RAJKUMAR SHARMA                                                     Address:

                             H.No -243,East Chawala Colony

Mobile:+919953074815                                              Ballabgarh

Email:rajkumarsharma2010@yahoo.in                        Faridabad-121004

Summary

Having 4 years and 11 months hands on experience  & 3 Year 4 Month Experance in PPC Deppt. after Completing Diploma in Computer Application (DCA )

And 5 Jan. 2007 to Till Date Working As Navision  ERP Software As a  Item Master and Production Co-Ordinator In PPC Deppt.

Career Objective

Willing to work in a professionally managed organization enabling my professional and personal growth and offering a significant learning and performance based carrier in the modern and fast growing techno-commercial organization. I wish to evolve as an effective personality through progressive, sincere and sustainable efforts. 

Educational Background

• Passed 10^th Class from U.P Board Allahabad
• Passed  12^th Class from U.P Board Allahabad
• Passed B.A Class from Dr. Bhim Rao Ambedkar University ,Agra
• Pursing LLB Dr. Bhim Rao Ambedkar University ,Agra

Technical Qualification

• Diploma in Computer Application ( DCA ) From “STERLITE FOUNDATION” Ballabgarh,Faridabad

Key Strengths

• Able to establish effective priorities.
• Strong problem solving abilities.
• Ability to interact with people on all levels, using acute listening skills, diplomacy.
• Optimizing the programs to reduce the time.

Computer Skill Set

• Operating System: Windows 98,Windows XP,Windows 2000 , Internet Explorer      
• Spreadsheets       :          MS-Excel
• Word processor    :MS-Word ,Power Point & Command Prompt, Tally4.5,5.4
• Working with ( Enterprise Resource Planning ) ERP  System.Navision

                                     Version 3.70 , 4.0 in EDP Deppt ,PPC Deppt.

Current Job Status

Ø      Presently Working With Worked “Pooja Forge Ltd Unit II  Faridabad  , Haryana “  from Apr. 2008 to till Date As a ERP Computer Operator Cum Production Co-ordinator  (Item Master)

Ø      Make New schedule in ERP

Ø      Handling Dispatch

Ø      Create new item

Ø      Maintain Daily Data

Ø      Make daily production list

Ø      Production Planning

Ø      M/s Pooja Forge Ltd. is one of the leading supplier of Nuts & Bolts. It has collaborated with M/s Tokya Japan. Company is  leading manfaucturer of all type of nuts & Bolts.

Specialist In

Item Master

Professional Experience

M/s SADHU FORGING Limited is the company engaged in production of gear & forging

Parts. Sadhu forging is a leading O.E.Manufacturing of gear and shafts for TELCO, REM,

MAHINDRA & MAHINDRA, ESCORTS, FARMTRAC, PUNJAB TRACTORS, Spare market for

TATA and exporting repeatedly to countries like GERMANY, USA, MEXICO, SWEDEN and

many others.

Job Profile

·        Maintained TS 16949 documents related to vendor development.

·        Kaizen activities for product and Quality improvement.

·          I have worked with just in time (JIT) system.

Working Deppt.

Presently Working With in EDP Deppt  Version 4.0 ,3.70

Producation Planing and Control ( PPC ) ERP (Navision software)

Personal Details                                                                                                         

Current Address       :H.No- 243, East Chawala Colony Ballabgarh,Faridabad-121004

Permanent Address: Rajkumar Sharma % Late Shree Prasadi Lal , Village- Dewaka

                             Post- Gauroula, Dist- Aligarh ( Utter Pradesh)      

Date of Birth             :  03-06-1985

Nationality                :  Indian

Gender                      :  Male

Marital Status           :  Unmarried

Father’s Name            : Late Shri Prasadi Lal

Languages                :  Hindi, English

Personal Strengths  : Hard working, Responsible, Ambitious and Positive minded.

Hobbies                     :Reading Books, Traveling & Playing Cricket &   lesning  Music.

                                                                                      RAJKUMAR

Date  _______________                                                         +919953074815

Place _________________

The 2007/2008 Job Satisfaction & Retention Survey revealed many other interesting results, including that inadequate compensation is the top reason employees gave as to why they would leave their job:

The Top 5 Reasons for Leaving a Job as Reported by Employees
Inadequate compensation: 27 percent
Lack of career advancement: 19 percent
Insufficient recognition: 17 percent
Boredom: 11 percent
No professional development: 11 percent

Job offers with 8 to 15 percent increase in compensation should be reason enough to make the change.

Click here to get the detailed report in pdf for study.

AlliedBarton Security Services gathered productivity data by running tests in their Talent Lifecycle Value program and the results indicated many managers were leaving at the peak of their productivity. Based on this AlliedBarton was able to refocus on improving the recruiting and retention processes.

Proctor and Gamble, working with Development Dimensions International, moved their cognitive ability testing online and made them adaptive.

SITA developed a leadership development portal where employees can literally "gauge" their competencies and receive targeted instruction.

BPO firm iQor created an online test designed to measure "emotional, intellectual, and conversational skills", reducing the need for interviews, increasing productivity, and reducing turnover.

World’s finest employers, H R managers, psychologists, test designers and industry observers agree that online assessments is playing a valuable role in the selection process.

The latest feature we have added to the website is that, the report of any candidate, will come to your inbox as an email moments after the candidate has finished the test. While the report will also be available in your Candidate Status cockpit the email report will ensure that you save time as you do not have to log into the Smart Hiring website. Besides many a times you have to discuss the report with your team members and you can simply forward / share the reports with them instead of passing the login info with others.

I invite you to share your experience with us on this new feature. We are also experimenting with sending out invitations with out logging in and as and when we are able to have a solid method to do it we will roll it out.

Smart Hiring - always bringing technically superior testing and reporting methods to you.

Employers are keeping a tab on their present employees on social networking sites and punishing those who are ranting about their jobs.

Good Is the Enemy of Great

Good is the enemy of great,
And much that is fair may rob of more
For easy satisfaction tempts us all,
And snares us in its facile comfort.

First, save us from the proud leader,
Who chest thumps and pens his own PR,
And chases after quick acquisitions
Like frat men downing beers at homecoming.

Second, save us from the impersonal visionary,
Who says What before deciding Who
(For people are not programmable
With system patches to be downloaded).

Third, save us from the nonstop booster
Who applies some whitewash and calls it fact,
But who fails in the basic alchemy
Of drawing faith from a true mirrored image.

Fourth, save us from the merely competent,
A curse that kills by leaving well enough alone,
Which hides from us our one best course,
And that equates wisdom with tradition.

Fifth, save us from the bureaucracy,
Which crushes resolve under stifling weight,
And by taxing genius erodes discipline,
Until one must fill out forms to think.

Sixth, save us from the IT zealots,
Who may believe that tech is a magic key
Leading the way and incurring all costs,
When bell and whistle become the goal.

Seventh, save us from the quick fix,
The magic bullet, the dramatic revolution,
And those who eschew the patient application
Of one step after another, toward improvement.

Our will to become great will help us endure
All manner of trials, all insults to pride of place,
All discomfort of lost habits, all lack of spotlight,
All confrontations with facts, and all simple tasks.

Good Is the Enemy of Great (2005). The poem distills the management book Good to Great by Jim Collins. Source

Smart Hiring is an idea that is unique and first time in India. A fully online psychometric test developed in India and used by small, medium and large enterprises all over the world.

And Smart Hiring is looking for partners who can sell this idea to employers, recruiters and HR departments of the enterprises in places near you.

Any small, medium or large enterprise is your target market. This is a great opportunity because you have no competition.

The price that we charge for our psychometric testing is subscription based and is perfectly economical. 

YOUR PROFILE:

Pro-active attitude, team player with high customer orientation, communicative strength, sociable with negotiating skills, experienced in selling Industrial Products & Equipment with technical skills. Good skills in internet usage andspoken English. Good skills in common PC software. Willingness to travel, cross-cultural competence.

YOUR ACTIVITY:

Acquisition of new customers and projects, customer care of existing customers, company presentations, implement targeted sales promotion. Support local trade shows, support market and competitor analysis. Budget planning and effective forecasting.

WE OFFER:

Intensive training on our equipment and services, Marketing Material, Business Cards, Fully operational website and back office to track performance given to promote our products. Cooperation in an international, multi-disciplinary, dynamic team. Competitive, comprehensive benefits program. Good chance of success in a developing market. 

Contact us today to discuss this opportunity. 

Exit interviews provide an opportunity for organizations to

• enable transfer of knowledge
• experience from the departing employee to a successor or replacement,
• transfer knowledge to the team on current projects, issues and contacts,
• yield useful information about the employer organization, to assess and improve work environment,
• help improve quality of the organization, in terms of its relationship with its staff, customers, suppliers, third-parties and the general public.

