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How to find The Best Candidate for your Company

Vijaylakshmi D’Souza

Getting the right kind of employees is the biggest tension for any organization. Ultimately good employees are the key factor to increasing the productivity of any organization.Most companies have financial constraints and budgets which become the determining factor in hiring people.How does one find the best candidates without compromise ?

First step is to examine your perception of what is best for your organization.A good candidate for one organization may not be suitable for another. Many factors go into defining suitability.Define the type of person you need for the job. Skills and market expertise count but personality and people skills count equally.

Identify the best way to source candidates.Identify Placement Agencies firms who could help you.The Jobnet Directory of Placement Firms is a good resource for it. Contact the Placement Consultants and give them a background of your company and the nature of your business. Give a detailed briefing to the Placement Consultants on your requirement –what kind of candidate you are looking for, what kind of background and qualifications are needed.If it is headhunting that is needed give them a list of your competitors.Explain at length the skills and expertise you require from the person you need to hire.

A quick elimination round saves time.Many companies opt for a preliminary screening.. It gives an opportunity of having an informal discussion about the position before the actual interview. This takes very little time and can save a lot of time for you and the candidate.

courtesy:Jobnet magazine, issue 181

Re -publication or dissemination of the contents of this article are expressly prohibited without the written consent of the Author

Posted under Management Resources/ HR

THE INDIAN WORK ETHOS

Lima Sehgal

The herd instinct is so deeply entrenched in us that we always look for some one to follow. Our shepherds come in various avatars- daddies, schoolteachers, yuppies, best friends, gurus, neighbours etc.

No doubt there is a practical goodness about being a follower. When things backfire we have the luxury of blaming it on someone – like our ruling political party, our parents, the lousy economy, unfair competition, the Americans … and we continue to remain untainted.

The moment our babies learn to walk and get toilet trained we don’t waste a moment in getting them into a system. The one that promises to herd us into a direction that leads to what we believe is greener pastures.

First, it is the playschool which gives an education on how to play. Then it is the schooling system that gives an education on how not to play. Main stream schooling becomes a serious business of tutorials and achievement of good scholastic marks.

The Indian scholastic system is wonderful in its ability to produce conformists who join the workforce. It may perhaps be a great asset for employers to have employees who only ‘Do’ but never think (great for bosses), but for the individual it remains questionable.

Conformity results in the problem that the Indian professional faces, which is an inability to adapt to the demands of change- And worse, an inability to face the demands of our extremely volatile job – market.

We are focused on a system of education which is supposed to lead us to getting a job. But nobody actually goes beyond a point to reassess their value in context of the job market realities.Golden promises? Much of it is excluded from reality.

Let us take a few examples.

I have come across Engineers with good work experience aspiring for a job in a foreign country, who can’t converse in English or anything apart from their local regional lingo, so how do they expect to communicate? I regularly meet fresh MBA’s who expect to get hired as managers with salaries of CEO’s. I also know quite a few senior professionals who refuse to study advanced professional courses (because it is not needed at their age), and then complain about these new fangled kids who take over.

This inability to take charge and harness change to one’s advantage is sadly lacking in the majority of Indian professionals. The ability to change course, to admit mistakes in career choices or even to simply reassess tried and tested job market related methodologies is alien for the majority.

Get a job, keep a job, save and retire, no longer rings true as reality. All those years of fuss – what did it amount to? Jobs are not for keeps, job hunting methods are changing by the minute, and our educational systems do not create much enthusiasm in the global job market. So what is the new formula that can be followed?

Can we think? After so many years of habit of compromise and conformity the quality of our thinking becomes questionable.

There seems to be a new viral in the air. Jobs are no longer about getting them. For quite a few years with the march of time our prized jobs for engineers, doctors, chartered accountants, IT professionals etc has undergone so much redefinition in the job market, that we hardly know what sense to make of the flotsam and jetsam of the wreckage. Suddenly looking back the system of reaching one’s destination or following a methodology of education looks meaningless.

Copyright © 2011, Jobnet magazine, issue 170

Republication or dissemination of the contents of this article are expressly prohibited without the written consent of the publishers of Jobnet magazine

Posted under Articles by Lima Sehgal

Human Resource Consultant : Human Resource Consultant is responsible for providing human resource consultation in all aspects of human resources with an emphasis on staffing, employee relations, employee development and compensation.

HR Consultant : Human Resources Consultant will be responsible for providing human resource consultation in all aspects of human resources with an emphasis on staffing, employee relations, employee development and compensation.

Posted under Research by Jobnet