Hi Alka
I am assuming you wish to know where you feel you are going wrong in the hiring process. Couple of things to keep in mind when hiring are:
Is the job description exactly matching the requirement? (An easy way to make this better and more specific is to have the position supervisor prepare it. If he/she is unable to, you need to sit with the supervisor and prepare this document with clear specifics of what the primary task will be, what the secondary task will be and what additional responsibilities may be assigned. If it is a new position, the person who has created the new position needs to likewise be involved.)
Is there a career progression for the person who takes up the position? (People like to know where they are headed in their career path, if there is a chart that can show the candidate what their possible career path will be like, it helps)
You could work out a performance related bonus with KPI's chalked out clearly for the year or indicate to the candidate that this will be initiated upon joining.
Who is in the interviewing panel? Is the supervisor involved. It is always sensible to have the supervisor interview the short-listed candidate once at least.
Seek 3 references from the candidates - one from a former or current supervisor, one from a work colleague and one from a junior who the person supervised. It gives you a fair view of the person you are hiring.
My advice is, never get into desperate hiring. If you hire an A Player and he/she joins, the firm will progress. Hiring someone who is there only for a job but won't enjoy working there is a slow productivity killer.
Also, be specific about the budget and short-list candidates who fit the budget. It helps sieve out those who are not likely to join later.
Where are you located? If you need assistance, please feel free to contact me.
Best regards
Sandhya Suri
+ 91 7727086611
From Nigeria, Lagos
2I am assuming you wish to know where you feel you are going wrong in the hiring process. Couple of things to keep in mind when hiring are:
Is the job description exactly matching the requirement? (An easy way to make this better and more specific is to have the position supervisor prepare it. If he/she is unable to, you need to sit with the supervisor and prepare this document with clear specifics of what the primary task will be, what the secondary task will be and what additional responsibilities may be assigned. If it is a new position, the person who has created the new position needs to likewise be involved.)
Is there a career progression for the person who takes up the position? (People like to know where they are headed in their career path, if there is a chart that can show the candidate what their possible career path will be like, it helps)
You could work out a performance related bonus with KPI's chalked out clearly for the year or indicate to the candidate that this will be initiated upon joining.
Who is in the interviewing panel? Is the supervisor involved. It is always sensible to have the supervisor interview the short-listed candidate once at least.
Seek 3 references from the candidates - one from a former or current supervisor, one from a work colleague and one from a junior who the person supervised. It gives you a fair view of the person you are hiring.
My advice is, never get into desperate hiring. If you hire an A Player and he/she joins, the firm will progress. Hiring someone who is there only for a job but won't enjoy working there is a slow productivity killer.
Also, be specific about the budget and short-list candidates who fit the budget. It helps sieve out those who are not likely to join later.
Where are you located? If you need assistance, please feel free to contact me.
Best regards
Sandhya Suri
+ 91 7727086611
From Nigeria, Lagos
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