MASTERING THE ART OF HIRING

Conducting interviews is not just about finding the right candidate for a job opening, but it's also about building a successful team. In today's competitive job market, it's not just enough to find a candidate with the right qualifications, but it's also essential to ensure they are a good fit for the company culture. Interviewing is an art and a skill that requires practice, patience, and experience.?

What are the three top interviewing Tips?

1.????Try to get people away from default or practiced answers.?This normally means asking something specific enough that the person has to really think about the answer.

2. ??Do not interrupt.?Don’t assume an answer is finished...?Staying silent for a couple of extra beats can work wonders.

?3.?????If time permits, ask some version of “Is there anything else I should have asked about?” Often there is.

Further – Let’s understand what is most important in the hiring process and why?

1.????What kind of Competencies are important?

2.????Experience vs. Exposure

3.????Right Candidate vs Industry domain experience

4.????Leadership over Industry experience

1.???Prioritizing Competencies: Why Distinguishing Between Must-Have and Good-to-Have Skills is Essential for Successful Hiring"?

It is important to identify “must-have" and "good-to-have" competencies before candidate sourcing because it helps to ensure that the hiring process is focused and efficient and that the best candidate is selected for the job.

"Must-have" competencies are the essential skills, qualifications, and experience that a candidate must possess in order to perform the job effectively. These may include technical skills, specific certifications, educational qualifications, or relevant work experience. Identifying these competencies upfront can help to narrow down the pool of potential candidates and ensure that only those who meet the basic requirements are considered for the role.

"Good-to-have" competencies, on the other hand, are desirable but not essential skills or attributes that a candidate may possess. These may include additional qualifications, soft skills, or specific industry experience. Identifying these competencies can help to differentiate between similarly qualified candidates and provide a way to assess their potential for future growth and development within the role.

By identifying these competencies upfront, companies can create a more focused and efficient hiring process. This can save time and resources by reducing the number of unsuitable candidates, as well as reducing the risk of making a bad hire. It also helps to ensure that the selected candidate possesses the right mix of skills, knowledge, and experience to succeed in the job and make a positive impact on the organization.

?2. What are you looking for in hiring – “Experience or Exposure”?

Giving more importance to exposure over the number of years of experience can be beneficial because exposure refers to the range and variety of experiences that a candidate has had, whereas years of experience simply refer to the amount of time that a candidate has worked in a particular field.

Exposure is important because it demonstrates that a candidate has had the opportunity to work on a variety of projects and tasks, and has gained experience in different areas of the industry. This can lead to a broader perspective and deeper understanding of the field, as well as the ability to adapt to new challenges and work effectively with a diverse range of stakeholders.

On the other hand, simply having a certain number of years of experience does not necessarily guarantee that a candidate has had the opportunity to work on a variety of projects or gain exposure to different areas of the industry. In some cases, a candidate may have worked in the same role or for the same company for many years, which may not provide the breadth of experience that exposure can provide.

For example, consider two candidates who both have 10 years of experience in software development. Candidate ‘A’ has worked for the same company for 10 years, while Candidate ‘B’ has worked for three different companies in three different industries over the past 10 years. Although Candidate ‘A’ may have more years of experience, Candidate ‘B’ may have a broader range of exposure to different technologies, industries, and project types, which may be more valuable to a company looking to hire someone with a diverse skill set.

In summary, exposure refers to the range and variety of experiences that a candidate has had and can be more valuable than simply having a certain number of years of experience.

?3.?The Dilemma Between Hiring the Right Candidate vs. an Industry-Experienced One"

Both the right candidate and industry experience are important when it comes to hiring for a job position.

The "right" candidate refers to someone who possesses the necessary skills, knowledge, and personality traits to perform the job effectively and fit into the company's culture. This includes having the required educational background, technical expertise, and soft skills such as communication, teamwork, and problem-solving abilities. The right candidate also demonstrates a genuine interest in the role and the company and is motivated to contribute to its success.

On the other hand, an industry-experienced candidate brings specific knowledge and skills gained from working in a similar industry or job role. They may be familiar with the industry's trends, practices, and regulations, and can bring valuable insights and perspectives to the job. Industry-experienced candidates may require less training and may be able to hit the ground running, especially in roles that demand a high level of expertise.

In many cases, it is ideal to find a candidate who possesses both the necessary skills and industry experience. However, in situations where it is not possible to find the perfect fit, it is important to prioritize the essential requirements of the role. This could mean hiring a candidate with the right skills and personality traits and providing them with the necessary training to develop industry-specific knowledge and expertise.

4. Leadership over Industry Experience: Why Hiring the Right Leader is Crucial for Organizational Success"

There are many cases where hiring the right leader proved to be more important than hiring someone purely based on their industry experience. One powerful story for leadership over industry experience is the turnaround of Ford Motor Company under the leadership of Alan Mulally.

In 2006, Ford was struggling financially and had lost market share to its competitors. The company was in dire need of a change in leadership to turn things around. Ford's board of directors decided to hire Alan Mulally, who was not from the automotive industry but had a successful track record as a leader at Boeing.

Mulally brought a fresh perspective to Ford and implemented a number of changes that transformed the company's culture and operations. He focused on streamlining operations, cutting costs, and improving the quality of Ford's products. He also encouraged collaboration and communication between different departments, which helped break down silos and improve efficiency.

One of the most notable changes Mulally made was the implementation of a weekly meeting called the "Business Plan Review." In this meeting, Mulally would bring together executives from all departments to review the company's progress and identify any issues that needed to be addressed. This created a culture of transparency and accountability that helped drive the company's success.

Under Mulally's leadership, Ford's financial performance improved significantly. The company went from a loss of $12.6 billion in 2006 to a profit of $6.6 billion in 2010. Ford also regained market share and became a leader in innovation, introducing popular new models such as the Ford Fusion and Ford Focus.

This story illustrates the importance of leadership over industry experience. While Mulally did not have experience in the automotive industry, he had the leadership skills and vision needed to turn Ford around. Hiring the right leader can be crucial for organizational success, as they can bring fresh perspectives and new ideas that can transform a company's culture and operations.

?Conclusion:

1.?????Conducting successful interviews is an art and a skill that requires practice, patience, and experience. As an interviewer, you need to set the tone, listen actively, ask relevant questions, use behavioral interviewing techniques, provide feedback, and sell the company to the candidate.

2.?????Identifying "must-have" and "good-to-have" competencies before candidate sourcing is an essential part of the hiring process. It helps to ensure that the hiring process is focused and efficient, and that the best candidate is selected for the job, ultimately leading to the success of the organization.

3.?????Candidates with a broad range of exposure can bring a diverse set of skills and perspectives to a job, which can be highly beneficial to the success of an organization.

4.?????The right candidate and industry experience are important, and the best approach will depend on the specific requirements of the job role and the company's goals and culture.

5.????Hiring the right leader who possesses the right skills, vision, and culture fit can be more important than hiring someone purely based on their industry experience. It is crucial to prioritize these qualities when making hiring decisions, as they can ultimately determine the success or failure of a company.