Recruiting right talent

Fast growth organizations in growing industries are always on the lookout for talented professionals to be part of their teams. At any given point recruitment for positions across various levels and departments in an organization would be on in full swing. It may be impossible to fill all the positions immediately. Therefore, there is a need to identify the position that requires immediate attention and action. Organizations have seen an increased focus on the development and section of key talent. It is imperative that the best recruitment practices in the industry are adopted.

Recruitment is not just a mechanism for filling vacant positions. But recruitment and redundancy are factors of utmost importance to bring about organizational change. A fully structured and regulated recruitment strategy should be made for successful recruitment. An unregulated recruitment strategy can lead to a loss of good candidates due to unprofessional or unstructured recruitment processes. An attractive user friendly website should be developed with access to detailed information for potential candidates about the benefits of working in the organization. The website should be checked regularly to view fresh applications. Candidates’ expectations from prospective employers are also rising. So, we should be more innovative in attracting talent.

The recruitment decision in most cases is based on the outcome of a face-to-face interview. For outstation candidates, video-conferencing or conference calls could also be used. During an interview, the most widely asked questions are:

* How would you best describe yourself?
* What is your major achievement – professional and personal?
* Why would you like to leave your current organization?
* How do you see yourself five years down the line?
* What is your career objective in the years to come?

To accomplish successful recruitment better compliance and Retention, we should watch out for the softer elements while evaluating a candidate. We should check his preference areas, what does the candidate seek in an organization – a good work profile, compensation or fast career growth? We should also take into consideration the candidate’s team management abilities, his response either positive or negative in terms of experience in his previous company and his flow of thoughts. The body language and eye contact of the candidate is also important.

We should avoid overlooking the qualification of the candidates and reason for leaving his previous company. Sometimes the recruitment process slows down significantly as we end up interviewing people who should to be applying for the position in the first place thus, an accurate job description must be provided. This helps in narrowing down the candidate pool and makes the process easier.

Interview Dos and Don’ts for candidates:


* Dress appropriately for the industry. Your personal grooming and cleanliness should be impeccable
* Be sure to find out the exact time and location of the interview
* Arrive early: 10 minutes prior to the scheduled time.
* Maintain good eye contact during the interview.
* Sit still during the interview. Avoid fidgeting and slouching
* Request a clarification if you don’t understand a question
* Be thorough in your response, while being concise.

* Don’t make excuses. Take responsibility for your decisions and actions.
* Don’t make negative comments about previous employers or professors
* Don’t falsify application material or answers to interview questions.
* Don’t chew gum during the conversation
* If you smoke, ensure that the smell of smoke is neutralized with deodorant/mouth freshner
* Don’t allow your cell phone to ring during the interview. Do not answer a phone call during the interview.
* Don’t treat the interview casually, as if they’re are shopping around and doing the interview for practice.
* Don’t display frustration or a negative attitude in an interview.

Do’s and Don’t for interviewers:

* Put the candidates at ease
* Offer a glass of water/tea/coffee
* Explain of the purpose of the interview
* Help the candidates to speak as much about him self on relevant subjects
* Give the candidate a chance to ask questions
* Don’t make the person wait. Try your best to be on time.
* Don’t ask irrelevant personal questions like references to martial status, disability and religious beliefs.
* Do not answer phone calls during the interview.
* Spend at least a few minutes in going through the resume of the candidates before you begin the interview.