Hiring Aggressively and Connecting Effectively, Is It?

Business as usual, hiring becomes much simpler when looked as resource procurement process in a perfectly competitive market. Applying the norms of a perfectly competitive market, a large amount of average skilled workforce is turned out year on year by accredited institutions not always guaranteeing a job placement.

The question that comes to mind then is how businesses differentiate a competent hire from a non-competent hire, as that ultimately translates into an effective organizational structure. Reaching out to Ayesha Chowdhry, an HR practitioner, we were able to get a grip on certain hiring fundamentals that should be referred in order to keep the hiring process from turning into a challenge.

Do the Due
Agenda: A recruiter inclined to make an effective hire should:

1. Be crystal clear on the need for the hire and the existing gap in the organization that is being filled by the hire;
2. Be able to recognize potential where one incumbent differs from another in terms of taking ownership, being a team player,  being flexible and tuned to working with the end in mind;
3. Ensure that the values of the potential hire align with that of the organization. This includes tolerance exercised towards unethical behavior; and
4. Ensure that the incumbent being hired is aware of the organizational structure.

Despite an awareness of the same, companies still drag their feet on the clerical 9-5 routine opting for an inefficient ‘on-the-desk’ presence instead of an efficient hire needing flexi-timing. Another option that can be pursued but is rarely facilitated currently is part-timing.

Companies are often resistant to experiment with part-timing despite the fact that it is a much cheaper option, than an inefficient full-time resource sitting idle. Large-scale businesses that find it rather difficult to make room for part-time employees, can consider it when expanding to newer markets.

According to Ayesha, this can be a way for businesses to give back to the community in which they operate by providing them an employment opportunity. Such an arrangement is an optimal win-win situation, beneficial to the community resident and the company gaining an insight into the market.

Above all, what needs to be kept in mind by the recruiter opting for an effective hire is that there is a shortage of procurable talent in the market, with the not-so-good ones demanding similar remuneration packages.

Tackling this, a recruiter will need to hire effectively and connect aggressively!