Friday 31 October 2014

Look Beyond Recruitment Practices

Some reality bites do not really feature in the resume. If you are a live Hiring Manager, who deals with real problems, you should be able to see the person beyond his stories, his problems, make a few exceptions in policies and stay human. Get him to the interview board. Hear him out. He is probably the one. A few biases to deal with:

Startup Failure: After years of corporate experience, someone wanted to build something of his own; he put his entire savings in that dream project. Lack of experience, guidance or tenacity, regardless of the reason, dynamics of business somewhere pulled him down and he is back to job hunting. How fair is it to treat that person as failure and ignore all his past achievements in his corporate life? Would you label the candidate as immature? How fair is it to doubt his stability that he might quit to try a start up again?

Lay Off: Being laid off does not always mean performance issues. Let us get real here. It is not the average or under performers on the first list. Who do you think is high on earnings – all those resources who performed well in their initial years, got rewarded with high percentage hikes and those took more responsibilities and got promoted. So, when money is tight, any guesses what the strategy will be? Their talents and experience can build the company’s future however as they are not attached to day-to-day revenue, out they go. Only an interviewer who understands business dynamics and changing eco system can see through this and hire him.

Facing Redundancy: As Insurance is focused vertical this year the company decides to purchase an Insurance company to strengthen their portfolio of services and grow client base. You were key Insurance professional till that happened and suddenly, you are surplus. The hiring manager based on his own personal conditioning can pre suppose that you are not redundant, just incompetent. Even if the resource is exploring new territory, the Hiring Manager can still be blind to that. Remember, only the very competent can dare to go beyond their domain expertise.

Career Mistake: They offered a huge package and you were flattered. Only after you join you learn, it is not exactly your skills or industry expertise that they were interested in, as you were hardly given any responsibilities. It is not just the leads and deals that you were working from the previous company that mattered, you were given the Herculean Task to pitch to the same prospects. Yes, most of us know how difficult it is to explain people that you could not pursue the job as your Ethics and Integrity did not allow you to stoop that low.

Unemployed: If current status is unemployed, the resource has probably lost his edge. No one lives a life that has an upward graph always. Stand up and defend a profile when you think it deserves a closer look. Recruitment problems are complex. Is it a complicated pregnancy, an ailing parent, a pet project, a crash course, travel – Does that justify the unemployment? He is just a call away anyways. Listen. Never Assume.

It is your personal choice whether you want to be human or be driven by a set of blanket policies and continue the rounds without challenging status quo. By the end of the day, you fail to hit the numbers and meet recruitment goals because the best resources are out due that checklist you have.

BECKON Model thrives on questionnaires – a series of them. By the time you are answering the third or fourth questionnaire, you already know what needs to be done, regardless of which department you belong - Recruitment, Business or Talent Development.

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