Hire the Right Person
925 Social Responsibility
In Continuation to our best practices policy we are one of the few companies that do not charge candidates. We mention it loud and clear that there will be no pre and post charges from the candidate. At 925 instead of charging them we invest in our candidates so that they stand better chance in any job interview.
Hire the Right Person
Hiring process is naturally true reflection of every organization. If every next month a new dead head joins our company, our hiring process is designed to hire dead heads only. If thieves start surrounding our work spaces, again, it’s our hiring process that had them around us. And, if we are having dynamic, creative and qualified people as our employees, thanks to our hiring process. It’s helping.
Hiring is a tough business, of course. Nobody wants to hire wrong person on purpose, yet everybody complains of having wrong people slip through the process. This means nothing but wide open holes in your hiring process, and you will get the same results until you fix it. In this case, only fix available is ‘Change it’.
How often have you hired a person who looked great on the paper, but failed to perform up to your companies standards? More than once, if this is your answer, your hiring loop starts lights at the wrong tree. Good hires are not found just by accident, it’s a tough process that brings them on the plate.
During the interviews, candidates are in their best colors, their best looks, their best attitude, their best gestures, their best postures, their best intonations, their best words, their best pauses…. It’s their best that catches your attentions.
Candidates are on their front foot, keeping their back boot well hidden. Whenever interviews start from Resumes, candidates get the control of it. They already have the answers and explanations that their Resume begs out of them. You ask your candidate ‘how did you increase your company’s sales by 40%?’ They wanted you to ask them this question and you just did it.
it’s now your job to get them on their back foot and ask them what they have not written.
Process, it’s what identifies true match to the job and brings it on the crew. So here is what you should do to get it right.
For money, people can even kill, and they literally do when possible. You should hire people who are passionate about their career and their industry.
Put your candidates in front of the situations where they have to speak about their achievements, their future goals and their brewing ideas. See how their face sparkles on these mentions and see how their eyes brighten up. Ask yourself, if you this person would be a good person to get along with, to talk with and to walk with for creative ideas. If yes, catch him.
Your biggest strengths, your level of expertise, your biggest fears, your professional impediments…. Just don’t get answers this way. They are lesser revealing, lesser indicators of what potentials your candidate might be the carrier of.
Instead, ask them to rate themselves from 10 to 0, in the skills that you want them for. Against any particular skill, if a candidate marks 8, ask him why its 8 or how can it be 9 or 10. Now, rate them with your own scales.
We, more than often, are driven by sense of pity and sympathy. For God’s sake, don’t bring it here during the interviews.
While interviewing, we have to have our candidates exposed against difficult questions. Don’t give them hints and options, even extra directions. You can still help your candidates, just by asking them to ‘take as much time as necessary, and make sure they answer the question correctly’. Trust me, it’s also helping.
Short or long? Don’t wrap the candy up until you find it completely round. Take as much time as you start feeling comfortable about the decision you are going to make. If you have identified the candidate’s level in 5 minutes, just don’t drag him for next 2 hours. Respect
And finally, you will come across different people with wide range of skillset, experience, qualification and ideas. All you need is to ‘stay focused’ on what you were looking for, from the start. Of course, you can keep a tack on interesting candidates, for future openings, but do the job that you have started.
Again, companies are the people working for them. Don’t end up with wrong ones.