Smart Hiring helps you conduct the Exit Interview without the embarrassment or getting into a argument situation between the organization and the departing employee. An exit interview at times can be a platform for the departing employee to be vengeful and may make the organization hear a lot of criticism which can cause heartburn for the staff conducting such an interview. Smart Hiring helps you make your own questions and invite the departing employee to answer them from his own comfort zone - may it be his new office or home and provide constructive feedback on a positive note without getting stressed and help maintain good relations and mutual respect.

The self designed questionnaire can help ensure that recrimination, blame, revenge and spite or any other destructive feelings /behaviors can be avoided during the exit interview.

In fact the invitation message sent to departed employee can be designed to be a friendly message that will ensure that he understands that this exit interview is an opportunity to leave friends and not enemies.

Some of the questions that you may consider for Exit Interviews are mentioned below

1. Tell us about how you’ve come to decide to leave?
2. What is your main reason for leaving?
3. What are the other reasons for your leaving?
4. Why is this important, or so significant for you?
5. Within the (particular reason to leave) what was it that concerned you particularly?
6. What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?
7. How would you have preferred the situation(s) to have been handled?
8. What opportunities can you see might have existed for the situation/problems to have been averted/dealt with satisfactorily?
9. What can you say about the processes and procedures or systems that have contributed to the problem(s)/your decision to leave?
10. What specific suggestions would you have for how the organization could manage this situation/these issues better in future?
11. How do you feel about the organization?

Smart Hiring Team of psychologists and certified test maker can help you create your own Exit Interview and then embed that as a test in your Smart Hiring HR Cockpit for use unlimited times on your Smart Hiring Annual Subscription.

At the end of each flight, as a rule, they talk about what went right, what went wrong during the flight and what could be done better in the future.

Over all these years this brief and debrief system has reduced errors and made flying safer. And BBC reports that a growing number of UK’s NHS medics think this system should be adapted - to make surgery safer.

As an HR Manager, employer and / or recruiter there is lots to be learnt here. A culture of analysing what to expect before the day begins and what went right and what went wrong and what could be done better in future, can make your organisation become more mishap free as we all know that most of the errors / mishaps are preventable.

Why this needs to be culture and training embedded?

Lots of people in various teams and departments of the large organisations have instilled in them that everything is their decision and responsibility, and for them it is very hard to stop and listen to their junior who might tell them that they are doing something wrong.

Trevor Dale, a retired airline pilot and trainer said: "For airline pilots team work is mandatory and has been for several years. We must do what we call ‘crew management resource training’ and airline pilots can effectively terminate their career if they can’t work effectively in a team.

"In aviation before every take-off and every landing the crew, and sometimes the cabin crew, will discuss what to do if all goes well and how to deal with any unplanned emergencies that can conceivably go wrong."

Smart Hiring helps you find the personnel who have high ability to accommodate, accept and adjust to changing circumstances/situations and to easily get along with others. Read more about Smart Hiring Solutions.

Andrew J. Elliot and Daniela Niesta, Professors -I believe-, at University of Rochester have been working on tests to demonstrate an effect in humans: Red, relative to other colors,leads men to view women as more attractive and more sexually desirable.

Men seem unaware of this red effect, and red does not influence women’s perceptions of the attractiveness of other women, nor men’s perceptions of women’s overall likeability, kindness, or intelligence. The findings have clear practical implications for men and women in the mating game and, perhaps, for fashion consultants, product designers, marketers and job seekers.

Red dresses could be definitely skewing HR policies and online tests like Smart Hiring 15 Trait Test or Smart Hiring Sales Aptitude Test can ensure that the adaptability and critical reasoning etc of the candidate -a woman or a man and dressed in red or blue- are upto the mark for your organisation.

Smart Hiring Is Green.

Online 15 Trait Test. Online Sales Aptitude Test.  Online Make Your Own Test.

No paper. No software.  No DVDs.  No CD-ROMs.  No special or heavy equipment. No downloads.  No hassles.   We are green.  All tests are online.  You and your candidate use your own computer and Internet connection.  Simply click and connect.

All Smart Hiring Online Tests are green products. We are paperless hence do not cut trees for wood to be processed for paper. Smart Hiring Online Tests do not use any software, CD-ROMs, flash drives, or heavy or special equipment.  Millions of CD-ROM and DVD disks end up in landfills and incinerators each year.  These disks create unnecessary pollution and harm to the environment and atmosphere.

Additionally, Smart Hiring Online Tests are administered over Internet computers. No new or heavy hardware, cabinets, synthetic materials, equipment, or other devices are needed.  Such items tend to be designed from metals, plastics, and wood that damage the environment.

Smart Hiring Online Tests are all green.  Buy green.  Go green.  Make this world a better place for everyone.

There’s a lot more happening there as they have tracks for education, clinical, and certification also, but some of the top of the line events will be discussing the following:

Test development in a global economy: A practical guide to best practice in test construction, localization and adaptation.

Developments in innovative technology-based assessments.

Cost is about US$800 for and you can read more about it by clicking here

US Based Lindblad Expeditions, a 500-employee adventure cruise company, sends job applicants a DVD showing not one, but two shots of a crew member cleaning toilets. A dishwasher talks about washing 5,000 dishes in one day. "Be prepared to work your butt off," another says.

"It’s meant to scare you off," company founder Sven Lindblad said. The movie is designed to ensure that no one joins in and says ‘This is not what I expected,’

Aggressive to hire people, employers try to show their best side while hiding the bit about working late and other operational challenges that might put off the candidate from joining. And this causes an attrition rate because the candidate after joining see the warts and all and decides to quit. With a movie sent to a prospective employee you can put forth to him all the challenging aspects and side effects of the job and ensure that I-cannot-handle-that type of candidate do not join and only can-do type of people join your team.

Talk to Smart Hiring for making movies that will help you train, retain, induct and hire the best and smartest on your team. 

Click here to start your dialog

or click here to reach us on Facebook: http://www.facebook.com/pages/Smart-Hiring/54784526387
 

Fool vs. Jerk: Whom Would You Hire?

The latest version of Smart Hiring brochure is now available by the image below.

Firestone wandered through a series of jobs, including that of a traveling medicine-extract salesman, before he founded his Ohio-based tire and rubber company in 1990. Goodyear and Goodrich were already well established in town and did not welcome the newcomer. The unwanted Firestone’s tire design excelled in an area that was a big issue of the day-keeping the rubber tire fastened to the rim. His big break finally came in 1906 when Henry Ford ordered 20,000 sets of tires, and the next year Firestone sold a total of 105,000 tires.

In What I have Learned about Men, he provides some unique ideas about interviewing prospective employees, his style of understanding what kind of family and social background is the person coming in from. His style of watching the body language and gestures to determine the nature of a person’s character. His method of understanding personality traits and attitude and reasoning ability of the person.

A recruiter and HR person can learn a lot from this essay. Click on the link below to read on.

What I Have Learned about Men by Harvey S. Firestone

Most Creative E-Card Smart Hiring Received This Season

While you must have read the  Advantages Of Psychometric Testing  on the Smart Hiring blog some of the added advantages of using the Smart Hiring Online process especially in India and Asia are

1. The candidate would be e-mail enabled. Lots of times dealing with candidates you come across some of them who do not even have an email id - yes sirree, in today’s world also - and that also could limit his high tech/web knowledge. Smart Hiring helps you segregate email enabled candidates from others.
2. In countries like India, where inspite of English being a business language you still have a large number of professional population which is English challenged, Smart Hiring helps you find candidates who are better equipped to communicate in English. And of course, if you want to test them further on the subject of English you can make your own test on Smart Hiring.
3. You can share the result with the candidate if you so desire. While hiring, we definitely do not recommend you do that, but once hired or for internal appraisal or 360 degree feedback the candidate can view her reports if you enable the feature in your HR Manager’s Cockpit.
4. Smart Hiring can help you keep the footfall to your hiring office low thus keeping your resources like receptionists, reception area, meeting rooms and HR people free for other important jobs. Smart Hiring sends out an invitation to the candidates, who you want to test, along with an user id and password and the candidate will be able to attempt the test from anywhere else.
5. In case, for any reason, you have to conduct the test on multiple candidates is present in front of you to give the test, you can use the offline version of the test avalable to you right there in your Smart Hiring Cockpit.

There are plenty of other advantages which I will be writing about shortly. In any case if you would like to have a demo of the complete Smart Hiring features do contact us with demo in subject line by clicking here.

This easy to read, (you can finish it in less than 60 minutes) book, got me to think about 2008 in my life, professionally and personally, and how the cheese moved fast and quick.

And as the book says, it does not matter who (or what) moved the cheese, may it be a terrorist attack or change in technology, we all need to focus on learning ways to adapt to the change.  That is the only constant, the need to do so….and as the book shows, it can be real growth experience and even fun.

