Respected All, My organization is planning to start an incentive scheme for the interviewer(s). They devote their out of office hours' time. Hence, some rewards need to be given as a token of appreciation. Request you to guide me on this topic.
From India, Delhi
1From India, Delhi
Dear Hemant Kumar,
Many times the candidates are unable to attend the interview because of the heavy work schedule. Therefore, some times the companies show flexibility and organise the interviews on Sundays or Holidays. But to handle the interviews, the senior management personnel are required to forego their weekly off, either partially or completely.
However, if you award the managers or senior managers for the extra hours, it will be akin to the payment of overtime (OT) albeit indirectly. This will set a wrong precedent in the company. For the extra hours put up, awards or rewards are nothing but a trade-off. I recommend your company not start this culture of trade-off. The senior management personnel are expected to show a commitment of the greater kind. Awards/rewards will dilute the essence of this commitment.
Once in a while, let them take a compensatory off on a weekday but that too sparingly.
Please think it over before you start this new trend.
Thanks,
Dinesh Divekar
From India, Bangalore
Many times the candidates are unable to attend the interview because of the heavy work schedule. Therefore, some times the companies show flexibility and organise the interviews on Sundays or Holidays. But to handle the interviews, the senior management personnel are required to forego their weekly off, either partially or completely.
However, if you award the managers or senior managers for the extra hours, it will be akin to the payment of overtime (OT) albeit indirectly. This will set a wrong precedent in the company. For the extra hours put up, awards or rewards are nothing but a trade-off. I recommend your company not start this culture of trade-off. The senior management personnel are expected to show a commitment of the greater kind. Awards/rewards will dilute the essence of this commitment.
Once in a while, let them take a compensatory off on a weekday but that too sparingly.
Please think it over before you start this new trend.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Mr. Dinesh,
Sincerely thanks for your valuable inputs. We are not going to reward senior management. taking interviews are already in their KRAs.
We are into SAP software consulting services. technical round is conducted by the SMEs. They are already packed with their deadlines and sparing time for taking interview in working time is difficult. Therefore, We encourage them to devote their off working hours.
Please advise further.
Thanks in advance!
Hemant Kumar
From India, Delhi
Sincerely thanks for your valuable inputs. We are not going to reward senior management. taking interviews are already in their KRAs.
We are into SAP software consulting services. technical round is conducted by the SMEs. They are already packed with their deadlines and sparing time for taking interview in working time is difficult. Therefore, We encourage them to devote their off working hours.
Please advise further.
Thanks in advance!
Hemant Kumar
From India, Delhi
Dear Hemant Kumar,
Even after the clarification given in your second post, my reply given earlier remains the same.
Involvement in the recruitment and section process can be a part of the Job Description (JD). However, it cannot be a KRA as such. Each KRA needs to have a measurable component. What is a measurable component in interviewing? Conducting interviews can be a secondary duty, and it cannot be treated at par with the primary duty.
If the interviewers are working beyond the standard working hours for their regular work, then it will be outrageous to call them for the secondary duties at the weekend. Your major problem is that the project schedule could be so tight that it leaves no room for the interviews. In that case, you need to reduce their workload during workdays so that they can spare their time for the interviews during the workday itself.
Thanks,
Dinesh Divekar
From India, Bangalore
Even after the clarification given in your second post, my reply given earlier remains the same.
Involvement in the recruitment and section process can be a part of the Job Description (JD). However, it cannot be a KRA as such. Each KRA needs to have a measurable component. What is a measurable component in interviewing? Conducting interviews can be a secondary duty, and it cannot be treated at par with the primary duty.
If the interviewers are working beyond the standard working hours for their regular work, then it will be outrageous to call them for the secondary duties at the weekend. Your major problem is that the project schedule could be so tight that it leaves no room for the interviews. In that case, you need to reduce their workload during workdays so that they can spare their time for the interviews during the workday itself.
Thanks,
Dinesh Divekar
From India, Bangalore
Hello Hemant,
Its a great move by your organization to reward the extra mile that these employees/interviewer's would be adding in however have you thought about the matrix to map such extra efforts? How would you know if someone has actually put in that extra effort?
