Now a days, hiring the right Candidate has become a tedious, time consuming and more visionary work, and yet not able to select the perfect one!!
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Inability to select the perfect one will have many reasons, a few major reasons may be as enumerated below;
- Qualification
- Skill sets - Work Exposure - Multiple task handling - Methods & Processes
- Experience and application / familiarity with plant , equipment and machinery,procedures & systems
- Attitude - Aptitude - Infirmity - Infuriate
- Family or Social constraints - Criteria for overseas assignment - peer pressure
- Compensation - Variance between current package to offer given - Variations in fringe benefits - Tax impact or implications
- Compatibility with existing Team mates
- Cultural fit - Acceptability and Affinity
- Gelling well with either workforce Managers - Protestant work ethics Managers or Existential Managers or Pragmatic Managers or 'Gen X' Managers
The one, who has been entrusted with this responsibility in the organisation, is always thinking that "What are the prerequisites to ensure correct or serendipitous approach"?.
Based on critical experience, keeping in view above factors, I have following areas for better attention prior to jump start the hiring process;
- Whenever the Organization is hiring Right Talent, make sure that the HR has the right requisites for the respective vacancies / positions, especially, the "Role and Responsibilities" communicated accurately, lest a gap in communication might be unsatisfactory, leading to an irrelevant procedure. Result being, scheduled candidates for the Interview may be not of caliber as desired or expected - resulting Loss in time, efforts and energy with resources deployed, and restarting the whole processes.
- Ensure that the positions are Clearly stated with appropriate selection of categories / sub-categories, and the essential Skills required, rather than the desirable Skills. Managers must be familiar with the availability of the Skills in the job market and people with specific expected Skills, if not, he or she must initiate learning process , either internal communications with HR or expand own network to update.
- A well-documented Requisition form ensures that the Requisitioning person and the HR have a clear understanding of the 'Role and the kind of people', who can be the 'Right fit' for the planned role.
- Most prudent , prior to initiate any new 'Recruitment hunt', it is significant to scan your already 'hired Employees'.
- If anyone out of them has the 'Required Skills' and Skills- untapped talents or EVEN just waiting to be Developed, do not miss them out. This helps our business manifolds by promoting the 'Potential Candidate' to a new level, which not only fulfills our requisites but lowers the hiring cost and most importantly, helps to retain talent, at the same time enhancing the "Employeeship" , prospects term career.
- Even our own employees might be able to 'Offer Referrals' to the company that fit the job requirements. Sometimes business associates or Customers / Machine manufacturers or Business contacts refer a few good Candidates. No matter take chance and keep HR in loop.
- Once float the word around, many times good reference do work. There is nothing wrong in adopting this practice, yes, essentially it needs to check "Reference" prior to finalize, we never know what background or impression the candidate left behind with any antecedents.
- From time to time, for various career development 'Opportunities' it is advisable to discuss with internal teams or HR. Communicate your current and Future Business Plans to let it be known 'in-confidence' . This may benefit in identifying correct version or person , either internally or externally.
- How can I 'Contribute to the Company's success' by recruiting right talent for my organisation / Unit ? A million dollar question. But how to go about ? It is not so difficult. please review the following for your self assessment prior its application:
- Involve your known and confident team members in such debate, either from departments / sections or associated SBU / Units.
- Refer to their opinion and references given
- Evaluate their judgmental directives
- Let them feel motivated and more valued for the Organizational issue
- Respect, recognize and appreciate their Skills
Remember, a happy Employee in the Organization is bound to bring in creativity, Efficiency, and accountability. This leads to belonging, continuity, esteem and self satisfaction in your team and peer group.
Now begins the actual work for "Talent Acquisition" , a planning that leads to identifying skills , notifying to sourcing , screening to mach our company needs, refining / pruning right candidates , preparing schedules to speak / meet them and organizing Self to INTERACT with such brilliant talents and proffer solution to Hiring or Acquiring best of the lot to induct in the Organisation.
We will talk and discuss more on the above, again in the next round. However, if you have any additional input to the above, please feel free to contribute.
NNS Vyas