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Madhavi Goyal
Deputy Manager
People Development
TechSpan India |
Candidates at TechSpan have to go through a battery
of tests before they are selected.
General aptitude and communication tests: These
tests enable us to determine the basic skills of the candidates at an
early stage. By putting prospective employees through this process, we
are able to evaluate their overall ability and shortlist suitable candidates.
Personality analysis: This test helps to analyse
traits that can be used to match individuals with the job profile, and
determine whether they make a right fit for the organisation. We use the
standard psychometric tool, 16PF, to assess the personality traits of
candidates.
Technical evaluation: In order to gauge the technical
skills of a candidate, we undertake an in-depth evaluation of the candidate’s
abilities by putting him/her through a series of interviews that are conducted
by a technical panel. In addition, individual strengths are also captured
through a technical skills evaluation form which is used to assess suitability
for the job.
Online technical tests: It is equally important
to assess the domain knowledge of a candidate. This is done by devising
online tests that give us an insight into his industry knowledge and domain
expertise.
Attitudinal and cultural attributes: It is important
that our people integrate with our culture and imbibe the organisational
values. We use a CIDS (Chronological In-depth Structured) questionnaire
to assess this parameter. It helps us know more about the candidate’s
family background and values; these are as important as knowing about
the candidate’s work experience.
The selection decision is made only after considering
the candidate’s performance/profile on all the above tests/parameters.
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