HR should know how to hire an employee

Companies need to fill up the vacancies and create more job opportunities with time to meet the growth.  The interesting aspect is that how to identify a right candidate and recruit them.  The issue is not on how to reach a candidate but how to process the need and make a right choice.  More often than not, candidates are called for an interview and their caliber is judged in an hour.  Is it right way? or should corporate needs to re-look and review the entire approach?

Most corporate despite knowing their strength and market size, proud to recruit candidates from much bigger organizations thinking that such employees will add great value.  Such corporate should not attempt to engage an elephant to pull a cart.  Elephant can indeed do more work than a bull but the job nature and the job brief does not fit for the elephant.   After some time, the corporate will realize that the employee recruited is not contributing and hence should be shown the door.

The wrong expectations and judgment of the corporate only had gone wrong and not the selected candidate.  For a skill based work, a thinker or a creator would be a wrong choice.  Every job brief should have a clear growth map as to what extent the function can possibly grow and contribute to the organization in future.  If the growth potential is limited, however talented the employee may be, the opportunity is going to be very limited for the selected candidate. 

Before hiring an employee, the HR and the organization must question the fact that whether the candidate is hired for his/her leadership & vision or for his/her administrative capabilities & contribution to the ongoing work. 

The most common mistake the corporate likely to make is that they get flabbergasted with the inner vision, passion and aspirations of the candidates appearing the interview and think that he is the right person for the job.  When the ‘present’ is in great need, the future is always a mirage.  When an employee is hired based on his future contributions, demanding performance from such candidate in the current activities will certainly create a mismatch.  This should be understood by both the organizations as well as the candidates looking for a career.    

The assessment of the candidates during interview should be done through the ‘compound eyes’ by using ‘mosaic vision’.   This is applicable to the candidate as well in selecting the organization to work with. They should not jump to a job without knowing the brief, as it may jeopardize their career or may delay or deny the growth prospects. 

Creative employees should prefer very small to medium sized organization as it may give them wonderful opportunity where as the people who are executors and process savvy, MNC’s will be the best choice.  Highly aspiring and ambitious people should choose MNC’s as they would get lots of learning that may help them in becoming an entrepreneurs if they wish so, in future.   If such persons prefer to work in a single man owned corporate, they may end up learning wrong lessons of sycophancy as the cardinal principle of business.