Dear Folks,
Hiring is not an easy job, but you can make it easier by putting together a few simple things that you always do but may have never organized before, in accordance with your Hiring Manager.
Friends, I am seeking your ideas and help to create a training program for Hiring Managers/Authorities. The purpose of this is to help them hire the best candidates and establish a structured assessment process and practices.
Please feel free to share any links, information, PowerPoint presentations, consultant details, URLs, programs, etc. Thank you.
From India, Bangalore
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1Hiring is not an easy job, but you can make it easier by putting together a few simple things that you always do but may have never organized before, in accordance with your Hiring Manager.
Friends, I am seeking your ideas and help to create a training program for Hiring Managers/Authorities. The purpose of this is to help them hire the best candidates and establish a structured assessment process and practices.
Please feel free to share any links, information, PowerPoint presentations, consultant details, URLs, programs, etc. Thank you.
From India, Bangalore
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Hi,
First, please define or decide within one or two sentences what you want the managers to know at the end of the workshop. When defining the content and formats, please gather inputs from your line managers to ensure better buy-in. Once you have the above, you will be in a better position to run the program. If you would like, let me know, and I can facilitate the program for you as I am a trainer who also designs the content.
Regards,
Ryan
From India, Mumbai
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First, please define or decide within one or two sentences what you want the managers to know at the end of the workshop. When defining the content and formats, please gather inputs from your line managers to ensure better buy-in. Once you have the above, you will be in a better position to run the program. If you would like, let me know, and I can facilitate the program for you as I am a trainer who also designs the content.
Regards,
Ryan
From India, Mumbai
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Dear Shyam,
You have raised the post; however, you have not given basic information like the nature of your industry, the total manpower, how many hirings are made per annum, and what qualifications are required to become a "hiring manager."
Is your manpower requirement so high that it merits the creation of a separate post of "Hiring Manager"? How big is your recruitment department?
Have you done recruitment analysis? For which department is recruitment done most? Whichever department that is, has your "Hiring Manager" worked there for a few days/weeks to understand its intricacies?
Have you calculated the cost of a wrong hire? If yes, then on what parameters? What is the percentage loss against revenue? How many percent were wrong hires out of the total hired in the last FY?
How do you assess the quality of your recruitment? When do you assess it?
Do you have a well-designed Performance Management System (PMS) in your company? If yes, do you recruit based on performance measures?
Have you trained your recruitment staff on "Behavioral Interviewing"? If yes, then who trained them? How effective was the training?
How do you maintain interview records? Are these records compared with the employee's performance, especially in cases of wrong hires?
There are many questions. Suggestions can only be given after receiving sufficient information.
All the best!
Dinesh V Divekar
Management Training Consultant
From India, Bangalore
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You have raised the post; however, you have not given basic information like the nature of your industry, the total manpower, how many hirings are made per annum, and what qualifications are required to become a "hiring manager."
Is your manpower requirement so high that it merits the creation of a separate post of "Hiring Manager"? How big is your recruitment department?
Have you done recruitment analysis? For which department is recruitment done most? Whichever department that is, has your "Hiring Manager" worked there for a few days/weeks to understand its intricacies?
Have you calculated the cost of a wrong hire? If yes, then on what parameters? What is the percentage loss against revenue? How many percent were wrong hires out of the total hired in the last FY?
How do you assess the quality of your recruitment? When do you assess it?
Do you have a well-designed Performance Management System (PMS) in your company? If yes, do you recruit based on performance measures?
Have you trained your recruitment staff on "Behavioral Interviewing"? If yes, then who trained them? How effective was the training?
How do you maintain interview records? Are these records compared with the employee's performance, especially in cases of wrong hires?
There are many questions. Suggestions can only be given after receiving sufficient information.
All the best!
Dinesh V Divekar
Management Training Consultant
From India, Bangalore
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As my peers above have already mentioned, there are many points to consider before deciding on what kind of training you want to give to your hiring manager. However, there are certain underline values that every hiring manager can incorporate. For example, check this article:
Hire people that love their work | IT Management Skills
It talks about how to find people who love their work.
Or this:
Job search the old fashion way: It’s harder, but it works | IT Management Skills Job search the old fashion way: It
And this is a great one:
Deciding which person to hire | IT Management Skills
Hope this helps. If you need more help, feel free to amil me at
From United States, Holliston
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Hire people that love their work | IT Management Skills
It talks about how to find people who love their work.
Or this:
Job search the old fashion way: It’s harder, but it works | IT Management Skills Job search the old fashion way: It
And this is a great one:
Deciding which person to hire | IT Management Skills
Hope this helps. If you need more help, feel free to amil me at
From United States, Holliston
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Hello Dinesh,
I'd like to highlight here that the person here is requesting support in preparing an Induction program "intending to ease new joiners into the system." The points/suggestions mentioned by you are not even close to explaining what all is included in an Induction program.
- Basic nature is okay.
- Total manpower - how does it matter? Even if there are 30 people in an organization, what's the harm in giving them a proper induction?
- Hiring per annum - again, that does not matter.
- Department, quality of recruitment, calculation of the cost of wrong hire - how does it matter while giving induction (even a fresher, 12th pass employee should be inducted).
- PMS? Again, not related.
I would request you not to confuse people asking polite questions. I acknowledge that the knowledge you possess is amazing, but let's use it in the best way. Apologies if the reply hurts.
From India, Delhi
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I'd like to highlight here that the person here is requesting support in preparing an Induction program "intending to ease new joiners into the system." The points/suggestions mentioned by you are not even close to explaining what all is included in an Induction program.
- Basic nature is okay.
- Total manpower - how does it matter? Even if there are 30 people in an organization, what's the harm in giving them a proper induction?
