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!
SOME QUICK TIPS..
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 firm...you 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.
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!
SOME QUICK TIPS..
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 firm...you 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.
Very helpful article and Tips for decision makers to think.
ReplyDeleteGood information you shared. keep sharing.
ReplyDeleteLeading Talent Acquisition Companies in India