It’s a cold pinch feeling when you come across a resignation mail of an employee you invested in training for the last year. Thoughts of self-reflection, whether I made a wrong judgement call in hiring the per
son. The questioning round of the senior management, the cold stare of the team and the coming short of explanations for loss of time, efforts and resources invested simply in a wrong hire.
On the other hand hiring a right person can result in enhancement of your company’s culture, team building and the productivity of the company. While, it is a dream to make sure that every person hired is the right one for the company, job role and designation. Getting it 100% accurate every time – well is a dream. But along the way there is no rule against getting close to accuracy most of the time.
Every successful person will tell you that hiring the right people for the right job is the key to increasing your company’s productivity. So, how do you know that the one you are interviewing is the right person for your company?
Here are few tips to keep in mind while sourcing, screening or interviewing.
- Make a note on their commitment level:
When approaching a deadline we find ourselves focussing more on skill and availability for job change among the crowds of people on job portals. Then its location – city, area, travelling distance, salary, etc… No doubt all these points hold importance but in between all this make sure to note on their commitment level to each company.
- Look beyond CV into personality:
During the interview process try looking beyond the CV into the individual’s personality. Notice their communication skill, check if it is a strong or a week point. Observe their attitude – try hiring happy people. Among the stress of daily routine it is important that you try hiring happy people who will find reasons to show up at work more often than the obvious burdened individuals.
- Think outside the box:
Statistics does report that most individuals interview at least 2 or 3 companies before they take up a new job. If you are going to go with the generic questions and I don’t mean the technical one’s but a round of questioning which shows the level of temperament, commitment and an insight into an individual’s background that is not on the resume. The pros of this is when you hire the person, you would have already set a bond or a connect with them. This will help you when it comes to employee engagement.
- Passionate Individuals is an added advantage:
While, it is a growing trend in the IT industry to look for a job change every 2 years for a salary hike. It gets difficult to hire someone you know might continue with the trend. In such a situation, look for people who are not looking only for a salary hike but are passionate about a particular skill that comes naturally to them. Look for people whose skill set has been growing and are not in the constant job change trend.
It is not easy to keep these small intricate details in memory when you are under pressure of completing your work, trying to meet deadlines and looking to hire someone with the exact skill set as per requirement. In cases like that, it is always best to go to a pro, i.e. rely on staffing services to help you with the requirement. One of the best features of utilizing the assistance of staffing services is that if your project requires contract staffing or permanent staffing. These recruitment agencies make it possible with their dedicated team of individuals who are trained to look into every facet of a candidate to make the entire hiring process an easy and reliable one.