Dear all
I am looking after the Human resource function at a Software Development comapnay with 35 people and we are recruiting new developers. During the last week we found two candidates who were technically very good but we rejected them on the grounds that their attitude was not good.One of them was too ambitious looking for vertical growth and the other sounded very less interested in the job and had come just because he had got a call.
It also happens that a person who displays good attitude in the interview does not display the same at workplace.
How then can we be sure that we are hiring the right attitude and as in the above two cases we lost two technically strong people,causing loss to the project. Is this justifiable, specially for a growing organisation which is working hard to get more buisness
Kindly guide me
From India, Pune
I am looking after the Human resource function at a Software Development comapnay with 35 people and we are recruiting new developers. During the last week we found two candidates who were technically very good but we rejected them on the grounds that their attitude was not good.One of them was too ambitious looking for vertical growth and the other sounded very less interested in the job and had come just because he had got a call.
It also happens that a person who displays good attitude in the interview does not display the same at workplace.
How then can we be sure that we are hiring the right attitude and as in the above two cases we lost two technically strong people,causing loss to the project. Is this justifiable, specially for a growing organisation which is working hard to get more buisness
Kindly guide me
From India, Pune
Hi Neel Keshaw,
You have posed very apt question to the forum. You are right in saying that you have lost two technically sound people because of their attitude! You have also said that people may show right attitude during the interview and may not show the required or expected attitude during working! Is it not? That means we will have to carefullyl select the RIGHT ATTITUDE PEOPLE!? for the required job. Put them on the job, observe very closely. I feel the HR people has to take this initiative to study and observe the people and if you find their attitude conducive to the working, then you are through! But, if you find their attitude not conducive as per your expectation, then you have to take the initiative to have some attitude correction sessions of training taking them into confidence. You will definitely agree with me that you can not get 100% people with right attitude for your work. It is the responsibility of HR people to mould them for the right attitude and make best use of their technical abilities for the growth of the organisation.
-Srinaren
From India, Bangalore
16You have posed very apt question to the forum. You are right in saying that you have lost two technically sound people because of their attitude! You have also said that people may show right attitude during the interview and may not show the required or expected attitude during working! Is it not? That means we will have to carefullyl select the RIGHT ATTITUDE PEOPLE!? for the required job. Put them on the job, observe very closely. I feel the HR people has to take this initiative to study and observe the people and if you find their attitude conducive to the working, then you are through! But, if you find their attitude not conducive as per your expectation, then you have to take the initiative to have some attitude correction sessions of training taking them into confidence. You will definitely agree with me that you can not get 100% people with right attitude for your work. It is the responsibility of HR people to mould them for the right attitude and make best use of their technical abilities for the growth of the organisation.
-Srinaren
From India, Bangalore
Hi Srinaren,
This is the same question I asked in some other post but didnot get a reply on.
It becomes very difficult for HR personnel to know the attitude of the applicant. Sometimes, people just come to interview all prepared to show the attitude an interviewer is looking for?? Once you put them in job, you realise that looks are deceptive.
But I truely agree with you that we can't get 100% success in getting people with right attitude, as HR we need to develop them.
Hiring right attitude is a difficult job, it comes with practice and observations.
Cheers
Archna
From India, Delhi
This is the same question I asked in some other post but didnot get a reply on.
It becomes very difficult for HR personnel to know the attitude of the applicant. Sometimes, people just come to interview all prepared to show the attitude an interviewer is looking for?? Once you put them in job, you realise that looks are deceptive.
But I truely agree with you that we can't get 100% success in getting people with right attitude, as HR we need to develop them.
Hiring right attitude is a difficult job, it comes with practice and observations.
Cheers
Archna
From India, Delhi
Hi Srinaren
People may fake answers(not attitudes) during the interview(according to me)
In a software organisation, based on their attitude you can put them in a role. If he is ambitious and looks for vertical growth, one should put them in a project where they can work alone.
For the second person, throw them out.
One can fake one's answers to the stereotype questions but not for all questions.