- Hiring per annum - again, that does not matter.
- Department, quality of recruitment, calculation of the cost of wrong hire - how does it matter while giving induction (even a fresher, 12th pass employee should be inducted).
- PMS? Again, not related.
I would request you not to confuse people asking polite questions. I acknowledge that the knowledge you possess is amazing, but let's use it in the best way. Apologies if the reply hurts.
From India, Delhi
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Dear Kanika,
You are free to express your views. Nevertheless, let me apprise you that while designing any training program, background information is necessary. I do not conduct any training program with superficial information. Extensive pre-training assessment is necessary. Facts and figures should be quoted in any training. Hence, these questions.
Secondly, whenever any training is conducted, it should aim at decreasing some expenditure. Hence, the questions on the cost of wrong hire. Any training that does not aim at reducing operational expenditure goes to waste.
I request you to read the post clearly. The post says, "Friends, Seeking your ideas and help to prepare a training program for Hiring Manager/Authority. Intend of this is to ease them to hire the best and put in place a structured assessment process and practices."
The training program is for Hiring Manager/Authority. The poster wanted to enhance their skills so that they can hire the best manpower. It is not about induction training.
Hope this clarifies why I had given my past post.
Thanks,
Dinesh Divekar
From India, Bangalore
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You are free to express your views. Nevertheless, let me apprise you that while designing any training program, background information is necessary. I do not conduct any training program with superficial information. Extensive pre-training assessment is necessary. Facts and figures should be quoted in any training. Hence, these questions.
Secondly, whenever any training is conducted, it should aim at decreasing some expenditure. Hence, the questions on the cost of wrong hire. Any training that does not aim at reducing operational expenditure goes to waste.
I request you to read the post clearly. The post says, "Friends, Seeking your ideas and help to prepare a training program for Hiring Manager/Authority. Intend of this is to ease them to hire the best and put in place a structured assessment process and practices."
The training program is for Hiring Manager/Authority. The poster wanted to enhance their skills so that they can hire the best manpower. It is not about induction training.
Hope this clarifies why I had given my past post.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Folks,
Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.
I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.
All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.
Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.
These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.
1.Would like to train all my regional and corporate hiring managers all about right hire.
2.Various Techniques /Methods of selection – Traditional and Modern
3.Various assessment process
4.Decision Making
5.Interviewing skills
6.Risk inclined
7.Process and policy
8.Peer concurrence
9.Thumb rules/Philosophy
10.Laws and theory
11.Case Study
12.Short Ability/Competency test for Hiring Manager
13.Communication /Feedback /Approach
14.Leadership
15.Attitude and Courage
16.Networking skills
From India, Bangalore
Acknowledge(0)Amend(0)
Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.
I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.
All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.
Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.
These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.
1.Would like to train all my regional and corporate hiring managers all about right hire.
2.Various Techniques /Methods of selection – Traditional and Modern
3.Various assessment process
4.Decision Making
5.Interviewing skills
6.Risk inclined
7.Process and policy
8.Peer concurrence
9.Thumb rules/Philosophy
10.Laws and theory
11.Case Study
12.Short Ability/Competency test for Hiring Manager
13.Communication /Feedback /Approach
14.Leadership
15.Attitude and Courage
16.Networking skills
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Folks,
Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.
I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.
All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.
Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.
These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.
1. Would like to train all my regional and corporate hiring managers all about right hire.
2. Various Techniques /Methods of selection – Traditional and Modern
3. Various assessment process
4. Decision Making
5. Interviewing skills
6. Risk inclined
7. Process and policy
8. Peer concurrence
9. Thumb rules/Philosophy
10. Laws and theory
11. Case Study
12. Short Ability/Competency test for Hiring Manager
13. Communication /Feedback /Approach
14. Leadership
15. Attitude and Courage
16. Networking skills
From India, Bangalore
Acknowledge(0)Amend(0)
Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.
I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.
All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.
Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.
These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.
1. Would like to train all my regional and corporate hiring managers all about right hire.
2. Various Techniques /Methods of selection – Traditional and Modern
3. Various assessment process
4. Decision Making
5. Interviewing skills
6. Risk inclined
7. Process and policy
8. Peer concurrence
9. Thumb rules/Philosophy
10. Laws and theory
11. Case Study
12. Short Ability/Competency test for Hiring Manager
13. Communication /Feedback /Approach
14. Leadership
15. Attitude and Courage
16. Networking skills
From India, Bangalore
Acknowledge(0)Amend(0)
Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.
I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.
All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.
Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.
These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.
1. Would like to train all my regional and corporate hiring managers all about right hire.
2. Various Techniques /Methods of selection – Traditional and Modern
3. Various assessment process
4. Decision Making
5. Interviewing skills
6. Risk inclined
7. Process and policy
8. Peer concurrence
9. Thumb rules/Philosophy
10. Laws and theory
11. Case Study
12. Short Ability/Competency test for Hiring Manager
13. Communication /Feedback /Approach
14. Leadership
15. Attitude and Courage
16. Networking skills[/QUOTE]
From India, Bangalore
Acknowledge(0)Amend(0)
I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.
All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.
Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.
These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.
1. Would like to train all my regional and corporate hiring managers all about right hire.
2. Various Techniques /Methods of selection – Traditional and Modern
3. Various assessment process
4. Decision Making
5. Interviewing skills
6. Risk inclined
7. Process and policy
8. Peer concurrence
9. Thumb rules/Philosophy
10. Laws and theory
11. Case Study
12. Short Ability/Competency test for Hiring Manager
13. Communication /Feedback /Approach
14. Leadership
15. Attitude and Courage
16. Networking skills[/QUOTE]
From India, Bangalore
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