Remember, People are the only Assets that don’t ‘Depreciate’
Organizations are known for the business productivity, and this productivity is directly related to the company resources engaged in business activities. Assets involved are many like land, building, machinery, cash, investments etc. Almost all assets have a certain level of depreciation over the years, whereas human resources or human capital is the only company resource that keeps growing over the years. Human resource is the key factor that controls, operates and enhance other assets of organization. If an organization has capable human resource, it can add value to organizational growth by wading various performance gaps comfortably.
HR managers, apart from conventional point marking, should also consider following points:
Out of Box Selection Options:
For hiring exceptional people, exceptional hiring strategy is needed. Recruitment managers should not trap in conventional hiring thoughts and techniques. Thinking and shortlisting your hiring options in a broad manner would help recruiters to select more than ideal employees. Employees search and executive hunt should not be restricted to paper ads only. Online job posting, job spread through social networking, and making your own job page at corporate website can be few options modern HR managers must explore. Retrieval of job applications online give a great liberty to selection authorities for analysis, short listing and recruitment very convenient. It also helps companies in maintaining data bank of prospective job seekers in a convenient manner. Options of exploring candidates’ credentials, verifications, initial interviews and repeat contacts at your convenience can also be possible.
Compare What You Want and What They Have:
Many hiring managers remain very strict to their own requirements and in this efforts they forget to explore hidden talent and expertise of candidates that may cause a loss of good selection in company. Modern human resource manager look deep into the personalities of candidates and try to find what else can be useful for their company. What ‘they’ have is very important and hiring manager should link ‘available’ capabilities with existing working ‘opportunities’ for maximum human resource performance.
Experience Should Not Mask the Whole Potential:
If a candidate lacks experience in your desired area of job but has some extra expertise and ambition to survive in a competitive environment, you should consider him/her for giving a fair chance to prove hidden potential and contribute to organizational success. Remember these are not only YEARS that teach, many people have extra learning capabilities and can run on your track in a very short time with minor coaching and little guidance. In many cases even fresh candidates have proved more successful than their experienced predecessors when given responsibility and pride to work in a good organization.
Get out of Personal Bias:
Hiring manager should not restrict him/herself to personal biases based on his judgement, past experience, knowledge and available information. One must remember the principle of ‘exception’. If one of your past experience was not good with a person of similar profile, it does not mean all next experiences would be a mess also. While hiring, HR manager should behave impartial for two reasons, one this is his job to select candidates without any biases, second, this is the only way one can select right and beneficial employees for organization. Once you hire the person who is for the job, not for you; you have done your job and such selection would be easy to train and profitable to maintain on long term basis.
Hire Work Lovers not Workaholics:
Rule of thumb for selection of right employees is to hire those who love to work on specific job instead of those who are traditional workaholics. Workaholics shall get tired under stress and workload, but work lovers will keep doing good job as they are not ‘forcing’ themselves to do a good job a employment compulsion. Passion to work is more important than power to work.