Hi,
I am ms poonam (HR Exe) in India Medtronic (MNC) i am looking for an interest inventory ofr the recritment process. As i am facing a problem that after selection the candidates are not joining the organization, for the same i need to know their interest for joining the company. To check this can anyone suggest me a tool /interest test which can be used. ?Urgent.
Please mail me on
.
Regards
poonam
From India, Mumbai
I am ms poonam (HR Exe) in India Medtronic (MNC) i am looking for an interest inventory ofr the recritment process. As i am facing a problem that after selection the candidates are not joining the organization, for the same i need to know their interest for joining the company. To check this can anyone suggest me a tool /interest test which can be used. ?Urgent.
Please mail me on
Regards
poonam
From India, Mumbai
Hi Everybody,
There is no method to detect the interest of candidate if he got another offer after your interview or else have alternate options he may prefer the best this doesnot requires any psychometric test (interest inventory)
Because this is subject of common sense. According to your logic all police stations in India should have provision for psychometric test (interest inventory) in order to reduce crime rate and bomb blast.
Regards
sawant
From Saudi Arabia
13There is no method to detect the interest of candidate if he got another offer after your interview or else have alternate options he may prefer the best this doesnot requires any psychometric test (interest inventory)
Because this is subject of common sense. According to your logic all police stations in India should have provision for psychometric test (interest inventory) in order to reduce crime rate and bomb blast.
Regards
sawant
From Saudi Arabia
Hi all,
My experience is that you can motivate a candidate to join a particular organization or take a certain job, but he isn't going to take it just because you think he's the best candidate for the job. You'll want to "sell" the job and the company to him.
If you have the right tools & techniques, it's fairly easy to do.
What I use is an attitude-based interview and/or an online survey that measures a person's work strategy and motivation. It basically gives you an insight in how a person works, and what he likes to do at work. It gives me an insight in how to (ethically) convince a candidate to choose for a particular job or company.
If you're interested and ready to improve your success rate, let me know:
Best regards,
Christophe
Recruitment trainer, HR consultant, Influence-trainer
From Belgium, Hasselt
My experience is that you can motivate a candidate to join a particular organization or take a certain job, but he isn't going to take it just because you think he's the best candidate for the job. You'll want to "sell" the job and the company to him.
If you have the right tools & techniques, it's fairly easy to do.
What I use is an attitude-based interview and/or an online survey that measures a person's work strategy and motivation. It basically gives you an insight in how a person works, and what he likes to do at work. It gives me an insight in how to (ethically) convince a candidate to choose for a particular job or company.
If you're interested and ready to improve your success rate, let me know:
Best regards,
Christophe
Recruitment trainer, HR consultant, Influence-trainer
From Belgium, Hasselt
Hi all
There is no test to understand the likes and dislikes of a person and appointing anyone on basis of his whims and fancies would not be a right way of looking Right person for the Right position. As I know and understand these tests throw up ones characteristic and personality traits to understand to some extent the individual.
Madhusudan
Head-Corp Training and Development
Consultant - Trainer
From India, Mumbai
There is no test to understand the likes and dislikes of a person and appointing anyone on basis of his whims and fancies would not be a right way of looking Right person for the Right position. As I know and understand these tests throw up ones characteristic and personality traits to understand to some extent the individual.
Madhusudan
Head-Corp Training and Development
Consultant - Trainer
From India, Mumbai
Hi
the test conducted during the interview process are individual specific. I do not think with the help of psyco test we can know the interest of the candidate.
we need to understand why people do not join after the offer is generated.
Most of the times candidates tend to enquire about the organizations that they get offers from friends and relatives. they may not know any thing about your company.
From India, Hyderabad
the test conducted during the interview process are individual specific. I do not think with the help of psyco test we can know the interest of the candidate.
we need to understand why people do not join after the offer is generated.
Most of the times candidates tend to enquire about the organizations that they get offers from friends and relatives. they may not know any thing about your company.
From India, Hyderabad
Hi everybody,
In my opinion one of the instrument to find out about the future plans of an new employee is "The Dream Statement". In this instrument, first of all, employee shares info regarding his/her backround, strengths/weaknesses and ultimately etc., why he has joined the organisation and what are his dreams in life. This way the empoyee shares his views about his/her future plans. Although it is very tough to get a direct feed back whether he/she is going to remain with the organisation in the years to come. I had been using this with new employees and have found this information comes up in this instrument.
With regards,
Om
From India, Lucknow
In my opinion one of the instrument to find out about the future plans of an new employee is "The Dream Statement". In this instrument, first of all, employee shares info regarding his/her backround, strengths/weaknesses and ultimately etc., why he has joined the organisation and what are his dreams in life. This way the empoyee shares his views about his/her future plans. Although it is very tough to get a direct feed back whether he/she is going to remain with the organisation in the years to come. I had been using this with new employees and have found this information comes up in this instrument.
With regards,
Om
From India, Lucknow
Hi...
Its depend on few things:
1--> Why person is changing job... Money.... Designation.... Family etc
2--> Reputation of Company
3--> In interview, how we are representing our organization, our policies, work culture, benefits etc.
if we care focus above points, we may get some Idea
From India, Coimbatore
Its depend on few things:
1--> Why person is changing job... Money.... Designation.... Family etc
2--> Reputation of Company
3--> In interview, how we are representing our organization, our policies, work culture, benefits etc.
if we care focus above points, we may get some Idea
From India, Coimbatore
Dear ,
I have one such tool which can help you to understand ,the psychology of an individual ,It will also help in understanding overall orientation of the individual ,his likes & dislikes , his suitability to the job etc .But using this tool requires some training and study of psychology to understand this tool well , in order to make best suitable use of the same while hiring.
Regards,
AS
From India, Rohtak
I have one such tool which can help you to understand ,the psychology of an individual ,It will also help in understanding overall orientation of the individual ,his likes & dislikes , his suitability to the job etc .But using this tool requires some training and study of psychology to understand this tool well , in order to make best suitable use of the same while hiring.
Regards,
AS
From India, Rohtak
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