What your HR thinks before Hiring YOU?

Posted in MBA Careers on Dec 10, 2020


Today education is the no more a problem as India is having most number of graduates in the world. The problem today is employability. Many get confused that degree is the only required to get hired. But it’s not so giving so many degree holders out there seeking jobs. In this article you will know hiring traits of major HR Managers and CEO’s which is enable you to become right candidate for your desired organisation.

1) Interviewing a candidate, look for reasons to Hire and Not reasons to Reject

2) When Hiring is for an immediate need, Hire for Skill and Fire for Attitude. When Hiring is for Long term, Hire for Attitude plus Learning Ability and Invest on skill building.

3) Most Relay races are lost due to poor baton exchanges, inspite of brilliant running from individual runners. Hiring fails due to the same reason -- change in understanding of job description (JD) as it moves from Business Head to the Resume Screener.

4) Hire Elephants only when you can afford their cost (a big stable, lots of food and cleaning).

5) The trickiest questions that you ask a candidate to check his/her technical prowess (especially in IT job interviews) are best answered by candidates who have been giving interviews regularly and are well prepared to answer these questions.

Even the strongest candidates, who are unprepared for these sort of questions, fail to impress the interviewers when faced with these sort of questions. The interviewers ego wins but a great candidate is lost in the process.

6) Hire for the Future and Not for the Past.

While there may be need for hiring firefighters, most hirings are meant for making the business survive and grow in the future. It has become far more important today, in a fast changing world.

7) Job interview is a two way process. As much as a candidate gets interviewed for a job, a good candidate also assesses the company, work, people he/she is going to work with and monetary benefits.

Smart candidates choose their employers. To hire a smart candidate, you need to be an Employer of choice for him/her. Hiring is not doing a favor. It requires you to show your sincerity and willingness to welcome a stranger to your work family.

8) When you optimize (read minimize) your "Cost of Hiring", your "Cost of Poor Hiring" goes up substantially, but remain unaccounted for in the Balance Sheet.

Cost of poor Hiring includes a) Cost of a "Wrong Hire" who could not perform as per expectation. b) Cost of a "Wrong Hire" who leaves the organisation (voluntarily or involuntarily) much before an expected tenure (sometimes within months) c) Cost of "Delay in Hiring" thereby impacting project deliverables and business revenue. Some delays are often due to candidates not joining after accepting offers

9) "Offer Decline" is perhaps the biggest worry of the Hiring Managers today (especially in the Technology Sector). What makes it worse is some candidates are declining offer just a day before the joining day and not giving any hint of such possibilities.

A good risk mitigation strategy is planning to hire n+m candidates where n is number of open positions and m is additional hiring planned in anticipation of offer declines.

10) Before you Hire someone, ensure he/she fits in the Team designed to meet your Business and/or Organisation objective.

Whether you want go for a War (capture new Market or expand Market share) or offer Service to society, you need a team. Design the Team first (and document it) that will accomplish your objective over a period of time of your choice. Hiring becomes an activity to keep filling open positions in the Team with the best available candidates.

11) Rejecting (not considering) a resume based on years of work of experience (lower or higher than the "desired" experience level) is deeply rooted in our thinking of a linear and incremental world. In a fast changing world, Experience in years is no longer a proxy of learning/knowledge/expertise.

What really matters is "relevant" experience measured in terms of actual work done in the relevant area and it cannot be ascertained without reading resumes or talking to the candidates. In fact, a good measure of experience is number of mistakes made in the "relevant" areas and subsequent learning from the mistakes.

12) While most people agree that Employees are the most valuable resources/assets in an organisation (especially in the Knowledge based Industry), Hiring never gets the distinction of the most important function. In fact, in many companies Recruiters belong to the group of "lowest paid" employees.

One of the easier ways to solve your hiring problem is to involve your best talents in the Hiring process or hire the best recruiters and pay them well, if not both.

13) First objective of Hiring is to find someone who "fits right" to the role, team, project and budget. That itself takes a long time.

The second objective is no less important. Not only she/he should be a "right fit", but she/he also needs to belong to the organisation. A Fox may fit well into the role of a watch dog (in size, shape, weight and skills), but it is very unlikely to "belong" to the family of dogs. Alignment to the DNA of an organisation is very crucial for any hiring that is meant for long term.

14) Hire proactively when you come across a great talent who fits in your organisation nicely but may not be a perfect fit for one of the open positions or if you have no open positions right now.

Great talents are not always available or hireable exactly when you want. Invest on team building proactively as most businesses are meant for long term and there exists a continuous need for good talents.

15) Hiring the most "likeable" guy is easy and hiring often happens because of the likability factor of a candidate.

Hire someone who doesn't agree with you on everything but brings in fresh perspectives. Hire someone who dares to disagree with you during the job interview.

Hire for Diversity, not just based on Gender but based on different viewpoints and perspectives.

MBA aspirants should look for a B-School which creates the above traits in the students for their successful placement.

IBMR B-SCHOOL is one such institution in North Karnataka which has created revolution in education sector in recent times by introducing its unique PGPM Program and achieving maximum placements in Hubli-Dharwad. IBMR has been consistently delivering on its placement numbers for last 6 years. IBMR B-School offers unique certification courses for various contemporary skills along which enables students to become industry ready and grab great positions in companies and packages. Admissions are open for 2020-21 MBA. Since there is huge demand for this integrated course students are advised to reserve their seats now only and make it to the first list itself. Please click the link below for more information ibmr.edu.in

[This article is extracted from various CEOs, Directors and HR managers’ insights given on LinkedIn and other Job search websites]

When Dr Vikram Kulkarni, Academic Counselor, IBMR B-School,Hubballi

Sadanand H Author: Sadanand H Dr. Sadanand Havanagi Director, IBMR Business School Follow Us: