Smart Ways to Employee Hiring

0.00 %

Having spent close to 2 decades in resourcing and employee hiring and recruitment now, I wanted to talk about some of the things recruiters should be wary about and some things they can proactively manage better to close and fulfill positions faster for the organization. As recruiters identify the smart ways to identify and hire talent on Employee hiring, we have a very important role in the organization as we are not just finding talent to fit specific roles, but also directly and indirectly helping the growth of the organization.

Come to think of it, Companies do employee hiring because they have projects in hand/orders in hand and if we are not able to recruit talent on time, they will lose this business to someone else. The opportunity loss in not recruiting on time is the most significant loss that we need to be wary about. You can put in any level of efficiency or work ethic in your daily work-day, but always be aware of the opportunity loss that you may cause to the company, if you are not able to fulfill these positions on time.

I will broadly classify organization hiring into 3 types i)Junior level employee hiring, ii) Mid-level or Manager level employee hiring & iii) Sr. level hiring. As is obvious, junior level hiring happens in much larger quantities and quite a few times through the year. Mid-level hiring kicks in, when there are important positions to be filled for specific projects. This may not be as frequent, but it is necessary to get good talent here, as they are the ones who play a key role in driving your organization towards their targets. Sr. level hiring does not happen too often, but when it happens, it has a lot of confidentiality around it. Persons that you are looking to hire will hold senior positions with some company that they work with and they would also like to keep the information confidential that they are looking for a position in your company. The requirements and approach in each of these hiring situations can be very different. Let’s look at it in greater detail.

  • Junior level employee hiring

Requirements are in bulk and multiple positions need to be filled. Make sure that you are able to internalize the JD (Job Description). If needed, have sessions with the business head/manager who has these requirements. Once you are clear about your requirements, scan the applications that you have received very stringently. There are quite a few tools, which will offer you options to filter the CV’s. Make sure that you use technology and come up with a short-list that you can manage and handle and one that meets the requirements of the JD. If you are doing phone sessions with these candidates, use the opportunity to gauge energy levels of candidates and some other things like communication skills. You can use some of that criteria to even decide if you need to call them over for personal interviews. Depending on your company policy, you may have to administer a general aptitude test, which could be online or physical. After all this filtering, when you get candidates over for the personal interview, make sure that you use the opportunity to gauge their interest levels in the organization and inclination to join. All of these efforts will help you to understand whether a person will join or not join.

  • Mid-level employee hiring

Manager level hiring usually takes much longer, as most managers will have 30-60-90 days notice period with their current organization. This makes the hiring process more complex. Imagine you select a person and he will join over the next 60-90 days and he were not to join at the last minute. You will lose a lot of time and will have to re-initiate the process all over again. When you are hiring mid-level managers, it is very important for you to analyse why he would consider joining your company and are these reasons strong enough? Is he really inclined to join or is he just fishing around to explore his true value. There are a lot of situations where mid level managers will fish around for positions and use the new offer letter to just re-negotiate terms with their current employer. As recruiters, we need to be wary of such situations and guard against them.

  • Senior level recruitment

In your organization the sr. level team is the one that will define the course of the organization. It is not often that positions will open up at the senior level, but when they do, these pose a lot of challenges. For the candidate that you are trying to on-board, it is important to gauge his leadership capabilities, mental stability, ability to handle pressure. A lot of sr. level heads prefer working with their own teams. As an organization, you may not want to get that culture and you do not want to create instability by starting to hire entire teams aligned to the sr. level head. Most importantly, it is necessary to understand whether such a person’s leadership style will match to your current organization culture

I do know that this is a vast topic and there can be many more intricacies involved in each situation. As a person it is enriching to go through these experiences yourself and come out stronger as a more accomplished recruiter.

 

1 Star2 Stars3 Stars4 Stars5 Stars (No Ratings Yet)
Loading...

Ajay Gindi

Ajay Gindi

Director at Cap Gemini
Ajay has over 18 years’ experience, specializing in recruiting and resource management. He has successfully managed and led functions in Recruitment, Staff Augmentation, Resource Management activities. He has worked with leading organizations like Geometric, Tech Mahindra, Syntel and Tieto before his current role at Cap Gemini E&Y.
Views expressed are of the author.
Ajay Gindi

Latest posts by Ajay Gindi (see all)


Share with:



Leave a Reply