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Old 20th July 2010, 10:51 AM   #1
shyam
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Unmasking Attitudes at Interviews

Interview candidates are good at masking their true behaviors. They tend to hide their glue like mindsets, die-hard habits and concrete-wall-like Attitudes. They tell you what you like to hear and here lies, the problem. You will never know during interviews, as to, what to expect from the candidate. So it is time you learn to conduct interviews, the right way with a holistic screening approach, to understand the candidate’s KASH – Knowledge, Attitudes, Skills, & Habits.



Extensive research found most interviews and reference checks are poor predictors of actual on-the-job performance. Finding the Right person for the Right job is a difficult choice to make without getting to know the inner mind of the candidates. People mask their behaviour all the time and more so during interviews. Selecting people for technical skills or knowledge alone does not guarantee success. Use the latest cutting tools in behavioural sciences to get a thorough understanding of the attitudes, thinking styles, core competencies and personality patterns before you make the costly decision to hire. To enhance human optimization, save on valuable resources and reduce attrition, you need to tackle the cause, the root-cause – the selection.



The traditional methods of recruitment have tremendous limitations in recruiting a right candidate for the right job as they are not comprehensive and focus on knowledge and skill dimension alone. Attitude is the most crucial component that acts as a driving force, which motivates an individual to channel his knowledge and skills in the right direction. In spite of “Hiring for Attitude” having assumed high importance, objective tools for measuring it are not widely used.



Gain the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with attitudinal interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means.



One needs to invest time and resources that can enable one to learn more about the Attitude Factor missing sorely during most interviews. Learn and be an expert in hiring the right person based on one’s strengths and capabilities by reflecting on these 12 questions in the list.

12 questions
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