication on what will pull him the most to withdraw from the job, or may be how important the next promotion or current salary is for him.
2. If you are hiring out stationed candidates, do enquire the frequency of visit to hometown, and also the dependents at home.
Be extra carefull for Females , or the elder child of the family.
3. 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 eye opener to them and they tend to be more professionals.
Hope you can get in the rythm of the above said.
Regards,
Ankita Puri
From India, New Delhi
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
From India, Madras
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 Hr's fail to realize "We will provide you conducive environment to stay on " that should be 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 portfolio's 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
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 Hr's fail to realize "We will provide you conducive environment to stay on " that should be 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 portfolio's 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
According to me we can Judge a candidate based on these parameters:
1. Positive attitude/behaviour
2. Adaptability
3. Willingness to work in teams
4. Learning to learn from mistakes
5. Proactive
6. Handling stress and criticism, last but not least
7. Energy, enthusiasm and interest to work in that particular field
With Regards
Phanindra
From India, Hyderabad
1. Positive attitude/behaviour
2. Adaptability
3. Willingness to work in teams
4. Learning to learn from mistakes
5. Proactive
6. Handling stress and criticism, last but not least
7. Energy, enthusiasm and interest to work in that particular field
With Regards
Phanindra
From India, Hyderabad
Dear Pooja
I feel the following elements needs to be identified. The points mentioned are non-traditional, guessing that they will help you to judge the Candidates more on vertical level-
A. Discuss a domain level Case Study with them.
The purpose of discussion, is to have wider thinking part and the solutions.
B. Give them some decision based puzzle or quiz etc.
The purpose is to identify, their problem solving questions.
Pooja, you can lay down some honey trap questions too, to check their stability.
Regards
Simmy Saini | Google India.
From India, Mumbai
I feel the following elements needs to be identified. The points mentioned are non-traditional, guessing that they will help you to judge the Candidates more on vertical level-
A. Discuss a domain level Case Study with them.
The purpose of discussion, is to have wider thinking part and the solutions.
B. Give them some decision based puzzle or quiz etc.
The purpose is to identify, their problem solving questions.
Pooja, you can lay down some honey trap questions too, to check their stability.
Regards
Simmy Saini | Google India.
From India, Mumbai
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