Read the book, I really recommend it and the message behind it! Click here to buy it from Smart Hiring and we will ship it free to you (Free Shipping in India Only).

An Old Article I wrote about one year ago.

1.    The first and greatest advantage in computer-administered testing is the capability it provides for almost immediate feedback of results. In the applied setting this is of considerable value. For example, in all counseling and therapeutic applications of tests immediate access to results is an enormous advantage. The test can be discussed while the whole thing is fresh in the subject’s mind. In selection where the number of candidates is small and there is personal contact between the selector and candidates again immediate results are valuable. Where a huge number of subjects are tested, as in selection procedures for the armed services or civil service, this facility is not so important. In general, however, there can be no doubt that immediate feedback is a valuable characteristic of computer testing.

2.    A second advantage of the computer-administered test is that the administration is always the same. Variance due to testers is, therefore, eliminated. It should be pointed out that there is a possibility that a different computer screen from that on which the test was standardized might produce a different result so that strictly identical computers should be used to those for which the test was specified. Of course, traditional tests can be administered by tape recorder to ensure identity of administration, but this always seems, in my experience, somewhat artificial, when the human tester is present, whereas the impersonal computer is more acceptable.

3.    Where there is a shortage of skilled personnel, the prewritten interpretations can be valuable. These are used by many personnel managers in commercial organizations where the psychological and psychometric knowledge of the test users is low, or even non-existent.

4.    Obviously where valid items are used which can only be presented on computer, the computer is simply irreplaceable. However, except in certain specialized applications, computer items have not yet replaced those used in traditional tests.

It is possible to develop computer programs that will produce items of a given difficulty level where the items parameters are simple. This can be done for elementary cognitive tasks, as defined by Carrol (1983). These, as the title suggests, measure the simple cognitive processes which constitute general intelligence (according to cognitive theorists such as Carroll, 1983, and Hunt 1978). Semantic encoding and spatial orientation are typical examples.

Irvine et al. (1990) and Dan et al. (1993) have produced a set of tests in which items of given difficulty level are generated by the computer, and have discussed some of their underlying rationale. Their arguments and claims will now be scrutinized.

5.    The fact that, in computer-administered tests, the data for each item are automatically stored makes the statistical analysis of the test effortless. It saves the necessity, and the possible errors, of punching in all the data.

6.    One impressive application of computerized tests is in testing the severely handicapped. If, for, example, subjects have very poor motor control, special keyboards with large keys can be used. Wilson et all (1982) discusses some useful input devices for this purpose. For those whose vision is poor large script can be used on the computer screen. Of course, such tests are special tests and they could not be used for comparison with normal subjects. Nevertheless valuable clinical information can be obtained from such special computer testing.

Of Christmas and New Year

May you be blessed

With the spirit of the season,

which is peace,

The gladness of the season,

which is hope,

And the heart of the season,

which is love.

If you are looking for a similar Induction Training resource, please talk to us by clicking here.

Dear Employee :

You’ve been hired to handle some pressing needs we have. If we could have gotten by in not hiring you, we would have. But we’ve determined that we needed someone with your skills and experience and that you were the best person to help us with our needs. We have son to help us with our needs. We have offered you the position and you’ve accepted. Thanks !

During the course of your employment, you will be asked to do many things: general responsibilities, specific assignments, group and individual projects. You will have many chances to excel and to confirm that we made a good choice in hiring you.

However, there is one foremost responsibility that may never be specifically requested of you but that you need to always keep in mind through the duration of your employment. This is The Ultimate Expectation, and it is as follows :

Always do what most needs to be done without waiting to be asked.

We’ve hired you to do a job, yes, but more important, we’ve hired you to think, use you judgment and act in the best interests of the organization at all times.

I we never say this again, don’t take it as an indication that it’s no longer important or that we’ve changed our priorities. We are likely to get caught up in the daily press of business, the never-ending changes of the operation, and the ongoing rush of activities. Out day-to-day practices may make it look like this principle no longer applies. Don’t be deceived by this.

Please don’t ever forger The Ultimate Expectation. Strive to have it always be a guiding principle in your employment with us, a philosophy that is always with you, one that is constantly driving your thoughts and actions.

As long as you are employed with us, you have our permission to act in our matual best interests.

If at any time you do not feel we are doing the right thing – the thing you most believe would help us all – please say so. You have our permission to speak up when necessary to state what is unstated, to make a suggestion, or to question an action or decision,

This doesn’t mean we will always agree with you, nor that we will necessarily change what we are doing; but we always want to hear what you most believe would help us better achieve our goals and purpose and to create a mutually successful experience in the process.

You will need to seek to understand how (and why) things are done the way they are done before you seek to change existing work processes. Try to work with the systems that are in place first, but tell us if you thing those systems need to be changed.

Discuss what is presented here with me and others in the organization so that we might all become better at applying The Ultimate Expectation.

Sincerely,

Your Manager

P.S. : Like much sound advice, The Ultimate Expectation seems like commonsense. Don’t confuse what sounds simple with what is easy to do. Take this message to heart and become skilled at applying it to your own job and circumstances. Once you learn The Ultimate Expectation, you must apply it on a daily basis to your work. Accepting this challenge is paramount to your success with us, in your career, and in your life.

This resource has been published to help you to buy this book from www.hrdbooks.com

»                  Sales Managers (BDM)          Job detail

1. Sales Aptitude Test
2. 15 Trait Test
3. 360 Degree Feedback
4. Training Need Analysis
5. Test Taker Sees Only Your Brand
6. Multiple Languages
7. Make Your Own Tests
8. PDF Reports
9. Fast And Secure
10. Cost Effective
11. Instant Reports
12. Access Anytime, Anywhere
13. Full Customization
14. Ongoing Enhancements

Call us today to discuss your requirement.

The primary objective is to determine those few competencies that are the key to success. This ensures that you select the right people with the right competencies and make no selection errors or ill-suited career decisions!

This distinct outlining of competencies is the domain of a specialist and Smart Hiring has a team that provides you this specialization. Smart Hiring can also get various online and off-line Tests, instruments, instructions, and manuals that can be used when implementing competency management and when creating competency profiles.

In case you should consider getting a Competency Mapping to be done by our psychologists for the any position our team of psychologists are available to observe the people working in those designations in their work environment and based on observations create a report for you.

The report will advise the skills, knowledge and abilities required for each designation in each section.

The observation and report will be to decide which skills and abilities and abilities are a must for that designation and will further help to develop a test that you may use as your first step of selection in your organisation.

The competency profiling will map the job for its Skills, Abilities, Knowledge, Activities, Interests and Values. An example of each is provided below. Here are some sample Knowledge Competencies

Price: INR4000.00 (USD 82.20) Quantity 1 2 3 Add to cart

Activities Cover

* Leadership theories
* Team building
* Values and beliefs
* Visionary leadership
* Recognition and rewards
* Change and risk taking
* Professional development
* Mentoring

Training Objectives

* Develop key leadership skills
* Recognize and address skills needing further development
* Identify ability to take risks and initiate change
* Encourage creativity to enhance visioning skills
* Build strategies for personal development

Training Methods

* 16 written exercises encourage personal reflection and development
* 2 role-play scenarios aid the transfer of learning from the workshop to the workplace
* 14 self-assessments help participants identify their values, beliefs, and leadership style
* 14 group exercises call on participants to work together toward a common goal
* 4 closure activities provide an interesting way to end a training session

Time Guidelines

* 16 activities take 30 minutes or less
* 34 activities take between 1 and 2 hours

Details
 
SKU     50DL
Quantity in stock     1000 item(s) available
Author     Lois B. Hart, Ed.D.

Smart Hiring was also administered to 454 prospective MBA students from 12 Management Institutions located in Northern, Eastern, Western and Southern regions of the country. The sample includes both male and female students of 21-26 years age from the prestigious business education institutions.

It was a purposive sampling. Efforts were made to include B-Schools representative of the HR population, by keeping proportion of each sex, geographical distribution, socio-economic status and age distribution equitable. Read more by downloading the Test Manual from the link in the left column.

RELIABILITY

Reliability refers to the extent to which a test is internally consistent i.e how accurately is the test measuring what it is designed to measure?

The reliability or internal consistency of the scale was calculated by Split-half method. The scale was divided into two parts using odd-even method. The correlation co-efficient thus calculated were corrected by Spearman Brown formula for each dimension and for the whole test. For a detailed correlation co-efficient please download Smart Hiring Test Manual.

Smart Hiring has high reliability co-efficient for each of the personality dimension and statistically highly significant. The high reliability coefficient for the total score shows that total score is a more dependable index of personality dimensions than is any score for each of personality dimensions.

