How to reduce the recruiting risks?

Nowadays companies are going for outsourcing their recruiting process which they believe will reduce the risk. If it is initiated in the best manner then it can save time and can improve productivity. Competition for the most talented individuals is increasing. Organizations need to secure the best people quickly and efficiently to help them build competitive capability. So outsourcing the staffing process will reduce the work load of the HR administration and also reduce the risk involved in it. 

Many tools are used by recruiters to reduce risks. Some ask a morphpsychologist or a graphologist to help recruiting. some take the risk to learn these sciences to be more acurate in recruiting.

Unfortunately, I have no stats on this mater

I think going for e-recruiting will also reduce the risk. Usually companies collect the resumes, analyse and segement it according to their requirement, this consumes lot of time and waste of money. The recent trend is getting the relevent resumes from the job portals where they keep every thing pre-segemented according to your needs. This helps you to save more time and make the recruiting process more effective. Since it is a cost-effective process, I think companies can go for it and select the right talent for the right position.   

recruitment risk can be minimize.the company can take the contacts from its employees because it will not be risky.Because the employees know about the working conditions & environment of the company very well.so they will give the contacts of only those person who can manage there.So from the appearing candidates organization can easily identify the potential candidates.As the candidates will find the familiar atmosphere in the workplace,they can do better in a healthy environment.It will also take less time in recruitment procedure.

I have always think that the best recruiting options should be inside the company. No one knows better the goals and atmosphere of a company that its current employees. And if we think that there are not good options internally, it is because we have not developed our employees. Employees Development should be a important part of the HR Sytem of a company and there should always be a succesion plan from the critical positions of an organization.

Getting back to basics is the quint essential tool one can employ.

For any given recruiting need of a company there are usually more than enough high-end achievers around, though not always in the job market. To know and attract this pool is not a rocket science, mostly it is complicated because one thinks so.

> Know what the company wants to achieve by this hire

> What is that particular challenge the company is facing (admit it, if you did not have a problem why recruit?)

> Identify an individual who thrives and excels on your company's challenge

> Be open with information flow to recruiting partners, better yet if you can move the HR equation out for a while and give the onus to the Line Manager to better describe his need (after all he should know what he wants, if not its just a bums-on-seat hire)

I could go on forever on this, but then I guess you would get what I am suggesting.

Cheers!

Prashanth

Many companies paint a very rosy picture in the run up to selection which gives an idea to the employee of what to expect. On joining, there is instant disappointment, which builds up over a period of time. This period is dangerous as a dissatisfied employee is sharing his/her negative vision with other employees. 

Let us remember - employee leave managers and not companies. Couple the above to a immediate manager who does not break in the employee.

Voila - a recipe for separation.... ta da.... 

The recruiting process must demand to presnt the skills and knowledge more specific to th JD to understand the capacity/ability in terms of deliverables.

I would say like many  other risk management, the optimum way to minimize recruiting risks is portofolio management.

What I mean is that the ideas mentioned already are all valid, and the optimum way is to select and mix effectively just like portofolio management.

Selection may depend on each case, but in general, I would say the following are candidates to be included in the portofolio:-

1) Internal recruiting and employee development

2) Recruitment through contacts

3) e-recruiting & oursourcing

And in effectively mixing the above, the following would enhance the effectiveness and reduce the risk of recruiting.

a) Better understanding of nature of recruitees]

b) Improvement in assessment (education + expertise, competencies & potential, soft skills, personalities, values/philosophy/beliefs etc.)

c) Make the recruiting process sysmatic & elaborate.

Now a days there are different way to analyse the talent. So it is very important to find out which is very much fit for the desired position. So first of all seeing the analytical skill as well as inovative idea regarding the work profile. So in nutshell we can say that for reducing recruiting risk it is better a mixture of technical knowledge as well as good communication skill.

No need to support the idea. It is easily understandable.

1. First the role has to be defined properly. I have been on quite a few interview boards and have found that while most organizations are ready enough with skill set requirements, they are not that ready with the precise description of the role. 

2. Be clear about what you want the person to do. Where does his job begin and end?

3. Be clear about the organization culture and its specifics. Then develop a profile for the kind of person who would meet the profile. There are simple methods like MBTI testing that will clue you on to the working profile of the candidate. These methods are simple and can be given to a candidate in under 30 minutes and evaluated in another 30 minutes.

4. Allow the shortlisted candidate to interact with people in your organization and observe the interaction.

With these few steps you should be able to remove considerable amount of uncertainty. Of course in the final analysis, it is a gamble. All human interactions are!

Select the best and set them free could be the better option....

All methods are being tried by every one. I am suggesting a different one, though a bit difficult to get going. Companies should start a system where Proficiency Cards are issued to employees. Quarterly assessment marks are to be logged in this card regularly. It must also contains details of previous organisation, areas of expertise, weak areas etc. This must be a life time document which should be produced during an interview. For freshers this must be initiated by the principal of the last institution where one studied. There is always the risk of forged documents. But then we could never really stop doctors with doctored degrees...could we? This is being followed successfully with fair degree of success in my organisation. This also has an advantage of employees striving to get better assessments(I pray they achieve it with fair means)!!! Like we say "getting in to the GOOD BOOK"!!!

Apart from educational qualifications and experience, a candidate has to be judged for his/her other qualities for good performance in general, and on a specific job in particular.

Say a candidate for customer care needs to be soft spoken, and have patience, whereas a candidate for a sales job needs to be a bit aggressive, outgoing, and fond of moving around. A person cannot be interchanged between these 2.

1. We need to define job profile in detail, and do the mapping as to the qualifications, qualities and soft skills needed.

2. Candidates need to be shortlisted as per the above mapping only.

3. After selection process and interviews, detailed profiling has to be done for top 3 candidates, as to their attitude towards job, towards colleagues, timings, family matters etc. An expert help maybe required for this, specially for top or crucial or key jobs.

Only then we can be assured of right candidate on right job. But even then disasters may happen, and we have to see the actual performance over a period of time.

I feel conducting Job fairs in the respective city can broaden up the opportunities for the organizations and also it would be the cheapest direct source of recruitment and also more beneficial for the candidates to locate the opportunities.... Thank you, Manish N.

Cheers!!