The Science Of Selecting “The Right People”

The Mind-Set of Individuals conducting “Interviews” varies from situation to situation and hence the pattern invariably goes through highs and lows. As a result, the statement:

Good Candidate or Bad Candidate !

It has been taken for granted the process of conducting interviews is easy and one should complete the exercise in the shortest possible time. Thereafter, the onus shifts to HR to complete the joining formalities to get the new hire on board quickly.

“If we didn’t spend four hours on placing a man and placing him right, we would spend four hundred hours on cleaning up after our mistake.”

In picking people, we can use “Five Simple Decision Steps” in ensuring we are selecting the right people:

  • Assignment
  • The Fit
  • Performance Records
  • Informal Discussions
  • Appointee Understanding of the Assignment.


It is said: Don’t hire a person for what they can’t do; hire them for what they can do. Unfortunately, the tone of most interviews is to establish the weaknesses of candidates. This becomes a cardinal mistake as we eventually should hire people for their strengths. What are the scientific questions to determine the true strengths of a candidate? It is possible to categorize questions to determine qualities like Accountable, Attitude, Collaboration, and Motives.

“In looking for people to hire, you look for 3 qualities: Integrity, Intelligence, and Energy. And, if they don’t have the first, the other two will kill you.” – Warren Buffet

Most interviewers can easily determine the intelligence and energy of a candidate. How many can establish the integrity in an objective manner? At the same time, when it comes down to two equally strong candidates, what are the grounds on which you will make the final choice? Using the help of advanced ‘Psychometric’ Tests; it is possible to use ‘science in selecting the right people.’ The more objective the process, the probability of making the right choice becomes very high.

“Make decisions on people: Selection, placement, and evaluation – your top priority.” – Peter Drucker


And, it starts with Selection. If you get the first step wrong, the next 2 are meaningless

Arnab Ghosh

My name is Arnab Ghosh. I have been working as a Corporate professional for the past 19 years. After completing my graduation from City College {University of Calcutta}, I started my career with R.S.Software India, followed by Vedika Software Pvt.Ltd. Have worked with industry giants such as Convergys, Satyam Nipuna Services, Wipro BPO, Tata Teleservices Limited, Aircel, TaxiForSure, Brainware University among others. I am a certified trainer from Aircel Academy – Manager As a Coach & Trainer. I have also completed certifications from TBO Academy & Alison Education in the field of “Soft Skills“, the knowledge of which I apply to my students at my University regularly. I have also successfully completed “The Fundamentals of Digital Marketing” certification from Google and “Digital Marketing Course” from TBO Academy. I was awarded “Google Analytics for Beginners” certificate by Google after successfully completing their course. I have achieved CEFR level B2 (Upper Intermediate) in a test of English proficiency from the British Council English Score. I am a bundle of drive, energy, commitment, and dedication and firmly believe in living my life in my own terms, be it working my heart out to achieve business targets or enjoying my spare time doing things that give me joy and feelings of contentment. My hobbies include reading books & listening to music and blogging. I sincerely believe that one should never lose focus in life and that one has to put in a lot of hard work & effort to reach the top.

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