VALIDITY

Validity refers to the degree to which a test measures what it purports to measure.

The Online Version of Smart Hiring has 150 items that cover 15 normal personality dimensions. All the test items have been pruned and refined by a team of highly qualified and experienced psychologists. Based on consensual approach regarding manifestation constituting evidence of a specified trait, the items were selected and placed under each of the respective personality dimensions. For each dimension, finally, there are 10 questions.

The data collected on 454 candidates from various B-schools was also used to validate the items by evaluating the relevance of test items individually and Test as a whole; the purpose being to learn whether answers to the individual items are, on the whole, reasonably consistent with the behavior or personality trends suggested by the scores. This is a form of content validity. See detailed Validity Co-efficient by downloading Smart Hiring Test Manual.

Validity of Smart Hiring was also checked by administering a standardized Inventory with 36 items taken from published tests. Scores on inventory as a criterion were correlated with scores on Smart Hiring for 454 subjects. The correlation co-efficient between the criterion and Smart Hiring is 616 which is highly significant at 1% level. Thus Smart Hiring has high concurrent validity.

The above finding shows that validity of the new version of Smart Hiring is quite high. It may be mentioned that validity and cross validation of psychological instrument like Smart Hiring is a continuous process at Smart Hiring. With increased data and feedback coming from valued users, its predictive value is likely get enhanced. .

Since it was PC based we needed a Web based one which could be accessed from any location. I understand that this is now available with Smart Hiring. Smart Hiring had helped provide us with a website and connection for applicants to fill in psychometric tests on line and send us the data. This helped us draw up profile of candidates.

To check out the same I had got candidates to do the MBTI, DISC Profiling and Smart Hiring to see whether the data matched. It was amazing that it did.

Penelope Trinidade
Since leaving Maruti she has been holding Development Workshops at large and medium corporations.

Smart Hiring is a product that Ranbaxy have been using for the last many years. For all our junior to middle management sales cadre we have been using Smart Hiring Sales Aptitude Test. For other positions we have been using Smart Hiring (15 trait test).

Over the time period our observation has been that the results have been consistent and the candidates hired using Smart Hiring have been in many ways the right fit for the organization.

Smart Hiring has also been consistent in their services and have always helped us in case of any technical support that we have needed on the product.

Ritesh Arora
Ranbaxy Laboratories Limited

It’s a beautiful piece of software married to behavioral science. (Psychometric).
Neelmani Singh, Escorts Ltd. - Client

Smart Hiring has become an important tool for us not only in recruitment but also in placement, training, assessment and gauging satisfaction level of our most important assets - our people.
Sharad Mehra, Gapps Industries Pvt. Ltd. - Client

It was a tremendous help while assessing the personality of more than 300 candidates in my recent recruitment processes.
A. N. Mehrotra, IMI - Client

……. help in recruitment, increasing efficiency, team building and training.
The Pioneer

…….. unique features of the software are fool-proof instrument, culture free test, graphical reports and web-enabled support.
The Times of India

Revolutionary breakthrough in HRM. The software is highly user friendly and comprises of state of the art psychological features.
Human Capital

It is a psychological testing tool developed to make the recruitment process simple smart and scientific.
The Hindu

The emergence of Emotional Quotient in place of IQ has paved the way for a welcome entry of psychometrics in corporate today.
Rajeev Vaid, CEO - Smart Hiring, In an interview by Business Standard

Gone are the days when HR managers would have had to hire a candidate just by external pointers.
Business Standard

Smart Hiring promises to offer unique services.
Hindustan Times

… the right choice at the right time.
The Financial Express on Smart Hiring

Some of the real statistical research has been devoted to modifications of Smart Hiring on a very broad sampling of the area of personality responses in consultation with the following highly experienced and qualified Psychologists:-

Mr. Inderjit Arora, formerly Additional Director, Defence Institute of Psychological Research and Senior Member Psychologist, Defence Services Selection Boards. Advisor (Psychology), Smart Hiring

Mr. A. R Hindi, a former Senior Member Psychologist, Defence Services Selection Boards.

Mr. B. J Soni, a former Senior Member Psychologist, Defence Institute of Psychological Research and Defence Services Selection Boards.

Mr. C.P Kohli, a former Senior Member Psychologist, Defence Institute of Psychological Research and Defence Services Selection Boards.

Mr. C.M Thukral, a former Senior Member Psychologist, National Council of Educational Research and Training.

The consensual approach of Psychologists and the statistical treatment of data collected on the tool have given way to a true personality structure, revealing functionally independent items for each dimension of personality.

A fresh standardization exercise held on a sample of 454 prospective MBA students from Management Institutes spread over Northern, Eastern, Western and Southern regions of the country.

Providing of Norms in the form of Standard Scores with an easy graphic representation of presence and strength of each specified trait along with a SWOT - Strengths, Weaknesses, Opportunities and Threats - analysis report.

Providing of a ‘Consistency Score’ of an individual thereby showing how far the person tested was in harmony with his own self in responding to the various situations. In a way, it is a measure of one’s character, sincerity, integrity and ego-strength that go to make one’s inner core of personality.

The design of the new version of Smart Hiring has been in keeping with the long distance goals of HR Managers who want a kind of constancy in their assessment over the periods the employees recruited tend to stay and work for the organization. The latest version has been ‘timed’ to reduce the effect of factors like social desirability.

The graphic representation of ‘high’ and ‘low’ on various dimensions gets more revealing along with SWOT (Strength, Weaknesses, Opportunities and Threats) report. The latest version allows for an easy testing of employees time and again for a comparative study of employees’ attitude change and helps in better performance appraisal.

The new version includes as many as 15 dimensions of personality that are of potential importance in selection , counseling as well as educational guidance and clinical evaluation.

Smart Hiring 15 Trait Test is a highly validated and reliable and has a very powerful develoment cycle. Developed by five senior psychologist with large experience in test development Smart Hiring 15 trait Test is a personality assessment tool, in use since its inception from 1st Jan 2000 and has enjoyed tremendous success over the year in terms of its utility as a selection tool for recruitment of personnel for various rungs of HR hierarchy in more than 500 Companies.

The use and popularity of the tool has brought in various types of feedback from our esteemed customers as well. At Smart Hiring, research and development is a continuous process. The feedback over the year has helped the Company to modify and update the tool through scientific research methodology.

The latest version sets out to cover strategically and precisely all the main dimensions along which people can differ. It takes cognizance of the total personality, in all its main dimensions. Smart Hiring 15 Trait Test is a necessary requirement for functional testing and assessment; for it is replicable of objectively measurable broad personality dimensions.

Features

• Smart Hiring Sales Aptitude Test is available on Internet to administer and score.
• Smart Hiring Sales Aptitude Test produces a graphic profile report showing success-related factors
• Smart Hiring Sales Aptitude Test SWOT report presents a concise analysis of Sales personality strengths
• Smart Hiring Sales Aptitude Test strong correlations between high scores and Sales success in a variety of Sales-orientated roles.

Description

The questionnaire is based on a hierarchical theory of personality, which focuses on the effectiveness of different behaviors. The Smart Hiring Sales Aptitude Test defines personality as being essentially how an individual copes with, or adjusts to, life but it is concerned not so much with personality in general, but with the "Sales personality" in particular.

Development of Smart Hiring Sales Aptitude Test involved extensive job analysis work, which covered a wide range of Sales and Sales-related roles. This detailed initial work encompassed many different selling environments and identified a range of effective and ineffective behaviors that differentiated between successful and unsuccessful Sales personnel. The research included personnel selling a variety of products, within different industries and in different corporate cultures.

In addition to researching behaviors currently seen as effective in Sales roles, the work analysis included a projection about the kinds of behaviors that Sales staff, their managers, directors and customers saw as likely to be effective in the future.

These behaviors were then condensed into questionnaire items, which were linked to effective Sales behaviors. As far as possible, items were chosen which could apply to any candidate, irrespective of their work place experience. This was done, as many companies recruit Sales staff from universities and colleges and don’t always require applicants to have a Sales background.

Therefore while Smart Hiring Sales Aptitude Test questionnaire items were chosen as a result of research done specifically within Sales environments, they also related to more general behaviors, which everyone could exhibit, but which had a direct link to effective Sales behaviors.

Smart Hiring Sales Aptitude Test has seven main scales

In addition, Smart Hiring Sales Aptitude Test has one more scale which measure aspects of Social Distortion - this scale, called consistency factor,  is composed of items that are inclined to be distorted when a person is giving inaccurate responses. This may include not only the candidate’s intention to give a false impression, but also the possibility that the respondent actually believes this is how they would behave (fantasy) and, overall, is about them trying to look good.  

Smart Hiring Sales Aptitude Test also has Critical Reasoning Test to measure ability of a candidate to do critical analysis. Employee function that require major customer contact and Managerial functions needs to have high Critical Reasoning Ability.

