It is common knowledge that recruiting and retaining the right kind of people is key to any successful business model. Yet, we find that most organisations ignore this cardinal rule in actual practice. Either because of the incompetence of the people responsible for recruitment or due to poor people management practices or other reasons, organisations find themselves short of talent leading to inefficiencies over a period of time.
This blog specifically deals only with the recruitment process and other issues like retention, motivation, talent management etc. will be dealt with in later blogs. Selection processes are to be tuned to attract the right kind of profiles to the organisation. Cultural fit is critical and it is better to spend a little extra time to ensure the right candidate is selected.
Qualification and experience are important but not the only factors. Right attitude is also to be ascertained. I list below some of the key traits to be sought for from each candidate with minor tweaking based on role and level of the position.
(a) Energy and enthusiasm
(b) Positive mindset
(c) Solutions and service focus
(d) Initiative
(e) Communication and articulation skills
(f) Team spirit and networking
(g) Target and result orientation
(h) Ambition combined with maturity
(i) Relationship skills
It is not easy to identify all these traits easily merely on the basis of an interview process. One should therefore make extensive use of psychometric tests, detailed background checks etc. to know more about the candidate. Some people are especially skilled in spotting talent and they should involved in the recruitment process. It is better to take due care and diligence at the initial stage itself so as to avoid problems later.
The right kind of mix and balance is necessary in every organisation. It is not correct to take too many people of a particular type. It takes all kinds of skill sets to lead to efficiency. Too many risk takers or too few are both undesirable. Likewise, too many leaders / thinkers or too few, too many doers or too few etc. are all recipes for disaster. Diversity of people and thought should be encouraged.
It is critical to closely observe the candidate and take frequent feedback from people working around to know how the fitment is working. Within the first few weeks, one can ascertain whether the recruitment was a success or not and take suitable actions.
I would love to hear your views on this blog. Please feel free to leave a comment on the blog or send me a mail at vish.sesh@gmail.com and I will quickly respond.
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very perfect.
ReplyDeleteI read somewhere recently, 'recruit for attitude and train for skills'...... I agree. Getting the right person for the job is most important.
ReplyDelete• The critical factor to be looked at is ATTITUDE of the candidate, if the attitude is right, rest of the skill can be nurtured and developed
ReplyDelete• The other important aspect is the skill set of the person(s) who interviews the candidate. Many a times I have notice that panel doing the interview hardly have the idea about what to be looked at for the proposed role or lacks necessary skills to judge the candidate properly and make the situation vulnerable.
• Last but not least as rightly sighted the right kind of balance is the essence – Can’t Imagine all the five fingers equal in size.
Eagerly waiting for the topic on talent development, management and retention.
• The critical factor to be looked at is ATTITUDE of the candidate, if the attitude is right, rest of the skill can be nurtured and developed
ReplyDelete• The other important aspect is the skill set of the person(s) who interviews the candidate. Many a times I have notice that panel doing the interview hardly have the idea about what to be looked at for the proposed role or lacks necessary skills to judge the candidate properly and make the situation vulnerable.
• Last but not least as rightly sighted the right kind of balance is the essence – Can’t Imagine all the five fingers equal in size.
Eagerly waiting for the topic on talent development, management and retention.
Very well written. I would like to add few of my observations. Interview processes to be taken very seriously both by the interviewer and the interviewee. Many a times, one or both of them are ill prepared which results in the process not meeting its desired objective. As regards the person who is being interviewed should know if not all,atleast key aspects about the job and the organisation he/she had applied for.Also, how he/she fits in with the key requirements of the job and the organization. I look forward to your insights on other key aspects you had mentioned.
ReplyDeleteVery well written. i would like to add some of view point which i strongly belive in the integrity level.
ReplyDeleteThe person while recruting any guy for a particular job should be able the check the level of integrity. what this person feels about process adherence & under what circumstances this guy will dilute or bypass the laiddown guidelines or process. Many a times when under pressure or to acheive the targets people just bypass the process . people's aspirations are very high & want to make quick money which allows them to take shortcut. we should be able to check the seriousness on process adherence of the that person. my view point is that diluting any laid down process is a big integrity issue as this will not only cause financial loss but also a big reputational loss to the organisation. I have seen people talking about the market practice for diluting a process but one should be aware t hat who all has made this market. It is all of us who actually create this market. It is our attitude & approcah which will decide the level of integrity people will have over aperiod of time.
Naveen uppal