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By Apeksha Kaushik
Make sure you take the right hiring decisions by
following the checklist shared below.
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 hires...
Talent mapping
The success of hiring lies in talent mapping; if you have the right people on your mapping list, your job is
almost done. The problem with most of the recruiters, even consultants, is that their search process ends as
they find a suitable candidate, to get a closure. An extensive talent mapping gives you a holistic preview of the
available talent and make sure 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
when you are making a final decision you know you are choosing among the best. In today's social media-
driven world, reviewing the 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 while interviewing, it's all about
cross checking them. But the major aspect which needs to be checked is behaviors, traits, and attitude; in
short the EQ aspect. Hence, define your NNT (Non Negotiable Traits) this will definitely assure the stability of
hire in your organisation.
Know your questions
Have a checklist of interview questionnaire. Also, it's not only about preparing the right question but knowing
them as well; i.e., what is the objective? What will it basically determine or how well can it give a prospective
of the candidate?
Background and reference check
Effective reference check is one of the most important steps in the hiring process. Make sure and verify that
all the credentials, experience and skills shared, are possessed by the candidate.
6 FEB, 2014, 02.28PM IST,
5 ways to ensure you hire the right talent
Timesjobs.com | Shares | settlement option | Ravi S Singh | Omni View Consultancy | NNT | Kevin
Tan | Insurability | Insiders
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2. Besides, there are number of behavioural and personality assessment tests available, today, to evaluate the
suitability and credibility of a candidate for the available job profile/position. "A little extra effort at the
preliminary stages of hiring process can help in culling the good from bad. It is best to give an in-depth testing
on the candidate's competencies rather than glide along on first impressions," advised Kevin Tan, principal
consultant, Omni View Consultancy.
(TimesJobs.com Bureau)
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Follow this topic
Companies have now evolved from a model of ‘candidate
relationship management’ to a model of building a ‘talent
network’ from which to recruit.
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Companies to develop alumni
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“State training institutions should be empowered and
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Readers' opinions (5) Post a Comment
Sort by: Newest | Oldest | Recommended (1) | Most Discussed | Agree | Logged in CommentsNew!
ravi kiran (hyderabad)
06 Feb, 2014 07:06 PM
care is taken during recruitment after that? lot of mismatch in deployment of talent
which leads to employee dissatisfaction finally affecting the performance
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Jasbir Jassi (India)
06 Feb, 2014 06:13 PM
informative..
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Kv Murthy (HCMC, S.R.VIETNAM)
06 Feb, 2014 05:20 PM
While this short write-up is welcome, let us understand talent is not available in
abundance. Therefore, when a person is acquired by following the tips given in the
write-up, further steps involving sharpening and utilising talent must be put in place.
Organisation culture and climate are also IMPORTANT.Certain HR strategies like
sabbaticals, work-life balance, and stress on stress manag ement should also be put
in place. Knowledge management banks must be established in organisations to
exploit tacit knowledge found in the talented person. KV MURTHY, Formerly at
GHSIMR, KANPUR
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Devesh k (Delhi)
06 Feb, 2014 04:42 PM
Nice article.........
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Chandan Singh (India)
06 Feb, 2014 04:04 PM
Nice article.
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