More and more jobs, which historically would not have been classified as Sales roles, now involve an element of Sales. Smart Hiring Sales Aptitude Test  can be used to select staff in all such areas, which, whilst not exclusively "Sales", have or will have, a significant Sales perspective. Smart Hiring Sales Aptitude Test can also be used in training and development, either as a diagnostic tool or as an evaluation method, as the behaviors tested are directly related to Sales environments.

A range of Norms is contained in the report section, but Smart Hiring Sales Aptitude Test  can also be used in an actuarial manner, using cut-offs or a regression equation to help in screening. It may also be used in a more clinical or judgmental way to build up a picture of the applicant, which can be especially useful when there are small numbers of applicants (for example at the short list stage).

Age and profile range

A Psychometric Test for selection of Adult Sales Personnel At Small, Medium and Large Enterprises for junior to middle management cadre Sales person (Fresher or Experienced). 

1. the recruiters didn’t arrive at an agreement with each other about what the resume said about an applicant’s personality.
2. The applicants were separately tested on Big 5 (OCEAN) test and the correlations made between recruiters’ inferences of personality with actual Big 5 scores from the applicants, low levels of validity were found.
3. Despite the two findings above, rater perception of extraversion, oppenness to experience, and conscientiousness predicted their assessment of employability of the applicants.

What that tells us is that as an recruiter you need to restrain yourself from trying to infer personality from an applicant’s resume. Use resume to screen applicants out by the qualification and then follow that up with with a number of much more valid tests, structured interviews, in-depth reference checks, background checks etc.

• Showcase Our Expertise
• Improve Customer Relationships
• Create A Channel For Media and PR Relations
• Have Smart Hiring Team Internal Collaborate
• Knowledge Management
• Help Us Hire Better People
• Test ideas and New Products
• Rank high in Search Engines
   

Smart Hiring is very keen to showcase Trainers and Training Companies we work with closely. Here are some of the finest Training companies and Trainiers showcased.

Ajai Singh
Principal Consultant & Master Leadership Coach     Shamrock Training Consultants
D 401, The Great Eastern Links,
Ram Mandir Road,
Goregaon West,
Mumbai 400 104
INDIA
ajai.singh@vsnl.com
www.shamrocktraining.biz    
fax: 91-22-56789691
mobile: 91-9820158285

DOOR Training & Consulting India Pvt. Ltd
SCO 26, 2nd Floor, Sector 31-32, (HUDA Market)
Gurgaon - 122001, Haryana. India.
Tel : +91 124 4040573/74, Ext. 28
Fax No. +91 124 4040575,
web:  www.doortraining.com
mob:+91 9811174441

Smart Hiring, researched and developed in late 1990s, as a personality assessment tool has been in use since its inception from 1st Jan 2000 and has enjoyed tremendous success over the year in terms of its utility as a selection tool for recruitment of personnel for the middle rung of HR hierarchy in more than 250 Companies in India.

The use and popularity of the tool has brought in various types of feedback from our esteemed customers as well. At Smart Hiring, research and development is a continuous process. The feedback over the year has helped Smart Hiring to modify and update the tool through scientific research methodology and thereby come out with newer and technologically superior versions of Smart Hiring.

AGREEMENT BETWEEN USER AND Smart Hiring

The Smart Hiring Web Site is comprised of various Web pages operated by Smart Hiring.

The Smart Hiring Web Site is offered to you conditioned on your acceptance without modification of the terms, conditions, and notices contained herein. Your use of the Smart Hiring Web Site constitutes your agreement to all such terms, conditions, and notices.

MODIFICATION OF THESE TERMS OF USE

Smart Hiring reserves the right to change the terms, conditions, and notices under which the Smart Hiring Web Site is offered, including but not limited to the charges associated with the use of the Smart Hiring Web Site.

LINKS TO THIRD PARTY SITES

The Smart Hiring Web Site may contain links to other Web Sites ("Linked Sites"). The Linked Sites are not under the control of Smart Hiring and Smart Hiring is not responsible for the contents of any Linked Site, including without limitation any link contained in a Linked Site, or any changes or updates to a Linked Site. Smart Hiring is not responsible for webcasting or any other form of transmission received from any Linked Site. Smart Hiring is providing these links to you only as a convenience, and the inclusion of any link does not imply endorsement by Smart Hiring of the site or any association with its operators.

NO UNLAWFUL OR PROHIBITED USE

As a condition of your use of the Smart Hiring Web Site, you warrant to Smart Hiring that you will not use the Smart Hiring Web Site for any purpose that is unlawful or prohibited by these terms, conditions, and notices. You may not use the Smart Hiring Web Site in any manner which could damage, disable, overburden, or impair the Smart Hiring Web Site or interfere with any other party’s use and enjoyment of the Smart Hiring Web Site. You may not obtain or attempt to obtain any materials or information through any means not intentionally made available or provided for through the Smart Hiring Web Sites.

USE OF COMMUNICATION SERVICES

The Smart Hiring Web Site may contain bulletin board services, chat areas, news groups, forums, communities, personal web pages, calendars, and/or other message or communication facilities designed to enable you to communicate with the public at large or with a group (collectively, "Communication Services"), you agree to use the Communication Services only to post, send and receive messages and material that are proper and related to the particular Communication Service. By way of example, and not as a limitation, you agree that when using a Communication Service, you will not:

    * Defame, abuse, harass, stalk, threaten or otherwise violate the legal rights (such as rights of privacy and publicity) of others.

    * Publish, post, upload, distribute or disseminate any inappropriate, profane, defamatory, infringing, obscene, indecent or unlawful topic, name, material or information.

    * Upload files that contain software or other material protected by intellectual property laws (or by rights of privacy of publicity) unless you own or control the rights thereto or have received all necessary consents.

    * Upload files that contain viruses, corrupted files, or any other similar software or programs that may damage the operation of another’s computer.

    * Advertise or offer to sell or buy any goods or services for any business purpose, unless such Communication Service specifically allows such messages.

    * Conduct or forward surveys, contests, pyramid schemes or chain letters.

    * Download any file posted by another user of a Communication Service that you know, or reasonably should know, cannot be legally distributed in such manner.

    * Falsify or delete any author attributions, legal or other proper notices or proprietary designations or labels of the origin or source of software or other material contained in a file that is uploaded.

    * Restrict or inhibit any other user from using and enjoying the Communication Services.

    * Violate any code of conduct or other guidelines which may be applicable for any particular Communication Service.

    * Harvest or otherwise collect information about others, including e-mail addresses, without their consent.

    * Violate any applicable laws or regulations.

Smart Hiring has no obligation to monitor the Communication Services. However, Smart Hiring reserves the right to review materials posted to a Communication Service and to remove any materials in its sole discretion. Smart Hiring reserves the right to terminate your access to any or all of the Communication Services at any time without notice for any reason whatsoever.

Smart Hiring reserves the right at all times to disclose any information as necessary to satisfy any applicable law, regulation, legal process or governmental request, or to edit, refuse to post or to remove any information or materials, in whole or in part, in Smart Hiring’s sole discretion.

Always use caution when giving out any personally identifying information about yourself or your children in any Communication Service. Smart Hiring does not control or endorse the content, messages or information found in any Communication Service and, therefore, Smart Hiring specifically disclaims any liability with regard to the Communication Services and any actions resulting from your participation in any Communication Service. Managers and hosts are not authorized Smart Hiring spokespersons, and their views do not necessarily reflect those of Smart Hiring.

Materials uploaded to a Communication Service may be subject to posted limitations on usage, reproduction and/or dissemination. You are responsible for adhering to such limitations if you download the materials.

MATERIALS PROVIDED TO Smart Hiring OR POSTED AT ANY Smart Hiring WEB SITE

Smart Hiring does not claim ownership of the materials you provide to Smart Hiring (including feedback and suggestions) or post, upload, input or submit to any Smart Hiring Web Site or its associated services (collectively "Submissions"). However, by posting, uploading, inputting, providing or submitting your Submission you are granting Smart Hiring, its affiliated companies and necessary sublicensees permission to use your Submission in connection with the operation of their Internet businesses including, without limitation, the rights to: copy, distribute, transmit, publicly display, publicly perform, reproduce, edit, translate and reformat your Submission; and to publish your name in connection with your Submission.

No compensation will be paid with respect to the use of your Submission, as provided herein. Smart Hiring is under no obligation to post or use any Submission you may provide and may remove any Submission at any time in Smart Hiring’s sole discretion.

By posting, uploading, inputting, providing or submitting your Submission you warrant and represent that you own or otherwise control all of the rights to your Submission as described in this section including, without limitation, all the rights necessary for you to provide, post, upload, input or submit the Submissions.

