HOW TO MATCH THE RIGHT CANDIDATE WITH RIGHT ROLE?

It was the year 2002. Senior executive leaders trusted me with my business knowledge and explained their requirements to me one-on-one. I never ever looked at a JD which I got from my clients for hiring. I got on a call, understood the pain area and

My questions to the business revolved around

1.?????? Is it a new role or a replacement?

2.?????? Did the last person put in the resignation or was he asked to move out?

3.?????? What domain expertise would you look at while hiring this person?

4.?????? What impact he is expected to create in the system?

5.?????? Do you want a high cost 100% fit profile or a low cost 100% adaptable profile?

Such questions helped me understand the role better and screen the profiles accordingly.

I saw huge success and won many accolades and for sure a lot of money in my pockets.

?Then Industry changed.

Cost pressures on organizations made my inbox get fewer allocations from the organizations.

I had to change my approach

So now I take a resume in hand and ask my client these questions

1.?????? Why do you want to change your job?

2.?????? What skills have you learned so far?

3.?????? What kind of roles you want to get into?

4.?????? What impact you can create in the system?

5.?????? Do you want high CTC or a High Designation?

My approach might have changed but underline motive is same –

HOW TO MATCH THE RIGHT CANDIDATE WITH RIGHT ROLE

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