Hi,
Can anybody tell me how to prepare a set of multiple-choice question papers for various technologies like Dot Net, JAVA, Database Developer, Technical Writer, etc.? Actually, I want to conduct a written test as the first round of the interview for the candidates coming to interview in my company. However, I don't know how to prepare and from where to get the question paper because I want a multiple-choice type of question paper. Can anybody help me?
I have posted about this issue earlier as well but did not receive any reply.
Kavita
From India, New Delhi
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3Can anybody tell me how to prepare a set of multiple-choice question papers for various technologies like Dot Net, JAVA, Database Developer, Technical Writer, etc.? Actually, I want to conduct a written test as the first round of the interview for the candidates coming to interview in my company. However, I don't know how to prepare and from where to get the question paper because I want a multiple-choice type of question paper. Can anybody help me?
I have posted about this issue earlier as well but did not receive any reply.
Kavita
From India, New Delhi
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search in google for sample question papers of software positions , u may get sample q p of reputed software companies.. . GOOGLE is ur frnd. DONT EXPECT TO GET SPOON FEEDING. . :P :P :P :P :P
From India, Pune
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From India, Pune
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Hi Kavita I used to approach college professors to get the job done. They do a neat job. They charge Rs 1000 to Rs 2000 for 500 questions You can then select questions Siva
From India, Chennai
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From India, Chennai
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There are many sites offering interview questions. You can get lot of java interview questions here
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Hi,
Before I answer, let me share a concern.
One reason why HR professionals in most organizations are not as well-liked as they should be is because of the lack of respect they show to their own employees.
I believe one of the best solutions for your problem is to seek the expertise of your own employees. The top performers in each field can be easily identified through some informal discussions.
Talk to a select group (chosen based on Performance Appraisals if accessible, or through informal talks as high performers are usually recognized, even if not officially documented) of technical employees in your company. Explain your purpose and emphasize how their assistance could improve the recruitment of high-quality individuals. Distribute the workload among the chosen employees, with each identified Officer providing you with 20-25 questions. The success of this approach will depend on your ability to manage them effectively.
Once you receive these questions, have them reviewed by each other to ensure clarity, accuracy, and proper wording. For added security, you can have them approved by a higher authority within your office by presenting the questionnaire you have prepared. Given the groundwork already completed and the demonstration of effective HR practices with a business-oriented approach, there is a good chance of receiving their support.
Relying on a Google search or online question bank may not assist you in identifying true talents. Instead, consider obtaining customized questionnaires from your own employees. Take this approach based on my experience. Give it a try, if you have the time and patience, as it may require multiple rounds due to their busy schedules. However, I assure you it will be worth the wait and effort. Your consistent efforts can lead to the creation of a Question Bank, ensuring future interactions are only for updates or modifications.
Regards,
Bijoy
From India, Delhi
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Before I answer, let me share a concern.
One reason why HR professionals in most organizations are not as well-liked as they should be is because of the lack of respect they show to their own employees.
I believe one of the best solutions for your problem is to seek the expertise of your own employees. The top performers in each field can be easily identified through some informal discussions.
Talk to a select group (chosen based on Performance Appraisals if accessible, or through informal talks as high performers are usually recognized, even if not officially documented) of technical employees in your company. Explain your purpose and emphasize how their assistance could improve the recruitment of high-quality individuals. Distribute the workload among the chosen employees, with each identified Officer providing you with 20-25 questions. The success of this approach will depend on your ability to manage them effectively.
Once you receive these questions, have them reviewed by each other to ensure clarity, accuracy, and proper wording. For added security, you can have them approved by a higher authority within your office by presenting the questionnaire you have prepared. Given the groundwork already completed and the demonstration of effective HR practices with a business-oriented approach, there is a good chance of receiving their support.
Relying on a Google search or online question bank may not assist you in identifying true talents. Instead, consider obtaining customized questionnaires from your own employees. Take this approach based on my experience. Give it a try, if you have the time and patience, as it may require multiple rounds due to their busy schedules. However, I assure you it will be worth the wait and effort. Your consistent efforts can lead to the creation of a Question Bank, ensuring future interactions are only for updates or modifications.
Regards,
Bijoy
From India, Delhi
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2-RECRUITMENT PROCESS-2.doc