LIABILITY DISCLAIMER

THE INFORMATION, SOFTWARE, PRODUCTS, AND SERVICES INCLUDED IN OR AVAILABLE THROUGH THE Smart Hiring WEB SITE MAY INCLUDE INACCURACIES OR TYPOGRAPHICAL ERRORS. CHANGES ARE PERIODICALLY ADDED TO THE INFORMATION HEREIN. Smart Hiring AND/OR ITS SUPPLIERS MAY MAKE IMPROVEMENTS AND/OR CHANGES IN THE Smart Hiring WEB SITE AT ANY TIME. ADVICE RECEIVED VIA THE Smart Hiring WEB SITE SHOULD NOT BE RELIED UPON FOR PERSONAL, MEDICAL, LEGAL OR FINANCIAL DECISIONS AND YOU SHOULD CONSULT AN APPROPRIATE PROFESSIONAL FOR SPECIFIC ADVICE TAILORED TO YOUR SITUATION.

Smart Hiring AND/OR ITS SUPPLIERS MAKE NO REPRESENTATIONS ABOUT THE SUITABILITY, RELIABILITY, AVAILABILITY, TIMELINESS, AND ACCURACY OF THE INFORMATION, SOFTWARE, PRODUCTS, SERVICES AND RELATED GRAPHICS CONTAINED ON THE Smart Hiring WEB SITE FOR ANY PURPOSE. TO THE MAXIMUM EXTENT PERMITTED BY APPLICABLE LAW, ALL SUCH INFORMATION, SOFTWARE, PRODUCTS, SERVICES AND RELATED GRAPHICS ARE PROVIDED "AS IS" WITHOUT WARRANTY OR CONDITION OF ANY KIND. Smart Hiring AND/OR ITS SUPPLIERS HEREBY DISCLAIM ALL WARRANTIES AND CONDITIONS WITH REGARD TO THIS INFORMATION, SOFTWARE, PRODUCTS, SERVICES AND RELATED GRAPHICS, INCLUDING ALL IMPLIED WARRANTIES OR CONDITIONS OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE AND NON-INFRINGEMENT.

TO THE MAXIMUM EXTENT PERMITTED BY APPLICABLE LAW, IN NO EVENT SHALL Smart Hiring AND/OR ITS SUPPLIERS BE LIABLE FOR ANY DIRECT, INDIRECT, PUNITIVE, INCIDENTAL, SPECIAL, CONSEQUENTIAL DAMAGES OR ANY DAMAGES WHATSOEVER INCLUDING, WITHOUT LIMITATION, DAMAGES FOR LOSS OF USE, DATA OR PROFITS, ARISING OUT OF OR IN ANY WAY CONNECTED WITH THE USE OR PERFORMANCE OF THE Smart Hiring WEB SITE, WITH THE DELAY OR INABILITY TO USE THE Smart Hiring WEB SITE OR RELATED SERVICES, THE PROVISION OF OR FAILURE TO PROVIDE SERVICES, OR FOR ANY INFORMATION, SOFTWARE, PRODUCTS, SERVICES AND RELATED GRAPHICS OBTAINED THROUGH THE Smart Hiring WEB SITE, OR OTHERWISE ARISING OUT OF THE USE OF THE Smart Hiring WEB SITE, WHETHER BASED ON CONTRACT, TORT, NEGLIGENCE, STRICT LIABILITY OR OTHERWISE, EVEN IF Smart Hiring OR ANY OF ITS SUPPLIERS HAS BEEN ADVISED OF THE POSSIBILITY OF DAMAGES. BECAUSE SOME STATES/JURISDICTIONS DO NOT ALLOW THE EXCLUSION OR LIMITATION OF LIABILITY FOR CONSEQUENTIAL OR INCIDENTAL DAMAGES, THE ABOVE LIMITATION MAY NOT APPLY TO YOU. IF YOU ARE DISSATISFIED WITH ANY PORTION OF THE Smart Hiring WEB SITE, OR WITH ANY OF THESE TERMS OF USE, YOUR SOLE AND EXCLUSIVE REMEDY IS TO DISCONTINUE USING THE Smart Hiring WEB SITE.

SERVICE CONTACT : rajeev.vaid@gmail.com

TERMINATION/ACCESS RESTRICTION

Smart Hiring reserves the right, in its sole discretion, to terminate your access to the Smart Hiring Web Site and the related services or any portion thereof at any time, without notice. GENERAL To the maximum extent permitted by law, this agreement is governed by the Indian laws and you hereby consent to the exclusive jurisdiction and venue of courts in New Delhi, India in all disputes arising out of or relating to the use of the Smart Hiring Web Site. Use of the Smart Hiring Web Site is unauthorized in any jurisdiction that does not give effect to all provisions of these terms and conditions, including without limitation this paragraph. You agree that no joint venture, partnership, employment, or agency relationship exists between you and Smart Hiring as a result of this agreement or use of the Smart Hiring Web Site. Smart Hiring’s performance of this agreement is subject to existing laws and legal process, and nothing contained in this agreement is in derogation of Smart Hiring’s right to comply with governmental, court and law enforcement requests or requirements relating to your use of the Smart Hiring Web Site or information provided to or gathered by Smart Hiring with respect to such use. If any part of this agreement is determined to be invalid or unenforceable pursuant to applicable law including, but not limited to, the warranty disclaimers and liability limitations set forth above, then the invalid or unenforceable provision will be deemed superseded by a valid, enforceable provision that most closely matches the intent of the original provision and the remainder of the agreement shall continue in effect. Unless otherwise specified herein, this agreement constitutes the entire agreement between the user and Smart Hiring with respect to the Smart Hiring Web Site and it supersedes all prior or contemporaneous communications and proposals, whether electronic, oral or written, between the user and Smart Hiring with respect to the Smart Hiring Web Site. A printed version of this agreement and of any notice given in electronic form shall be admissible in judicial or administrative proceedings based upon or relating to this agreement to the same extent an d subject to the same conditions as other business documents and records originally generated and maintained in printed form. It is the express wish to the parties that this agreement and all related documents be drawn up in English.

COPYRIGHT AND TRADEMARK NOTICES:

All contents of the Smart Hiring Web Site are: Copyright 2005 by My Website and/or its suppliers. All rights reserved.

TRADEMARKS

The names of actual companies and products mentioned herein may be the trademarks of their respective owners.

The example companies, organizations, products, people and events depicted herein are fictitious. No association with any real company, organization, product, person, or event is intended or should be inferred.

Any rights not expressly granted herein are reserved.

NOTICES AND PROCEDURE FOR MAKING CLAIMS OF COPYRIGHT INFRINGEMENT

Pursuant to relevant Indian Laws notifications of claimed copyright infringement under Indian copyright law should be sent to Service Provider’s Designated Agent. ALL INQUIRIES NOT RELEVANT TO THE FOLLOWING PROCEDURE WILL RECEIVE NO RESPONSE. See Notice and Procedure for Making Claims of Copyright Infringement.

Since 1999, Smart Hiring has been working with leading companies and public sector organisations providing state-of-the-art selection, retaining and development solutions.

Smart Hiring has made movies for Induction Training for companies like Hilton Hotels Inc., conducted tests for BPO in Delhi University and made Training MIS and Tests and Scans for companies Tata Sky, Pepsi and Hewitt Inc.

We can deliver value addition in the following areas:

Creating Tests and Scans
Training Movies and Animations
Websites and Web Applications
Workplace Investigations
Background Checks
Staff Handbooks
Policies + procedures
Reviews of HR / OHS systems + structures

Smart Hiring team of specialists have extensive experience in leading Indian and multi-national businesses and public sector organisations.

Ask Smart Hiring Team of Psychologists to create Competency Profiles for your organisation. We will provide you with a report that will provide you a distinct outline of which competencies are necessary to fulfill a job well. The primary objective is to determine those few competencies that are the key to success. This ensures that you select the right people with the right competencies and make no selection errors or ill-suited career decisions!

This distinct outlining of competencies is the domain of a specialist and Smart Hiring has a team that provides you this specialisation.

HRD TEST can also get various online and off-line Tests, instruments, instructions, and manuals that can be used when implementing competency management and when creating competency profiles.

In case you should consider getting a Competency Mapping to be done by our psychologists for the any position our team of psychologists are available to observe the people working in those designations in their work environment and based on observations create a report for you. The report will advise the skills, knowledge and abilities required for each designation in each section.

The observation and report will be to decide which skills and abilities and abilities are a must for that designation and will further help to develop a test that you may use as your first step of selection in your organisation.

The competency profiling will map the job for its Skills, Abilities, Knowledge, Activities, Interests and Values. An example of each is provided below.

