5 ways to ensure you hire the right talent
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Hiring decisions are the most painful part of an HR professional’s job and they are equally taxing for the business, at large. A study published by the Society for Human Resource Management found that a poor hiring decision, which ended in termination, actually costs the company concerned around 38 per cent of an employee’s salary. With so much at stake, how can one ensure that right person is hired for the right job? Ravi S Singh, founder, Insiders, shares a checklist which can help avoid horror hiresTRANSCRIPT
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5 Ways To Ensure You Hire The Right TalentPosted by admin on Jan 24, 2014
Make sure you take the right hiring decisions by following the checklist sharedbelow.
Apeksha Kaushik, TimesJobs.com Bureau
Hiring decisions are the most painful part of an HR professional’s job and they areequally taxing for the business, at large. A study published by the Society for HumanResource Management found that a poor hiring decision, which ended in termination,actually costs the company concerned around 38 per cent of an employee’s salary.With so much at stake, how can one ensure that right person is hired for the right job?Ravi S Singh, founder, Insiders, shares a checklist which can help avoid horror
hires…
Talent mapping: The success of hiring lies in talent mapping; if you have the right people on your mapping list, your job isalmost done. The problem with most of the recruiters, even consultants, is that their search process ends as they find asuitable candidate, to get a closure. An extensive talent mapping gives you a holistic preview of the available talent and makesure that you are hiring the most suitable and best fit.
Strong pre-screening: A right hire is not determined by the number of people interviewed but by meeting the right people.Hence, a strong and in-depth pre-screening of CV is highly recommended, so that you meet only the right people and whenyou are making a final decision you know you are choosing among the best. In today’s social media-driven world, reviewingthe online profile can be a very strong pre-screening criterion.
Non negotiable traits/behavior: The technical aspect and achievements (IQ) are almost defined in the CV and whileinterviewing, it’s all about cross checking them. But the major aspect which needs to be checked is behaviors, traits, andattitude; in short the EQ aspect. Hence, define your NNT (Non Negotiable Traits) this will definitely assure the stability of hirein your organisation.
Know your questions: Have a checklist of interview questionnaire. Also, it’s not only about preparing the right question butknowing them as well; i.e., what is the objective? What will it basically determine or how well can it give a prospective of thecandidate?
Background and reference check: Effective reference check is one of the most important steps in the hiring process. Makesure and verify that all the credentials, experience and skills shared, are possessed by the candidate.
Besides, there are number of behavioural and personality assessment tests available, today, to evaluate the suitability andcredibility of a candidate for the available job profile/position. “A little extra effort at the preliminary stages of hiring processcan help in culling the good from bad. It is best to give an in-depth testing on the candidate’s competencies rather than glidealong on first impressions,” advised Kevin Tan, principal consultant, Omni View Consultancy.
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