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actually THERE IS NO TOOL , WHICH is100% effectives.
Resume and past work history are much better predictors of future performance. The problem is that in most fields, these are hard to ascertain unless you're pretty prominent. It's a bit easier as a journalist than in most other fields--if someone contacts me about writing for them, I can be pretty sure that they know and like my output. But even there, there will always be questions. How much did my editors contribute? What goes on inside most companies is even more opaque.
And so we rely on a much hazier proxy: do we like someone? We're like the proverbial drunks searching under streetlamps; the keys may not be there, but at least we can see.http://www.thedailybeast.com/articles/2013/06/20/even-google-doesn-t-do-interviews-better.html
I agree that there is NO tool to give you a gurantee of a performance of a candidate on job.
So Its all depends upon your co size, your co vision, Skill, Post You are hiring.
in IT co, clearing basic coding test is1 round, for trainer his certifications, feedbacks of his trainings and his communication skills, in banking.......... LIST is endless.
IF i Am a owner of a Co and HIRING a person, with no regard to post, skill.
Will like to have some comman qualification in each person , even door man.
logical reasoning, Verbal Reasoning, IQ level, English grammer , dressing
warm and happy person with Positive mindset , a team man ,
flexible and have no attitude hangups, give respect to others and listen carefull
at last- I will see, will I like to hang out with this guy and have a drink or coffee.
CHEERS
Personal experience in selecting process must be on the top, as entry level recruiters can not feel the personality, they are focused on the tasks while interviewing but not on an interviewee (even my case, one was asking me silly questions, rereading them from the paper while the interview) It is not effective. The real talents may be stay aside. Recruiter must see an interviewee and must know the body language well, psychological issues are in must here.