Here are some sample Knowledge Competencies Here are some sample Knowledge Competencies

Contact Us

Smart Hiring  has a team of psychologists and certified test makers who are experts in test creation and can construct tests to measure any skill and/or competencies. Smart Hiring Team helps you with the entire process from creation, delivery and administration to generating reports and analyzing results. Contact us by clicking here

Smart Hiring Make Your Own Test is a great and easy way to make your own tests and run them on your candidates for hiring or your own employees for performance appraisal.

Smart Hiring Make Your Own Test is an online test generator to help you create your tests. With Smart Hiring Make Your Own Test you can create multiple-choice question test. You can also insert instructions and divide your test into beginning and end of the test.

Smart Hiring Make Your Own Test eliminates wasted time spent on formatting. You just add new questions, add answers and scoring pattern and let Smart Hiring do the hard work for you. All your tests are saved for editing.

Basic Smart Hiring engine ensures that your candidates get an exclusive invite with username and password and the test is run on them using your branding in a special window.

While Multiple Choice questionscan be created right now the following type of questions will be available in near future.

Fill in the blank
Matching
Test Duplicator PLUS!
Short Answer
Answer Sheets
True and False
Bold, Highlight and Italicize
Multiple Sections

The tests are also available in pdf format to run the test on a paper pencil format.

Smart Hiring is a multi-dimensional personality assessment tool. It has been shaped to the structures of traits that basic research in Psychology has shown to be essential elements of human personality. It is based on the principle that behaviour and personality are, in part, manifestation of certain traits and that the strength of traits can be evaluated. It measures personality dimensions well and meaningfully. It is the Corporate HR professionals’ answer to the demand for a test giving fullest information in the shortest time about most personality dimensions.

The new version sets out to cover plan fully and precisely all the main dimensions along which people can differ. It takes cognizance of the total personality, in all its main dimensions. Such a test is a necessary requirement for functional testing and assessment; for it is replicable of objectively measurable broad personality dimensions.

Smart Hiring 15 Trait Test, Sales Aptitude Test and Make Your Own Test are SaaS: Software as a Service and we are committed to Customer Service. If you are our valued customer and would like to provide us with any feedback or would like us to develop a special test for you please contact us by clicking here. 

You can also call us at any of our Customer Services numbers mentioned below, Monday to Friday, on any working day.

+91-11-2647 1200
+91-11-2641 1200

You can also send us a mail at

Smart Hiring was also administered to 454 prospective MBA students from 12 Management Institutions located in Northern, Eastern, Western and Southern regions of the country. The sample includes both male and female students of 21-26 years age from the prestigious business education institutions.

It was a purposive sampling. Efforts were made to include B-Schools representative of the HR population, by keeping proportion of each sex, geographical distribution, socio-economic status and age distribution equitable. Read more by downloading the Test Manual from the link in the left column. RELIABILITY Reliability refers to the extent to which a test is internally consistent i.e how accurately is the test measuring what it is designed to measure?

The reliability or internal consistency of the scale was calculated by Split-half method. The scale was divided into two parts using odd-even method. The correlation co-efficient thus calculated were corrected by Spearman Brown formula for each dimension and for the whole test. For a detailed correlation co-efficient please download Smart Hiring Test Manual.

Smart Hiring has high reliability co-efficient for each of the personality dimension and statistically highly significant. The high reliability coefficient for the total score shows that total score is a more dependable index of personality dimensions than is any score for each of personality dimensions. VALIDITY Validity refers to the degree to which a test measures what it purports to measure.

The Online Version of Smart Hiring has 150 items that cover 15 normal personality dimensions. All the test items have been pruned and refined by a team of highly qualified and experienced psychologists. Based on consensual approach regarding manifestation constituting evidence of a specified trait, the items were selected and placed under each of the respective personality dimensions. For each dimension, finally, there are 10 questions.

The data collected on 454 candidates from various B-schools was also used to validate the items by evaluating the relevance of test items individually and Test as a whole; the purpose being to learn whether answers to the individual items are, on the whole, reasonably consistent with the behavior or personality trends suggested by the scores. This is a form of content validity. See detailed Validity Co-efficient by downloading Smart Hiring Test Manual.

Validity of Smart Hiring was also checked by administering a standardized Inventory with 36 items taken from published tests. Scores on inventory as a criterion were correlated with scores on Smart Hiring for 454 subjects. The correlation co-efficient between the criterion and Smart Hiring is 616 which is highly significant at 1% level. Thus Smart Hiring has high concurrent validity.

The above finding shows that validity of the new version of Smart Hiring is quite high. It may be mentioned that validity and cross validation of psychological instrument like Smart Hiring is a continuous process at Smart Hiring. With increased data and feedback coming from valued users, its predictive value is likely get enhanced. .  

Job Description The incumbent would be responsible for Retail sales targets and should have the ability to engage Senior Management at the prospective clients. She has to be responsible for Niche Sales, sales strategies for E-services and products. She should be able to make presentations to the clients understand their HR related requirements and make the correct offerings and close deals. She should be able to showcase the companies services at various events. The person should have elementary knowledge of Human Capital Domain.

Desired Profile Overall 8-10 years of exp with 4-5 yrs in a presales role. Experience in Human Capital or Human Resources domain. Good verbal and written Communications and Presentation skills. Sales skills. Education Engineering, Management, MCA/MSc-Computer Science

Minimum Experience 7 years Maximum Experience 12 years

Location Mumbai, Bangalore, Delhi, Chennai,

Send your Resumé to jobSALES at smarthiring dot com

Designation Customer support specialist

Job Description We are looking for employees to run our web service operations. You will start as a customer support specialist. You will answer e-mails, phone calls, and live chat asnwering our customer’s queries. You will be also in charge of order processing. You will be working with a team managing our trouble ticket system, answering phones and emails. Compensation can reach 40-50,000 Rupee/mo within 1 year’s time. Job is internet and phone based and can also be flexible in terms of time as you will be responsible for attending the US based clientel at US timing.

Desired Profile Must have EXCELLENT COMMUNICATION SKILLS including written and spoken English. No strong accent, energetic, hard working, disciplined, willing to work call center hours. Basic computer skills including excel, outlook express, internet explorer.

Minimum Experience 2 years Maximum Experience 5 years

Send your Resumé to jobCSS at smarthiring dot com
 

Since it was PC based we needed a Web based one which could be accessed from any location. I understand that this is now available with Smart Hiring. Smart Hiring had helped provide us with a website and connection for applicants to fill in psychometric tests on line and send us the data. This helped us draw up profile of candidates.

To check out the same I had got candidates to do the MBTI, DISC Profiling and Smart Hiring to see whether the data matched. It was amazing that it did.

Penelope Trinidade
Since leaving Maruti she has been holding Development Workshops at large and medium corporations.

Smart Hiring is a product that Ranbaxy have been using for the last many years. For all our junior to middle management sales cadre we have been using Smart Hiring Sales Aptitude Test. For other positions we have been using Smart Hiring (15 trait test).

Over the time period our observation has been that the results have been consistent and the candidates hired using Smart Hiring have been in many ways the right fit for the organization.

Smart Hiring has also been consistent in their services and have always helped us in case of any technical support that we have needed on the product.

Ritesh Arora
Ranbaxy Laboratories Limited

It’s a beautiful piece of software married to behavioral science. (Psychometric).
Neelmani Singh, Escorts Ltd. - Client

Smart Hiring has become an important tool for us not only in recruitment but also in placement, training, assessment and gauging satisfaction level of our most important assets - our people.

Sharad Mehra, Gapps Industries Pvt. Ltd. - Client

It was a tremendous help while assessing the personality of more than 300 candidates in my recent recruitment processes.
A. N. Mehrotra, IMI - Client

……. help in recruitment, increasing efficiency, team building and training.
The Pioneer

…….. unique features of the software are fool-proof instrument, culture free test, graphical reports and web-enabled support.
The Times of India

Revolutionary breakthrough in HRM
The software is highly user friendly and comprises of state of the art psychological features.
Human Capital

It is a psychological testing tool developed to make the recruitment process simple smart and scientific.
The Hindu

The emergence of Emotional Quotient in place of IQ has paved the way for a welcome entry of psychometrics in corporate today.
Rajeev Vaid, CEO - Smart Hiring, In an interview by Business Standard

Gone are the days when HR managers would have had to hire a candidate just by external pointers.
Business Standard

Smart Hiring promises to offer unique services.Hindustan Times

… the right choice at the right time.
The Financial Express on Smart Hiring

The latest version of Smart Hiring uses sample data captured from various methods. The first one is wherein company received data for more then 5000 personnel tested using Smart Hiring all over India in various companies.

