Hiring
Most organisations take great pride in their stringent recruitment process, yet mis-hiring is a common occurrence. Lack of time to fill in vacancies puts great pressure on HR departments, sometimes to the level of desperation. Hurried recruitment without proper check on the capability and behaviour of candidates often results in hiring the wrong individual.
The percentage of wrong hires varies according to the position and sometimes the number of inductees. It is also recognised as one of the reasons for the high attrition rate in the industry.
The question is: who should be held accountable for a wrong hire? The recruitment consultant, the HR manager or the technical interview panel? While the blame rests on all, the problem is that the mistake is usually discovered a bit too late.
Hiring Do's
- Define the role clearly
- Partner with a consultant who understands your business
- Hire for attitude and high energy levels
- Look for the 'spark' and emotional intelligence
- Take more than two or three round of interviews before deciding
- Even if one of your hiring teams is against the person for whatever reason, including 'gut feel,' drop him/her Check references thoroughly
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Hiring Don'ts
- Do not decide in a hurry and regret later
- Do not get carried away by big names on the CV (past employers or references given by a candidate)
- Do not consider people who always talk about their past achievements and how they have climbed 'steeper hills' than the challenges your company offers
- Do not hesitate in recording your views if you find something amiss in the candidate
- Do not skip the reference check process. It is usually the 4th or 5th reference who will tell you something that you may not have known about the candidate
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