How to Hire Good People

Remember, People are the only Assets that don’t ‘Depreciate’

Organizations are known for their 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 an organization. If an organization has capable human resources, it can add value to organizational growth by wading various performance gaps comfortably.

HR managers, apart from conventional point marking, should also consider the following points:

Out-of-Box Selection Options:

For hiring exceptional people, an 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. The online job posting, job spread through social networking, and making your own job page a corporate website can be a few options modern HR managers must explore. Retrieval of job applications online gives great liberty to selection authorities for analysis, shortlisting, and recruitment very convenient. It also helps companies in maintaining a 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 with their own requirements and in these efforts, they forget to explore hidden talent and expertise of candidates that may cause a loss of good selection in the company. Modern human resource managers 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 the 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 the 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 the responsibility and pride to work in a good organization.

Get out of Personal Bias:

The hiring manager should not restrict him/herself to personal biases based on their judgment, past experience, knowledge, and available information. One must remember the principle of ‘exception’. If one of your past experiences was not good with a person of a similar profile, it does not mean all next experiences would be a mess also. While hiring, the HR manager should behave impartially for two reasons, this is his job to select candidates without any biases, and second, this is the only way one can select the right and beneficial employees for the 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 a long-term basis.

Hire Work Lovers, not Workaholics:

The rule of thumb for the selection of the right employees is to hire those who love to work on specific jobs instead of those who are traditional workaholics. Workaholics shall get tired under stress and workload, but work lovers will keep doing a good job as they are not ‘forcing’ themselves to do a good job and employment compulsion. Passion for work is more important than the power to work.

Author: Shafqat Jilani
Shafqat Jilani is a corporate trainer, management consultant, life coach, motivational speaker, a behavioural psychologist and e-strategist with more than twenty fives years of professional working. He is working in IKTAR as country director for Pakistan.

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