Some of the real statistical research has been devoted to modifications of Smart Hiring on a very broad sampling of the area of personality responses in consultation with the following highly experienced and qualified Psychologists:-

Mr. Inderjit Arora, formerly Additional Director, Defence Institute of Psychological Research and Senior Member Psychologist, Defence Services Selection Boards. Advisor (Psychology), Smart Hiring

Mr. A. R Hindi, a former Senior Member Psychologist, Defence Services Selection Boards.

Mr. B. J Soni, a former Senior Member Psychologist, Defence Institute of Psychological Research and Defence Services Selection Boards.

Mr. C.P Kohli, a former Senior Member Psychologist, Defence Institute of Psychological Research and Defence Services Selection Boards.

Mr. C.M Thukral, a former Senior Member Psychologist, National Council of Educational Research and Training.

The consensual approach of Psychologists and the statistical treatment of data collected on the tool have given way to a true personality structure, revealing functionally independent items for each dimension of personality.

A fresh standardization exercise held on a sample of 454 prospective MBA students from Management Institutes spread over Northern, Eastern, Western and Southern regions of the country.

Providing of Norms in the form of Standard Scores with an easy graphic representation of presence and strength of each specified trait along with a SWOT - Strengths, Weaknesses, Opportunities and Threats - analysis report.

Providing of a ‘Consistency Score’ of an individual thereby showing how far the person tested was in harmony with his own self in responding to the various situations. In a way, it is a measure of one’s character, sincerity, integrity and ego-strength that go to make one’s inner core of personality.

The design of the new version of Smart Hiring has been in keeping with the long distance goals of HR Managers who want a kind of constancy in their assessment over the periods the employees recruited tend to stay and work for the organization. The latest version has been ‘timed’ to reduce the effect of factors like social desirability.

The graphic representation of ‘high’ and ‘low’ on various dimensions gets more revealing along with SWOT (Strength, Weaknesses, Opportunities and Threats) report. The latest version allows for an easy testing of employees time and again for a comparative study of employees’ attitude change and helps in better performance appraisal.

The new version includes as many as 15 dimensions of personality that are of potential importance in selection , counseling as well as educational guidance and clinical evaluation. .  

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Smart Hiring 15 trait Test is a highly validated and reliable and has a very powerful develoment cycle. Developed by five senior psychologist with large experience in test development Smart Hiring 15 trait Test is a personality assessment tool, in use since its inception from 1st Jan 2000 and has enjoyed tremendous success over the year in terms of its utility as a selection tool for recruitment of personnel for various rungs of HR hierarchy in more than 500 Companies.
Therefore while SMART HIRING - SAT 2006 questionnaire items were chosen as a result of research done specifically within Sales environments, they also related to more general behaviors, which everyone could exhibit, but which had a direct link to effective Sales behaviors. Pricing Information The use and popularity of the tool has brought in various types of feedback from our esteemed customers as well. At Smart Hiring, research and development is a continuous process. The feedback over the year has helped the Company to modify and update the tool through scientific research methodology.

The latest version sets out to cover strategically and precisely all the main dimensions along which people can differ. It takes cognizance of the total personality, in all its main dimensions. Smart Hiring 15 Trait Test is a necessary requirement for functional testing and assessment; for it is replicable of objectively measurable broad personality dimensions.

Adaptability	Ability to accommodate, accept and adjust to changing circumstances/situations and to easily get along with others.
Assertiveness	Ability to be bold and energetic in a group situation and be influencing in one’s thoughts and ideas by convincing and persuasion.
Competitiveness	Ability to be self-assertive, dominant and aggressive
Dynamism	Ability to put in sustained efforts and to remain lively and enthusiastic for achieving the goal. Showing active energy level in most of one’s undertakings. Likes to perform.
Emotional Stability	Ability to control one’s owns emotions as well as that of others.Shows sense of discipline,foresight and feelings of empathy.
Reasoning	Ability to put across one’s thoughts and ideas logically and to arrive at judgment by rational thinking.
Tactfulness	Ability to skillfully manage the feelings and behavior of others.
Stress-tolerance	Ability to withstand day-to-day stress. Having harmonious state of mind. Proactive in thoughts and behavior.
Self-reliance	Independent and enterprising. Self-sufficient and self-dependent. Shows state of self-confidence.
Leadership	Ability to influence others. Initiates action for a group. Controls and directs people and their behavior and achieves goals. Shows self-control and ability to win other’s cooperation.
Team work	Ability to work with others cohesively and in unison for group goals.
Decision-making	Ability to arrive at a fair and workable conclusion. Clear- headed and resourceful. Is able to lay priorities.
Creativity	To be imaginative, spontaneous and original, showing fluency in thoughts. Explorative and self-assured.
Integrity	Shows sincerity and honesty in thoughts and actions. Cherishes values of respectfulness, obedience and responsibility.
Career maturity	Ability to foresee, take and tap the opportunities for career growth. Readiness to face challenges in career. Keep good relations with colleagues, seniors and juniors. Is able to decide things in time.

 

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Features

• Smart Hiring Sales Aptitude Test is available on Internet to administer and score.
• Smart Hiring Sales Aptitude Test produces a graphic profile report showing success-related factors
• Smart Hiring Sales Aptitude Test SWOT report presents a concise analysis of Salespersonality strengths
• Smart Hiring Sales Aptitude Test strong correlations between high scores and Sales success in a variety of Sales-orientated roles.

Pricing Information 

Description

The questionnaire is based on a hierarchical theory of personality, which focuses on the effectiveness of different behaviors. The Smart Hiring Sales Aptitude Test defines personality as being essentially how an individual copes with, or adjusts to, life but it is concerned not so much with personality in general, but with the "Salespersonality" in particular.

Development of Smart Hiring Sales Aptitude Test involved extensive job analysis work, which covered a wide range of Sales and Sales-related roles. This detailed initial work encompassed many different selling environments and identified a range of effective and ineffective behaviors that differentiated between successful and unsuccessful Sales personnel. The research included personnel selling a variety of products,within different industries and in different corporate cultures.

In addition to researching behaviors currently seen as effective in Sales roles, the work analysis included a projection about the kinds of behaviors that Sales staff, their managers, directors and customers saw as likely to be effective in the future.

These behaviors were then condensed into questionnaire items, which were linked to effective Sales behaviors. As far as possible, items were chosen which could apply to any candidate, irrespective of their work place experience. This was done, as many companies recruit Sales staff from universities and colleges and don’t always require applicants to have a Sales background.

Therefore while SMART HIRING - SAT 2006 questionnaire items were chosen as a result of research done specifically within Sales environments, they also related to more general behaviors, which everyone could exhibit, but which had a direct link to effective Sales behaviors. Smart Hiring Sales Aptitude Test has seven main scales

Assertiveness	Ability to be bold & energetic in a group situation & be influencing in one’s thoughts & ideas by convincing & persuasion.
Adaptability	Ability to accommodate, accept and adjust to changing circumstances/situations and to easily get along with others.
Competitiveness	Ability to be self-assertive, dominant and aggressive
Dynamism	Ability to put in sustained efforts and to remain lively and enthusiastic for achieving the goal. Showing active energy level in most of one’s undertakings. Likes to perform.
Emotional Stability	Ability to control one’s owns emotions as well as that of others.Shows sense of discipline,foresight and feelings of empathy.
Reasoning	Ability to put across one’s thoughts and ideas logically and to arrive at judgment by rational thinking.
Tactfulness	Ability to skillfully manage the feelings and behavior of others.

In addition, Smart Hiring Sales Aptitude Test has one more scale which measure aspects of Social Distortion - this scale, called consistency factor,  is composed of items that are inclined to be distorted when a person is giving inaccurate responses.This may include not only the candidate’s intention to give a false impression,but also the possibility that the respondent actually believes this is how they would behave (fantasy) and, overall, is about them trying to look good.

Smart Hiring Sales Aptitude Test also has Critical Reasoning Test to measure ability of a candidate to do critical analysis. Employee function that require major customer contact and Managerial functions needs to have high Critical Reasoning Ability.

More and more jobs, which historically would not have been classified as Sales roles, now involve an element of Sales.Smart Hiring Sales Aptitude Test can be used to select staff in all such areas, which, whilst not exclusively "Sales",have or will have, a significantSalesperspective. Smart Hiring Sales Aptitude Test can also be used in training and development, either as a diagnostic tool or as an evaluation method, as the behaviors tested are directly related to Salesenvironments.

A range of Norms is contained in the report section, but Smart Hiring Sales Aptitude Test  can also be used in an actuarial manner,using cut-offs or a regression equation to help in screening. It may also be used in a more clinical or judgmental way to build up a picture of the applicant, which can be especially useful when there are small numbers of applicants (for example at the short list stage).  Age and profile range A Psychometric Test for selection of Adult Sales Personnel At Small, Medium and Large Enterprises for junior to middle management cadre Sales person (Fresher or Experienced).