Hiring An Employee

Hiring is the most important people function you have, and most of us aren’t as good at it as we think. Refocusing your resources on hiring better will have a higher return than almost any training program you can develop. 

-Laszlo Bock, Co-founder and CEO of Humu and Author of Work Rules

Hiring the right person is one of the main and essential task of the HR department. By hiring the right person, who represents the job, respects the customers and co-workers alike, you’re cultivating the best customer service experience in the market. Without the right person for the job, not only will the position fail big time, you’ll practically be telling your customers to deal with your competition.

Let us take a look at some of the most important practices for an HR team-

  1. Hiring the Right Person

Whatever the HR team do, they need to make the right hire. It is the most crucial practice to follow. If the wrong resources are hired, the companies can a face a lot of loss, especially, if it’s a startup organization, which still has to make a proper mark in the market. According to a report, 46% of new hires fail within 18 months . That is not a number to be ignored. Also, strategic hiring is important. If a person is hired and kept waiting for projects for a long time, then they can lose interest and cease to be an asset for the company.

  • Looking for multi-tasking gene

Many companies want their employees to perform a couple of works.  So while hiring new employees, HR managers must be on the lookout for the multitasking gene in the candidates. The ideal candidate is one, who would not hesitate to take initiative in some task, in which s/he is not proficient but is willing to learn-on-the-job and take it to completion.You should make sure that the prospects understand the culture of your company.

  • Attractive and Innovative Job Posting

In order to attract the best lot of candidates, the team must prepare job postings, which stand out in the crowd. 

  • Make catchy job postings
  • Pull off humorous satire in the ad, if you can.
  • Make job postings as unique as possible.
  • Brand Building

Indulge in brand building so that prospective applicants can have some idea about the company. Also it would be an excellent idea to encourage transparency and talk about the goal, vision and the long-term plans of the company to the prospective hires. However, at the same time, do not over sell the company.

  • Innovative Selection Process

There are many companies, which indulge in role-play activities or assign small projects to the candidates in order to test them before considering about hiring them. This is a great practice and must be adopted. Just give a situation or two to the short listed candidates and make them do a small project say in a week or so. You can easily determine the candidate’s potential and intellect by pulling off such a thing.

  • Time to Recruitment

Even though it is imperative that we hire the right person at the right time, yet the process of recruitment should be structured in such a manner that the ‘time-to-recruit’ isn’t a very lengthy process. If the time-to-recruit is very long, then the candidate can also move on to other opportunities and also lose steam. Moreover, the lengthy time frame would also come at an enormous cost to the company, which they can ill afford. On the other hand, if the recruitment process is short and sweet then in haste, the wrong person can be hired, which would also cost a lot to the company in terms of finances, time and effort. Hence the HR function needs to find the right balance and have an optimum ‘time-to-recruit’, which doesn’t impinge on the integrity of the company but also hires the right candidate, by weeding out the unnecessary ones.

  • Right Interview Process

Make do without the boring traditional and conventional interview process. The more strict and procedural approach you follow, the more nervous your candidates would feel. To make them at ease, try fun ideas for interviews. Like setting up interviews at fun places, get to know them in an informal way, rather than in the gloomy office environment scaring them all along. This is important because the strategic placement with creative compensation would certainly encourage the creativity and the passion of the candidate and help them to think out the box and come up with innovative solutions. Also multiple rounds of interviews are recommended so that the accurate measure of passion of the candidate can be ascertained.

Article From Mahek Bajaj

Related Posts

Leave a Comment

WhatsApp WhatsApp Us