Unique method of Recruitment & Selection
The organization which I joined in Pune as Head- HR had a unique method of Selection & Recruitment especially for senior positions besides normal face- to -face interviews.
Once the candidate is through the normal face to face interview, our Chairman used to place a polite offer to the candidate- " Since you are leaving a prestigious position(organization) and taking a risk of joining us (which can affect your interests, in case you join us), we suggest, you take leave for 2-3 days from your present organization and spend time in various departments/locations of our organization and then decide."
The candidate hardly could smell the trap. After receiving his/her consent, my HR team would arrange for the visit program and inform concerned HODs. The candidate after completion of his visits, used to get call from the Chairman. " Now having seen our organization, can you please give me your observations/ suggestions in writing?"
Meanwhile concerned HODs ( where the person has spent time) would fill HR format and submit me their views/comments about the candidate. This was a kind of Hands on Assessment by a panel (who were obviously not involved in interview). Based on the candidate's report and views of HODs, we used to take a call about considering or not considering the candidate. In the entire game, the candidate never knew that he is getting assessed by a team (kind of kaleidoscopic process) and 8-10 people are giving their comments to the Management.
The beauty is further- If the candidate joined, on the very first day, the Chairman used to call him to greet and calmly used to put his suggestion paper in front of him. " These were your observations and suggestions for improvement in the department/organization. These are your KRAs now. Try to achieve them so that at the end of probation, you will be confirmed in the services of the organization.
Many had to cut sorry figure and resign before probation for non-fulfillment of their KRAs, which were incidentally their own suggestions.
The organization which I joined in Pune as Head- HR had a unique method of Selection & Recruitment especially for senior positions besides normal face- to -face interviews.
Once the candidate is through the normal face to face interview, our Chairman used to place a polite offer to the candidate- " Since you are leaving a prestigious position(organization) and taking a risk of joining us (which can affect your interests, in case you join us), we suggest, you take leave for 2-3 days from your present organization and spend time in various departments/locations of our organization and then decide."
The candidate hardly could smell the trap. After receiving his/her consent, my HR team would arrange for the visit program and inform concerned HODs. The candidate after completion of his visits, used to get call from the Chairman. " Now having seen our organization, can you please give me your observations/ suggestions in writing?"
Meanwhile concerned HODs ( where the person has spent time) would fill HR format and submit me their views/comments about the candidate. This was a kind of Hands on Assessment by a panel (who were obviously not involved in interview). Based on the candidate's report and views of HODs, we used to take a call about considering or not considering the candidate. In the entire game, the candidate never knew that he is getting assessed by a team (kind of kaleidoscopic process) and 8-10 people are giving their comments to the Management.
The beauty is further- If the candidate joined, on the very first day, the Chairman used to call him to greet and calmly used to put his suggestion paper in front of him. " These were your observations and suggestions for improvement in the department/organization. These are your KRAs now. Try to achieve them so that at the end of probation, you will be confirmed in the services of the organization.
Many had to cut sorry figure and resign before probation for non-fulfillment of their KRAs, which were incidentally their own suggestions.
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