My suggestion would be sending out a collated Thank You Note from senior leadership to all these SME's as they are setting up right examples for their juniors and to motivate them keep doing so (if its genuine) a small momento/certificate shall be good.
Anything done over the top would unnecessarily create bias and people might just aim to achieve this leaving behind actual deliverables.
Regards
Megha M.
Senior POSH & Employee Relations Specialist
email -
From India, Noida
Its a great move by your organization to reward the extra mile that these employees/interviewer's would be adding in however have you thought about the matrix to map such extra efforts? How would you know if someone has actually put in that extra effort?
My suggestion would be sending out a collated Thank You Note from senior leadership to all these SME's as they are setting up right examples for their juniors and to motivate them keep doing so (if its genuine) a small momento/certificate shall be good.
Anything done over the top would unnecessarily create bias and people might just aim to achieve this leaving behind actual deliverables.
Regards
Megha M.
Senior POSH & Employee Relations Specialist
email -
From India, Noida
Hi Megha, Thanks for your thoughts on same. I’ll surely think on giving certificate thing as well. Regards Hemant Kumar
From India, Delhi
From India, Delhi
Dear Mr Hemant Jajoria,
Learned member Ms Megha M has recommended giving a certificate for putting up extra working hours for interviewing the job candidates. However, my views are otherwise.
Yes, the senior employees who put in extra hours their contribution must be acknowledged but the verbal acknowledgement is enough and no need to give a written certificate as such. The written certificate should be reserved for an extraordinary or extremely exemplary activity and may not be for the extra working hours. Putting up extra working hours is common in the project-based work and what if the junior employees also start demanding a certificate of a similar kind? Your company cannot be selective in issuing the certificate only for the extra hours spent interviewing the job candidates. Irrespective of the type of work, the certificate has to be issued to all.
Sparing time and efforts in the selection of job candidates is an intrinsic component of the duties of the senior management personnel. However, you can work on the removal of the cause rather than the symptoms.
Job interviews must be happening because of the two reasons. One is because of an expansion/diversification of the company. The second one is to fill the vacancies arising out of the separation of the employees. While time spent for former is for a greater cause, controlling the latter is in our hand.
I recommend you do an analysis of the job interviews that took place in the current calendar year. Find out how many were on account of filling the vacancy. Your company may take efforts to reduce employee attrition. If the employee exits are reduced then naturally involvement of the senior management personnel in the job interviews will come down and it will give them more breathing time.
For Ms Megha M: - Holding the different views from yours does not purport to disrespect your views. There can be differences within the framework of respect also. Therefore, please do not take it otherwise.
Thanks,
Dinesh Divekar
From India, Bangalore
Learned member Ms Megha M has recommended giving a certificate for putting up extra working hours for interviewing the job candidates. However, my views are otherwise.
Yes, the senior employees who put in extra hours their contribution must be acknowledged but the verbal acknowledgement is enough and no need to give a written certificate as such. The written certificate should be reserved for an extraordinary or extremely exemplary activity and may not be for the extra working hours. Putting up extra working hours is common in the project-based work and what if the junior employees also start demanding a certificate of a similar kind? Your company cannot be selective in issuing the certificate only for the extra hours spent interviewing the job candidates. Irrespective of the type of work, the certificate has to be issued to all.
Sparing time and efforts in the selection of job candidates is an intrinsic component of the duties of the senior management personnel. However, you can work on the removal of the cause rather than the symptoms.
Job interviews must be happening because of the two reasons. One is because of an expansion/diversification of the company. The second one is to fill the vacancies arising out of the separation of the employees. While time spent for former is for a greater cause, controlling the latter is in our hand.
I recommend you do an analysis of the job interviews that took place in the current calendar year. Find out how many were on account of filling the vacancy. Your company may take efforts to reduce employee attrition. If the employee exits are reduced then naturally involvement of the senior management personnel in the job interviews will come down and it will give them more breathing time.
For Ms Megha M: - Holding the different views from yours does not purport to disrespect your views. There can be differences within the framework of respect also. Therefore, please do not take it otherwise.
Thanks,
Dinesh Divekar
From India, Bangalore
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Incentive scheme - Differently abled employees.pdf