Comment this discussion in few paragraph ? Hiring for Success Seeing what you wa
ID: 424307 • Letter: C
Question
Comment this discussion in few paragraph ?
Hiring for Success
Seeing what you want to see-
This is observed to be one of the common and most critical mistakes made by Hiring management team and recruiters and Line managers, as they want to see that experience and competencies, as per their perception of a job, candidate, rather than trying to see what he or she brings on the table. Hiring teams should be in a position to examine each and every candidate’s experience, profile, competencies technical, non-technical, personal qualities, thought process, a way of working is different from others. Hiring team should try to see how they can match those competencies and qualities to the job role they are hiring for, rather than checking an exact overlap. No 100% overlap is ever possible, because every company sells different products, the way of selling is different, process operations, budgets, targets, profit margins, revenue generated etc. are different from each other, no matter even if it’s a competitor. Hence, hiring team must look into how the candidate can add value via his, her education, kind of roles he, she has served in previous companies and how it can be leveraged to the current role from 3-5 years of perspective.
Justifying past decisions:-
There is a dire need for the hiring team to correctly check, understand and interpret the past decisions made by the candidate whether it is about leaving a job (was it due to justified reason of bad management in previous company, last company was not doing well enough, any sort of organizational problems, lack of self development, any personal reasons or if it is a casual job change). Or it can be why the candidate was not able to sell a product (was it due to supply- demand issue, was the company’s product not good enough, whether he/ she sold many products but did not get the appropriate rewards and appreciation from the line manager, work ethics issues). Then only justifying past decisions can be considered well enough rationalistic. This point is often not considered by hiring managers, due to their low lack of correct perception or lack of competencies regarding their own job and personal thinking level.
Explanation / Answer
Answer: The principle of hiring for success is based on the tenets of paradigm changes in the recruitment and selection policie, outlook and attidute .The recuriters should objectively look nto the skillsets of the candidates and the value additions that they can bring to perform the job in a better way rather than always looking for a near 100% match bsed on the job description.The job description and the job requirements framed may not be the best representation at times of the role/responsibility and hence due considerations should be given to the inherent skills of the candidate and the past decisions made by the candidate. The historical decision making process of the candidate can be a good proxy to decide the fitment and organzational alignment of the candidate and can also highlight what worked well and what did not work well for the candidate in the past and how the situation was managed by the candidate.However while considering the past decision making process the recruiter should be rational and rise above all stereotypes ,boundaries of populist and myopic views for better judgement and selection