Manage HR
It
is the quality and the standard of the human resource recruited
that plays a key roll in differentiating between a successful
organisations and a "run of mill" organisation . In
this section, we will discuss the issues relating to this valuable
resource through a series of articles. And yes, we are
open to contributions from masters of this Art ... Are you one?
Striking
the right chord
Hiring
decisions are crucial to every organisation. Getting the right
candidates on board and doing a good job of retaining them is
very important for an organisation to grow and perform effectively.
Here are some ways to optimise and maximise the effectiveness
of an interview so as to get an accurate assessment of the candidate.
Ice-breakers
You
as an interviewer need to be more relaxed than anyone else.
This approach will help ease the tension and discourage the
candidate from refining facts to make them more palatable and
will also help you make a better judgement of the person. Break
the ice with a “tell me about yourself” question and
follow it up with another one with reference to the function
and title applied for.
The
Taylor Group way
Taylor
Group, a company in the US has an systematic screening process.
It conducts a series of interviews- each interview probes a
different aspect of the candidate. At the decision making stage
every aspect of the candidate’s personality would have
been looked into carefully.
Email queries and a telephone interview start the recruiting
process. At this stage the employer checks if the employee makes
a good cultural fit more than anything else. 50% of the candidates
are short listed at this juncture.
A face-to-face interview follows, where the candidate is grilled
on technical areas and skills. The potential weaknesses are
explored and questioned.
This
is followed by an on the spot skill test that not only tests
the basic skills but also check for performance under pressure,
and resilience to change. Before finalising the best person
for the job it would be a good idea to peek into and analyse
his past record. How often has he switched jobs, missing or
inconsistent information etc and if required question him about
it. A handwriting analysis should also be conducted at this
stage, as character traits are evident in a person’s handwriting.
Place
matters
An
interview should be conducted in a place that is free of distractions
from other employees. There should not be interruptions while
conducting the interview, as the interviewer needs to focus
entirely on the candidate and his responses (and so does the
candidate).
The
success of the interviewing process depends largely on the way
the interviewers tackle it to get the right candidate on board.
Last but definitely not the least the interviewer should be
experienced and should have a good grasp of the human psychology
and behaviour patterns. In the end one should realise that even
if the person is beyond comparison in his skill but is not compatible
as a person the damage possible, will be beyond repair.
Happy
hunting.
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