Wednesday, January 27, 2010

When King is away..

I heard a mouse roar...
Oh, yes, was a roar..
Did the king delegate the responsibilities to the rat?

We got some quick mails flowing this morning...update..1, update ..2 and yes lots of good advice..
Wake up Sid! Where were you lost so far?
Kingship does not come by comes by acceptance.

Acceptance is tough to get ...delegated task come cheap and easy..
Build acceptance and do not impose your sham managership...I don't take shit! Do you?

Tuesday, January 26, 2010

The Great Hiring Drama-Dilemma!

My hiring experience as an HR Recruiter says-you hire for your immediate 'interests' and not just 'needs'...
When you are triggered by immediate interest, you say-
need to hire now.... hiring as of yesterday.... loosing business.... I' m forced to say 'no' to clients....project teams are stressed...he/she may resign.. slow recruiting/low success hiring rate hurting my business, etc, etc.
When you hire for needs, you hire and not lose out..not keep forgetting that you really need to hire and not keep shifting hiring goals as your needs are external (client) but interests are internal (Manager/team) ever agreed,
Needs are planned, targeted, focused schedules and no changes accepted. No mid-term change in rules!
Interests are selfish, shrude, critic, not trustworthy and ever changing, never accepted, never rallied together.
If Recruiters go right, Company wins, If Recruiters go wrong, Recruiters loose. Interesting?
Yes, no, maybe, But that's the norm!
When you find time, you ask for tons of profiles; when you get some work, you reschedule interviews at last moments.
No worries, No regrets! --CANDIDATE SHALL WAIT...."Baadshaah hammam mein hain.."Right guys do not always chase jobs, they wait for impressive companies and impressive interview experiences. They do not wait for you and your interview calls, when you find time.Needs would make flexible and help you re-prioritise. Interests, ask you to act selfish, be rude. Who cares attitude!

Hire taking little risk, that you can manage.
Hire for talent and not always for if he knows those eight clicks on a DMR. Mind you: 8 clicks are just 8 clicks away and he/she may have learnt 8000 other clicks, without knowing you!
(BTW, when did you go to IBM to learn that Cognos/Shognos or to Oracle to learn Sibel programming?. Huh...)Hire for skills, attitude and willingness to learn and capacity to perform.
1.Do BEIs and check for capacity to learn and agility/adaptability in past.
2.As DOES NOT KNOW WELL is not sole reason for rejection; KNOWS WELL is not sufficient reason to select either.
 3.As I said, till the time you keep hiring for interests, you can't look for using and optimising talent in a long run. You keep thinking today and yesterday. You never look into FUTURE.
 4.Hiring is not only offering a role, It's a promise to hone talent, accommodate individual's style and speed of learning and applying knowledge; choice of career advancement.
 5.We all know, technologies keep changing, skills get glorified and become obsolete..what remains is talent. Still we hire for skills. Are we hiring key-punching buffoons?
6.Let's start honoring talent, individuality, worthfulness of resource and it's life-cycle of talent optimization vis a vis organisation's capability building for delivery of product/services.
 7.Framework for talent development and optimization is a MUST for any organisation which is people and talent intensive. Unless you are a body shopper or a mere outsourcing need to start thinking of what you return to an employee against his skills which was so important at the time of hiring.
 8.Hire for capacity to quickly adapt to change in technology, domain, environment.
9.Hiring is like tide in the ocean, you survive when you sync-up with it's wave.
 10.Smart enterprise do ANTICIPATED HIRING and not just go for fishing, when hungry.
11.Interest based hiring may drive you like crazy shopper, going for shopping before a Tsunami or hurricane Katrina. You spend a huge money acquiring stuff and discover it's worth later...Mostly a loss making deal.

Hire for success orientation not just for task completion.


The unimaginable employees!

Really painful to see employees not self motivated. Feedbacks do not work... attitude does not change.
They keep ignoring what you told them not to, several times.
Does it not pinch them being so casual about their tasks?
Do they really not care about being successful, being respected, loved and appreciated?
Do they not start considering the special privileges given to them as GIVEN and very much DUE to them?
You feel so relaxed while you keep ignoring your responsibilities....I really salute your unimaginable shamelessness...
At all not proactive...
Are you waiting to be's over here?

What do I do with SAD reports? Keep coaching them and not expect change in WORK or BEHAVIOR?
How long can I allow them to ignore their responsibilities?
What I should do is- fire them! , you said.
There are many people who never get opportunity to succeed as they never bought BE/MBA degree or a FAKE demeanour.
Search for the loyal folks..hire them ...spend on them...chuck the SAD ones as they harm your company..kill your time cursing them..
I am going to do this..

Why people block you on LinkedIn?