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| Topic : Right Hiring !!! Does it exist ?? |
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Posted in Community :
Business & Strategy
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Activity:
94 views;
last activity : 04 12 2011 05:30:10 +0000
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Read between lines
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Right person for the right job
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Right Person for the Right Job
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Decide whether an individual is ESSENTIAL TO HAVE OR NICE TO HAVE……….
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People who Promise .... and People who Deliver ...
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Hire the One Who is working for a good income
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Hire the one crack the interview
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You have to be the right recruiter
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Honesty is the best policy
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Hello dear, My dear my name is Stella it give me a great pleasure to write you i was browsing when i came across your contact a
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Best Amongst Alternatives
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completely agree with Jagdeep kaur
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Have a personal discussion...
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Recruit with a clean and clear mind
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Have a personal discussion...
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"right Person for the Right Job" - Paves a Way to Control the Attrition Rate
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History attitude and willingness to learn
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Hire the one who is looking for work and is passionate about work
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If a person is not true a good HR would be able to read between the lines and judge if he is right for the position or not. A bit of observation is enough..
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NATTERAJA R. ARIKRISHNAN, GM-Projects, Bentec Electricals & Electronics Pvt. Ltd
| 03 13 2011 17:02:54 +0000
The face to face eye contact will reveal about the candidates where they stand as to their confidence level. While during the discussion the candidates will be exposed whether he is suitable or not.But practically speaking, the right kind of candidates can not be judged at the time of interviews since some candidates are good in presentation skills and some are not. The one who present himself may not be able to deliver later and vice-versa. The presentation skill needs fluent spoken English and the candidates from rural areas may not be able present well but they are capable of working hard with dedication which is required for higher productivity. Thanks for the referral Mr.Alex Fernandes.
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pradeep , application support/developer, VBizAp soft
| 03 10 2011 07:12:34 +0000
i agree with alex
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Joydeep Dasgupta, Business Development, New Horizon
| 03 09 2011 14:33:37 +0000
Alex you sent me a personal invitation to connect which had a request to support u for a debate, I hit the reject button, I practised what you preached.
Read between the Lines
Then I came across ur Your Idea! It Is implemented!!!!
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One should be able to select the right person for the right job. Then one can hire the right person.
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Manas Reddy, Manager - Strategic Initiatives
| 03 10 2011 12:58:54 +0000
Employee performance is not only about choosing the best of the lot, one cannot hire an over qualified person or some one who is good in one area and ask him/her to perform at jobs he/she is not good at.... Hence hire only the Right person for the job and provide support for him/her to perform
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Ganta Achuthan Sripathy, Proprietor , Sripathy Consultancy Services
| 03 10 2011 02:22:09 +0000
Choose the right person, his interests and reason looking for change apart from the money requirements should be the way to selecting the right person for the right job, I believe.
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Choose the right person Analyse the background, his interest, reason looking for change apart from Money..
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No supporting Arguments for this idea
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Hiring the right talent requires perseverance, perspective and passion on part of HR Managers.They need to scout for talent at all levels and at all times.They should tap diverse pools of talent rather than relying on just conventional one source information.To hire the right people, HR needs to reach the passive candidates as well.To sum up, Hiring the right candidate is about right selling and right screening.
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Pradeep Saran, Technical Expert
| 03 11 2011 07:35:13 +0000
Very few candidates are able to correctly express verbally or in writing their true traits. They however try to conceal their drawbacks. Deep conversation to find out what they have not expressed will enable the HR to judge their strengths and weaknesses and decide the areas in which the candidate will fit best.
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Wrong Hiring for a lower position causes less damage. How can some one hire the Wrong person, for the Top Position ?? The Damage it causes could even lead the company to insolvency???
How can some one avoid this Trap ?? There are people who promise and there are people who deliver ! How to differentiate these to different kind of people is the Key !! Does anyone here has a better Idea ? Or a better real life experience ?
Please share ! |
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K.S Ashok kumar, Promoter / CEO, Aadithyaa Resorts lakeside-kollam,kerala.
| 03 09 2011 07:01:17 +0000
This starts with the CEO .Good company will or can only select good CEO's.The fashion / fire of a company will decide the CEO and the company heads will be strong enough to identify wheather the CEO is worth.The rest will be THe CEO & company together.not the CEO running the show alone .Then the lower Rungs will be filled with more nvolement of the COMPANY in total.In this only who can deliver will stay ,others may join and leave also.The more the people stay definiteley will be the reflection of core strength.The idea of a company and more people getting involved with decission making is truly a democratic approach and should definiteley give more breathing Hr's for the HEAD.ashok with regards.