We have to gauge the candidate in the interview(all the points) and then try to fit him in the organisation. Or if we are looking for a specialised person, then one has to frame questions accordingly.
regards
From India
People may fake answers(not attitudes) during the interview(according to me)
In a software organisation, based on their attitude you can put them in a role. If he is ambitious and looks for vertical growth, one should put them in a project where they can work alone.
For the second person, throw them out.
One can fake one's answers to the stereotype questions but not for all questions.
We have to gauge the candidate in the interview(all the points) and then try to fit him in the organisation. Or if we are looking for a specialised person, then one has to frame questions accordingly.
regards
From India
Like the right and wrong being subjective, the 'right attitude' is also subjective. To cite an example, Neelkeshaw mentioned in his opening posting that one of the two candidates was "too ambitious looking for vertical growth " , hence dropped. Is to be too ambitious a bad attitude. Certainly not for that individual. He was not hired by you 'cause you presumed him to be a short term candidate. (Possibly, he might have answered to pose to be too ambitious just to impress upon). I would have taken a chance by recruiting him after clearly explaining the realities of his reaching his vertical height in the organisation. Neelkshaw is quite right in stating that at times, "a person who displays good attitude in the interview does not display the same at workplace" Better to have a counselling with such a candidate. So.. while recruting do not expect for 100% of everything in a candidate. We need to recruit candidates with both aptitude & attitude. Yet, do not expect 100% of aptitude and 100% of attitude. Try to have an acceptable mix and train the candidate to overcome the shortfall.
Rgds. Venkat
From India, Mumbai
Rgds. Venkat
From India, Mumbai
Hi Archana, Vrishi, Venkat,
I think the subject is taking interesting turn! You people have agreed upon one thing - you will not get 100% right aptitude and attitude person for any job! Am I right? This is 100% right! As Venkat says, I will go one step further, any thing that is ideal or right, is only subjective. There is no right or wrong. Candidate's attitude during the interview may be deceptive, but what are we, as HR guys doing? I always terms a true HR person as a reformer! HR job is not a simple job. It calls for lot of patience, maturity, impartiality, wisdom for the person who takes up the job of HR.
As Vrishi has said, do you all think hire a person and if he does not show the right kind of attitude towards his position/job, fire him! If this is the way you are all thinking, then what as HR personnel we are doing? By hiring a person you have already wasted your/management's time, energy, money in the process. I would rather call it as invested and not wasted! When that is the case, what I would do is study the behaviour of the person, if it is too disappointing as regards to the attitude, do some homework, call him, take him to confidence, present myself as a caretaker or well-wisher talk to him, find out what is holding him back to give his 100% to his job/position. Each and every action will have a reason - that could be personal, professional, mental or physiological!
As a HR person, become him counseller, guide, friend and philosopher and see that he develops the right attitude for the job/position/responsibility he is supposed to take. Thus, you are making his career and he will be indebted to you throughout his life. It will give you lot of confidence, satisfaction and you will be definitely benefitted and also the organisation benefits!
Getting good and right people may be easy! if you think so!! but retaining them is a big task. Moulding them to the Organisation's requirements is a task no doubt, but if you succeed in achieving it, YOU ARE THE KING!!
-Srinaren
From India, Bangalore
I think the subject is taking interesting turn! You people have agreed upon one thing - you will not get 100% right aptitude and attitude person for any job! Am I right? This is 100% right! As Venkat says, I will go one step further, any thing that is ideal or right, is only subjective. There is no right or wrong. Candidate's attitude during the interview may be deceptive, but what are we, as HR guys doing? I always terms a true HR person as a reformer! HR job is not a simple job. It calls for lot of patience, maturity, impartiality, wisdom for the person who takes up the job of HR.
As Vrishi has said, do you all think hire a person and if he does not show the right kind of attitude towards his position/job, fire him! If this is the way you are all thinking, then what as HR personnel we are doing? By hiring a person you have already wasted your/management's time, energy, money in the process. I would rather call it as invested and not wasted! When that is the case, what I would do is study the behaviour of the person, if it is too disappointing as regards to the attitude, do some homework, call him, take him to confidence, present myself as a caretaker or well-wisher talk to him, find out what is holding him back to give his 100% to his job/position. Each and every action will have a reason - that could be personal, professional, mental or physiological!
