Continued...How can you make an accurate assessment of a candidate’s suitability? According to Anik Banerjea, Head Marketing, Ripple India, a leading manufacturer of fragrances, “It is difficult to assess
commitment and attitude; they are often the differentiators between success and failure of an employee in an assignment. I have no foolproof way to identify this.”
The trouble is that no two individuals are exactly alike and they do not come with instruction manuals! This makes every selection decision one-of-a-kind. It needs to proceed based on the specific needs of the position to be filled, which requires a match of individual competencies with the need of the position.
For success in any job, individuals must have the right competencies for the role. These go beyond the basic skills and knowledge required. Competencies could include areas of attitude and culture fit and recruiters would need to identify these attributes in their candidates.
But how does one assess a candidate’s job-related competencies?
There are behavioural indicators that demonstrate these competencies. To identify competency-based behavioural indicators, you would need to plan your interview strategy. It would help to develop structured questions which can help you identify these qualities. Asking a candidate, for example: ‘Can you tell me how you have been able to address the problem of low sales in one of your territories?’ will give you insights into your candidate’s problem solving approach. Asking them to explain: ‘How did you complete your production target after the unexpected plant breakdown?’ can update you on their planning skills. Click here to read more...
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commitment and attitude; they are often the differentiators between success and failure of an employee in an assignment. I have no foolproof way to identify this.”The trouble is that no two individuals are exactly alike and they do not come with instruction manuals! This makes every selection decision one-of-a-kind. It needs to proceed based on the specific needs of the position to be filled, which requires a match of individual competencies with the need of the position.
For success in any job, individuals must have the right competencies for the role. These go beyond the basic skills and knowledge required. Competencies could include areas of attitude and culture fit and recruiters would need to identify these attributes in their candidates.
But how does one assess a candidate’s job-related competencies?
There are behavioural indicators that demonstrate these competencies. To identify competency-based behavioural indicators, you would need to plan your interview strategy. It would help to develop structured questions which can help you identify these qualities. Asking a candidate, for example: ‘Can you tell me how you have been able to address the problem of low sales in one of your territories?’ will give you insights into your candidate’s problem solving approach. Asking them to explain: ‘How did you complete your production target after the unexpected plant breakdown?’ can update you on their planning skills. Click here to read more...
Read More IIPM Related Articles
Zee Business Best B-School Survey 2012
Prof. Arindam Chaudhuri's Session at IMA Indore
IIPM IN FINANCIAL TIMES, UK. FEATURE OF THE WEEK
IIPM strong hold on Placement : 10000 Students Placed in last 5 year
IIPM's Management Consulting Arm-Planman Consulting
Professor Arindam Chaudhuri - A Man For The Society....
IIPM: Indian Institute of Planning and Management
IIPM makes business education truly global
Management Guru Arindam Chaudhuri
Rajita Chaudhuri-The New Age Woman
IIPM B-School Facebook Page
IIPM Global Exposure
IIPM Best B School India
IIPM B-School Detail
IIPM Links
IIPM : The B-School with a Human Face
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