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At the time of interview try to know the main reason why the employee wants to join your company. If its for experience only then you should think twice before taking that employee and if the employee wants to join your company for a good earning then its the right candidate. Because the one in need is always hardworking and values its job. And the one who values its Job will give its best to shine at its work place.
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Joydeep Dasgupta, Business Development, New Horizon
| 04 06 2011 12:10:53 +0000
This strategy sound good, what if the person is cunningly clever, is greedy, or the reverse an open mind creative person, has passion for his work the cunningly greedy will out manoeuvre him / her. It may be assumed that everyone is capable to protect his / her interest, which is a fallacy.
It is important what exists (manpower head count) and their behaviour to accept or reject, fear and concerns, their beliefs, what kind of conversation are ongoing. The job hopping does happen where money is shown or projected as a yard stick.
In call centre IT your IDEA works, will this work in banking, or manufacturing? For which a well integrated team is needed.
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Interview is the initial step to judge the candidate.But sometimes it may happened that those who is not able to answerable for a particular question can work very well.But it depends on the employer to take them or not.In this case i would suggest employer to give them atleast one chance.
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If you have to recruit right talent, you have to be the rihgt recruiter. How can lower people hire brighter ppl? They'll never give them a chance!!!
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The interview should be comprise of many types of questions comprising the talent, GK, educational back ground, family back ground, facing the problems, answering, etc. In which, the honesty of the individual to be tested without alarming the person in so many ways. Then the discipline of all the good qualities will come behind those person.
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No supporting Arguments for this idea
Hello dear, My dear my name is Stella it give me a great pleasure to write you i was browsing when i came across your contact a
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Hello dear,
My dear my name is Stella it give me a great pleasure to write you i was browsing when i came across your contact and something touched me to contact you i will be very happy to be in communication with you if you will have the desire with me so that we can get to know each other and see what happened in future. i will be very happy if you can write me through my email ( stellawabari1988@yahoo.com ) for me to tell you more about my self and give you my picture for a good start.Age,color and language can not be a barrier to true lovei will be waiting to hear from you.have a blessed day.
Stella.
stellawabari1988@yahoo.com
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Best Amongst Alternatives Is The Only Solution Bcz The Best Will Ask For More Money Which HR Can't Give Always!!! The Real Question Is How To Retain The Best Ones Already You Have !!!
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Giving chance at all level is lucrative and it can bring good people..
That's what an organization wants...
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...on topics ranging from politics, relevant industry category to sport etc. to gauge the persons knowledge depth and sincerity. Avoid routine questions like "tell me about yourself, where do you see yourself five years from now " etc. as all this can be gaged from a candidates resume. What you need to know is the personality and the attitude of the person you are interviewing. Of course if it is a technical position, you need to test the technical skills of the candidate which can be checked through a brief questionnaire to be filled up before the personal interview.
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If you can recruit by conducting the test, interview and back ground analysis in an UNBIASED manner(without fear/favor) then you will definitely get the right person. Never go for "he said/she said.." - make your own decision whether to hire the person you are talking to. |
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...on topics ranging from politics, relevant industry category to sport etc. to gauge the persons knowledge depth and sincerity. Avoid routine questions like "tell me about yourself, where do you see yourself five years from now " etc. as all this can be gaged from a candidates resume. What you need to know is the personality and the attitude of the person you are interviewing. Of course if it is a technical position, you need to test the technical skills of the candidate which can be checked through a brief questionnaire to be filled up before the personal interview.
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No supporting Arguments for this idea
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Interviewing candidates for hiring the right person for a position within your company is one of the final steps in the hiring process. Before you get to this step, you want to make sure that you've completed all of the preceding steps since each of these steps will have a direct impact on how effective the interview process will be.
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check whether he is a rolling stone - if experienced.
check his attitude towards life - blames others for his faults
is he adaptable to the organisational needs or adamant and sticks to his thought process. Is he ready to learn new things/
All these can be tested and verified through a friendly conversation for more than 30 minutes
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No supporting Arguments for this idea
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Understand the persons capability what he/she can do and give them a job according to their capabilities and interests.
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No supporting Arguments for this idea
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