Agree with Latika..
Hiring is a multi department process. Have an interview form where every interviewee has to write their feedback and recommendation whether to hire or reject or hold... Hold is when they want to see more candidates; hence hold is also in line of shortlisted candidates.
signing on interview form makes them serious about the process and they are extra careful while making recommendations. Having said so...hiring a best fit is not that easy as we all are human and may make mistakes..Hence solid recruiting procedures can eventually reduce the chances of failure in recruitment process...it is must to have policies in place.
From India, New Delhi
12Hiring is a multi department process. Have an interview form where every interviewee has to write their feedback and recommendation whether to hire or reject or hold... Hold is when they want to see more candidates; hence hold is also in line of shortlisted candidates.
signing on interview form makes them serious about the process and they are extra careful while making recommendations. Having said so...hiring a best fit is not that easy as we all are human and may make mistakes..Hence solid recruiting procedures can eventually reduce the chances of failure in recruitment process...it is must to have policies in place.
From India, New Delhi
Dear Madam,
I think it would benefit a lot if effort is made in finding out what went wrong rather than who was wrong.
.Revisit the processes right from job specifications, screening, interviewing, selection, induction ,on the job training, communication of performance criteria and analysis of reasons for non performance.
Let HR and the line personnel bring their wisdom on the table and suggest corrective measures rather than get bogged down with blame game or passing the buck mindset.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
I think it would benefit a lot if effort is made in finding out what went wrong rather than who was wrong.
.Revisit the processes right from job specifications, screening, interviewing, selection, induction ,on the job training, communication of performance criteria and analysis of reasons for non performance.
Let HR and the line personnel bring their wisdom on the table and suggest corrective measures rather than get bogged down with blame game or passing the buck mindset.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
In BPOs usually attrition rate is high and work load is more. Also the policies are not so very strong and stringent, hence there can be wrong hire,& possibilities of failure at training and induction level etc.This may happen if we do not have laid down system of recruitment,selection, training and induction.After this comes the performance. Continuous monitoring of performance and training during the course of employment will allow us keep track on performance and improvement made by the employees.
In BPOs this may not have been possible due to various reason, but as Dinesh Diverkarji Suggested correctly that whole thing needs review and system driven.
Also It is not a blame game game, its is team responsibility and responsibility of every one to work towards common goal and profitability.
From India, Vadodara
In BPOs this may not have been possible due to various reason, but as Dinesh Diverkarji Suggested correctly that whole thing needs review and system driven.
Also It is not a blame game game, its is team responsibility and responsibility of every one to work towards common goal and profitability.
From India, Vadodara
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