The next level Interview process...

Being a recruiter in a multinational company will have to meet many number of candidates in order to choose the right fit.And in today's world where Human capital is being branded by the use of many employee welfare initiatives in a much competitive environment, the pressure of closing the right candidate in the given time-slot , becomes the key to be a successful corporate recruiter. But ho many of the corporate recruiters are using innovative things in the selection process ? After the resume screening/psychometric test we lad up with the interview process. 

And in Interview … it's the same old stuff. It's full of same old questions and same old challenges. It's time to learn from past mistakes and take to course correction now not later. Gone are the days when interviews focused only on knowledge and skills of the candidate. Very little was done to address key issues with respect to the Behaviors, Attitudes and Thinking Styles of candidates.

We need right people in the right job. Measuring knowledge, skills and aptitudes are just not enough. We should learn to measure the BAT – Behaviors, Attitudes & Thinking Styles.Yes, thanks to recent advances in the field of Personnel Psychology, Attitudinal interviews are the holistic solution. It is important for us to learn to unmask people right at the very beginning resulting in enormous savings for the organization in terms of both time and money. More than just the savings, BAT interviews help us get positive performance in the minimum possible time frame, resulting in quicker and higher productivity from candidates.BAT interviews are very different from the rest. "One size fits all" approach is discarded and replaced with a customized methodology designed to suit each and every single candidate. Making full use of psychological measurements with a battery of assessments, each candidate's individual profile is drawn with respect to core competency, job description, performance outcomes, heredity and environmental influences, upbringing, mental processes and the like.Questions are specifically designed to probe suitability based on the gap analysis between the candidate's behavior & attitude profile and the job description.It's amazing but true that you now have a true measure of each candidate's suitability mapping in front of you. Now for the first time you can actually chose best for the job instead of the best of the lot. The BAT helps you focus on the Competency SWOT of each candidate and enables you to customize your questions to suit each candidate. Hence it is next impossible for anyone to predict your questions in advance. For a change you learn to change to gain an internal view of each candidate and make a professional difference to your organization based on scientific KASH Analysis. (KASH – Knowledge, Attitudes, Skills & Habits).

Keep learning & moving..

Attitude & Recruitment

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It was mid of January when my company people wanted me to recruit a number of 6 people to start a batch for the call center. I being in Recruitment and Hr for the last 3 years was not much
excited to recruit as this was like a day to day activity for me. I started tracking candidates for the same. Got One campus interview to a local Hardware training institute (My company is into hardware business and require Tech support executive for the call center) . It was Jetking info train where i did the campus interview. I got only one guy from there as i looked for very polished and good communication skills candidates. I got the rest from one of the job portal familiar in India. The thing i noticed this time is that comparatively my selection rate is decreasing and this has become a trend in me. I remember the last batch i had recruited it was of 7 people and i had to look out for more then 35 people to get the required number. Again to get 35 people short listed for the interview i would have had telephonic contestation with more then 60 eligible candidates available through different sources and the last to last batch the hunt was much larger. I have noticed that the hit rate or selection rate has gone down as i have become more experienced in recruitment. There could be different reasons for that but what i find is that the issue is that i have become choosy in recruitment and i have recruited better people for the same positions. So its looking for an improvement in me for me as far as my Recruiting skills are concerned. So its very useful but the thing is that i have specialized in recruitment. In turn if i see this from other direction with introspection I feel that i have got a great reason for the same. Now I am getting the basic things like educational qualification and other prerequisite things in a candidate but i am not getting the right kind of attitude within the candidate. This is a very useful ingredient for any position or a candidate to justify the right fit. In a time span of 3.5years i have done extensive recruitment where in i have hired approximately 400 people and would have spoken to thousands of people for telephonic round of interview. In this period i have taken more than 10000 interviews where the maximum positions i have hired for, were entry level and junior level positions. But my experience says that My point is shifting to qualitative things in a candidate rather then general features like educational qualification, past experience etc. And that is why its being very difficult for me to get the right kind of attitude in place for a job position. But the moment i get the same, i go beyond boundaries to get the guy on the required desk. But i have taken this into count that i am not crossing my limits nor the cost effectiveness and the prerequisite things. Will there be any issue in my recruitment or the change in mindset will be beneficial for me, i need to wait & watch….