RECRUITMENT – ARE WE HIRING BASED ON THE WRONG PARAMETERS?
Balram Cheruparambil
Associate Director at Executive Tracks Associate Pvt. Ltd.
A question that often comes to mind as a recruitment lead searching for the best possible talent for a specific role is whether we are searching based on the wrong parameters to identify the right candidate. Wrong may be a strong word perhaps “too narrow” would be a better adjective to qualify it.
If you look at 99 % of job descriptions, they require nay mandate a cookie cutter approach with identical industry experience, identical qualifications the essentials for a specific role. Does this not lead to a stagnation of ideas and approaches within a domain with maybe efficiency being improved but no game changing ideas coming forth or indeed given a chance to come forth ?
If you look at a concept like 6 sigma and how it has spread across industries. How much poorer would so many verticals have been if this was restricted to the segment which provided its genesis.
Soul searching is required by Business and HR leaders as to whether we are hiring based on skills / experience that can be trained instead of hiring a far superior individual who may be lacking in specific areas which could be brought up to speed in a short time and who could potential be the X factor your company needs to change the rules of the game and leave the competition far behind.
How to identify such individuals? That’s a discussion for another day.
Customer Success Team Lead | Expert in Relationship Management & Team Leadership | Strategic Growth & Startup Consulting | Passionate about Client Retention & Account Expansion
5 年This right here is what I have been telling people everyday lately. Thank you for this article
Diploma in Textile Manufacturing from Veermata Jijabai Technological Institute
5 年With this invigorating thought process that you have, I wish you owned a retail apparel company, my search for working in a motivated environment would come to an end.?
Senior Leadership - Pan India Lead Engineering and Projects - Industrial/IT Parks,Commercial Hi-Rises, Mega Kitchens
5 年Can’t agree more I have come across many instances where the wrong was shortlisted upon matching of key words Rather than a digital selection criteria interviewing panel should be able to make out what is most suited for the available experts around
Adjunct Faculty/ Business Coach/Travel & Event Management Consultant/Numerologist/Writer
5 年I completely agree with you on this. Almost for two decades or more, the HR focus has only been on the factor "Task Accomplished" when it comes to recruitment. For them, it is just ticking the box and perhaps keep their work record status "Completed". They seldom realise the impact an organisation will have for every ineffective recruit. The focus is more on efficiency, not on the effectiveness. Organisation Behaviour principals are only subject matter to achieve MBA scores seldom they are implemented. Often when I consult SMEs and few large organisations on How to Build an Organisation as a Brand, so that employees look forward to work with them, vendors look forward to associating with them and customers, they look forward to being loyal with their product/services and perhaps flaunt as well for having consumed it. And to achieve this they perhaps need to shift their paradigm of, workforce and marketing from being an expense to being an Investment.? Businesses are run and managed by people not machines.
Associate Director at Executive Tracks Associate Pvt. Ltd.
5 年Thank you for the comments. Its a subject that?I believe should be driven by HR for transforming companies and eventually the industry.