As a HR person, become him counseller, guide, friend and philosopher and see that he develops the right attitude for the job/position/responsibility he is supposed to take. Thus, you are making his career and he will be indebted to you throughout his life. It will give you lot of confidence, satisfaction and you will be definitely benefitted and also the organisation benefits!
Getting good and right people may be easy! if you think so!! but retaining them is a big task. Moulding them to the Organisation's requirements is a task no doubt, but if you succeed in achieving it, YOU ARE THE KING!!
-Srinaren
From India, Bangalore
Hello friends,
If i was in that sitauation of hiring those two who is interested in vertical moving and another one is simply came for interview, in this case both have good technical knowledge, so first hire them, for the first person who is intersted in vertica moving, give him a job and ask him to show performance and tell him what is your company polices about promotions and tell him toact according to that.
For another person who came simply, after hiring ask him which his favorate job or in which he is very intersted to work and give him that work and show his performance eventually and try to rotate his job after two or three times u show him his performance in that job, so that were ever he go he try to give his best efforts an stick to the organisation because he will see different jobs and targets as he works.
this is my small openion, i dont know how much it suits for your situation.
thank you,
sacala Arun Kumar
VTU Belagum.
From India, Bangalore
If i was in that sitauation of hiring those two who is interested in vertical moving and another one is simply came for interview, in this case both have good technical knowledge, so first hire them, for the first person who is intersted in vertica moving, give him a job and ask him to show performance and tell him what is your company polices about promotions and tell him toact according to that.
For another person who came simply, after hiring ask him which his favorate job or in which he is very intersted to work and give him that work and show his performance eventually and try to rotate his job after two or three times u show him his performance in that job, so that were ever he go he try to give his best efforts an stick to the organisation because he will see different jobs and targets as he works.
this is my small openion, i dont know how much it suits for your situation.
thank you,
sacala Arun Kumar
VTU Belagum.
From India, Bangalore
Hi Srinaren
If a person does not want to change, how can we make him change? And that too attitude which is one of the inbuilt traits?
Why blame the HR person for that?
During the time of interview only, that trait surfaces by way of questions
That time only the decision has to be made
From India
If a person does not want to change, how can we make him change? And that too attitude which is one of the inbuilt traits?
Why blame the HR person for that?
During the time of interview only, that trait surfaces by way of questions
That time only the decision has to be made
From India
Hello Everyone,
One can say that it is very important to hire the right attitude for the work place.
Also, a lot of it can be staged and coached. But it really lies on the skill of the interviewer to prob and verify whether the statements are indeed facts or not.
Regards,
Shyamali
From India, Nasik
One can say that it is very important to hire the right attitude for the work place.
Also, a lot of it can be staged and coached. But it really lies on the skill of the interviewer to prob and verify whether the statements are indeed facts or not.
Regards,
Shyamali
From India, Nasik
Dear All,
During the interview process , most of times people will good interpersonal skills scores high and we make our judgement about a person based on how well he behaves. Many a times i have seen people with good communication skills win the hearts of interviewer and such candidates are rated good.
Hiring the candidate with right attitude is more important. A person can be traines on technical aspects but attitude comes from within.
Personality profiling/assessment is one of the best ways to hire thr right people. This becomes very important when you hire people along the verticals.
Regards,
Rekha
From India, Bangalore
During the interview process , most of times people will good interpersonal skills scores high and we make our judgement about a person based on how well he behaves. Many a times i have seen people with good communication skills win the hearts of interviewer and such candidates are rated good.
Hiring the candidate with right attitude is more important. A person can be traines on technical aspects but attitude comes from within.
Personality profiling/assessment is one of the best ways to hire thr right people. This becomes very important when you hire people along the verticals.
Regards,
Rekha
From India, Bangalore
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