It’s tough to get a job in today’s competitive job market which requires candidates to remain abreast with the cutting edge skill sets in their domain of expertise. Those who are regularly honing their skill sets stay relevant in the job market and are always up for grabs by prospective employers. In this race to survive and succeed some people fail to upgrade their skills and hence their chances of finding a suitable job greatly diminish over a period of time. May be these sort of candidates had performed excellently in their earlier job profiles sometimes back. They might have adorned high corporate positions obtained fat pay packages, lot of skills to show on their CVs and showed stability in their earlier job profiles
But still it’s not an imperative criterion that the person might perform excellently in the current job profile and recruiters should not get weaned just on an attractive CV and form an opinion.
Here are the 5 factors which can help an organization to actually judge candidates’ competence based on hard facts:
The Company Factor – Always look for person’s accomplishment in recent companies, maximum last 3 companies. The Candidate might have worked in 7+ companies but his /her accomplishments in last 3 companies only matter. It might be that he / she had performed as a stellar in his / her 4th or 6th earlier companies but those were a long time back and technology, skill sets and his personal attitude has also changed over the passage of time.
The Time Factor – A Recruiter should check the person’s credentials in a span of last 4 years. If he / she has changed too many jobs in last 4 years, then chances are that there might be a problem with the Candidate. The Candidate might face problems in one or two companies but it’s very rare that he / she has faced insurmountable obstacles in all his / her companies in that duration
The Stability Factor – If a person is too much stable in a present job that he / she has not changed his job in the last 8-10 years then some potential issues might crop up when he / she is hired in his / her new position. Chances are that the Candidate might have lost his / her agility, competitiveness and appetite to sharpen his / her skills due to his / her prolonged stay in a single organization. Off course this factor is not relevant if the candidate is working in a very reputed Company like Microsoft or Tata or Infosys, but if he / she is working in a company with moderate reputation then this factor of too much stability should be worth of considerable analysis.
The Personality Factor – The personality of a Candidate can well gauged by involving him / her in a one to one detailed discussion along with some level of documentation prepared by the Candidate such as a business plan or a technical datasheet or white paper prepared by him / her. By interacting with a prospective candidate in detail for a maximum 20 -30 minutes it can be very well determined how articulate the Candidate is. The contents in his / her documentation will very aptly show if the Candidate is detail oriented, analytical and rational. By syncing the contents of documentation and his / her interaction a Recruiter can very well come to a logical conclusion on the suitability of a Candidate.
The Private Life Factor – One very important aspect of a successful Recruitment is to know how a Candidate is in his / her personal life. Since Recruiters are dealing with humans and not robots, it’s imperative to know what a Candidate does in his / her personal life and how he / she behaves socially. It’s best to engage him / her to deep delve in to his / her personal life, uncovering any potential family issues, knowing about his / her social views without compromising privacy. Some more ways a candidate’s attitude and personal life can be known better by undertaking CIBIL and tax return checks, police and judicial verification, deeply analysing his / her social media profiles if publicly available, reference checks with his / her colleagues and higher ups. By analysing this cache of data the Recruiters can very well come to a conclusion on the success factor of a potential Recruit.
More the Candidate to be recruited is high profile, higher should be the level of checks and verifications to weed out any unwanted surprises after a Candidate is on boarded and substantial time and money is spent on the full exercise.
The five factors discussed above can definitely help an organization in mitigating risks associated with medium to high value hires. Off course this is not a holy grail in determining the competence of a prospective hire. Organizations can also mix their own Recruitment Modalities and processes along with these 5 factors in performing optimized Recruitment.
We will discuss more ways and means on how to on-board achievers & winners in our upcoming editions. Till then Happy Recruiting.