B Tricks-Hiring

Management is all about practices and not about written principles is what I firmly believe and follow. If you were to ask me what I know about management or to be specific corporate management, in a witty tone I’ld reply, “I probably know things which you haven’t learnt at your B-school.”  I haven’t gone to any B-school to study management techniques and principles. Management studies give you an outstretched knowledge which is valuable, but I also firmly believe that, practical knowledge- the real setbacks- and challenges can only and only be acquired over work.

Initially, I joined my company as a part-time employee but eventually as my work skimmed down, the HR department wanted me to help them with recruitment. I was hesitant at first, but the senior guys cooled my off by saying, “recruitment is one of the easiest thing one can do in office. All you need to do is to read through resumes and telephone people for an interview.” Well, from my experience I can at least say that, hiring is not that easy as my manager once said, it is a difficult task and even more difficult to accomplish it perfectly.

Recruitments are not about hiring “anyone” for your office. Recruitment is about hiring the right person for the right job. The initial mistakes which I have made while hiring someone were disastrous and cannot be illustrated, but, what I learnt from my mistakes is what I want others not to repeat. I am sharing these little insights which I think will be helpful and your comments will be highly appreciated.

Precise job description:
One of the first steps to hire the right person will be a precise job description of the role. Clumsy and generic role descriptions will land you up within heap of resumes, which will be irrelevant and inapt. A step wise categorization of what you are looking for is the best way to target your audience.
Talk and chalk out: Before short listing any candidate for interview you should at least once talk with the person. Phone conversations are mandatory as they provide you valuable information about the person. You will get to know whether the person is genuinely interested or casually looking out for a job change. If you are looking out for a right person, ensure that you know a little bit more information than those mentioned in a resume.
Convince: Once you have heard your candidate and you are ready to call for an interview, you also need to explicitly tell them what your company is offering to them. Most of the times, the interviewer just gives a gist of what the company is all about. But, I think one needs to go a little further and explain to the candidate that how the particular role will not only be beneficial but will also add visibility is terms of career growth and other options. These sort of conversations will positively impact your interviewee and implicitly convince him to prepare himself well for the final round of interview.

There are no set standards to measure whether you have been successful in hiring the right candidate or not. But, your way of selecting the right person is definitely the first step to welcome an efficient and proficient employee to your organizations.

About the Author: Sheryl Rao is with a leading IT firm as an HR Manager.



One Comment

Comments are closed.