Make SuperStars
Recently got a chance to start again with basics and trying to get my hands on Recruitment after a long time, the team is new and team members are joining slowly, it is a completely new market for me, I never worked in this market previously. got to know from the peers and colleagues that most of the talent is from other markets. and the ex-pat hiring rate is very high. well, I started my week and get in too few calls.
after a week's briefing sourced few guys from LinkedIn checked the referral database, did some research, and got some relevant CVs. 1st interview lined up for the day and I was quite excited (the candidate was slightly junior to the required skill 3-4 months gap maximum), after so long I was lining up the interview by myself, it's like bringing back old days. I was nervous too, as I was doing it after a long time. I had this habit of asking the hiring manager after every interview "How was the candidate"? when I was a Junior HR member. after this interview as well I asked the same question "How was the interview? did you like the candidate? "
"He is good, but not a Superstar we would like to hire !"
this incident is not new, we all want to hire superstars but very few of us have believed in making them.
when I take interviews for any superstar position, the 1st thing I check is Flexibility or Adaptability. if your candidate is already a superstar but he is not ready to adopt the atmosphere of your organization believe me the star will soon fade its light. and if the star is not flexible enough to learn new things the result will be the same. Believe me, no star in the Sky is equal, some of them are big, some of them are small, some are still, some are moving, some have more light, some have low light, but, they all are STAR.
Hiring is not a game, it's not a jigsaw puzzle where you collect all pieces and create a Superstar, hiring is an Art of Creating those jigsaw Pieces. Most of the Hiring Managers and TA partners do this mistake, they don't align the role and person they don't projectile the Target, as most of the time both the hiring manager and TA partners are under pressure of getting the right candidate. the best way to skip the hit and trial method which generally most of the TA partners do, is to align the job role and understand the requirement in details. what I used to do when I was a junior TA partner is to create a graph and ask the hiring manager to put comments when they evaluate or screen the CV. those comments are the numbers - 0-10, where the requirement of the profile is 10.
if a person is above 6 I used to get that person in the interview but before that, you should know what kind of training programs you have for that 6+ candidate to make him 10 in a certain time period. I used to talk casually with the hiring managers that if I get them a 7 guy and if we put them in these training programs he will become 9 or 10. Believe me, those casual conversations are really helpful in making star's, you need to find a guy with 6+ and find hunger in him, if the candidate is hungry your work is done, he will definitely become a superstar in 3-6 months time with the right direction and proper training programs.
I have suggested this to my colleagues and Hiring Managers as well if we make a projection plan for every single hire we will be able to make more Superstars in the future, there are multiple ways of developing talent if we adopt them, definitely, we will not be hiring Superstars but, if someone else interviews our talent they will be interviewing a SUPERSTAR.
#Justmythougts #forTA and #HiringTeam