Mr Prabhakar Azad – Chief People and Process Officer (CPPO), Ashwin Sheth Group
As veteran business leader and former CEO of AlliedSignal (later Honeywell), Lawrence Bossidy, once famously said, “Nothing we do is more important than hiring people. At the end of the day, you bet on people, not strategies.” – highlighting the critical role that talent acquisition plays in the success of any enterprise.
Finding the ideal candidate can be a challenging prospect in a highly competitive marketplace for talent, which makes putting in place the right processes pivotal for success. Embracing the following best practices will empower organizations to build a winning hiring strategy.
Determine the Ideal Candidate
The talent search begins with a precise understanding of what the organization is looking for in terms of the ideal candidate. An effective recruitment team needs to keep in mind the expectations of the hiring managers, and other key stakeholders, in terms of critical parameters such as qualifications, experience, competencies, and alignment with team/company culture. This ideal candidate profile should be the prism through which subsequent processes are approached.
Draft a Precise and Compelling Job Description
A job description or ‘JD’ serves as the first point of contact between the organization and a prospective candidate, making it a crucial bedrock of the hiring process. A well-written JD is both compelling enough to attract candidates to the organization and the role, and precise in outlining the key responsibilities and duties of the role, academic and professional qualifications required, compensation and other benefits etc. The JD should set the right expectations for the prospective candidate, without any scope for ambiguity that could lead to a mismatch later in the process.
Optimize the Interview Experience
No hiring process is complete without one or more interviews. It is best, however, to restrict the maximum number of interviews to three. This respects the time and convenience of candidates, as well as internal stakeholders. It also compels hiring managers to ensure that the interviews they do take are as focused as possible. Interviewers should ideally dispense with generic questions, and prioritize in-depth conversations tailored to the candidate’s background and the nature of the specific role.
Include a Practical Test
Testing the competencies of a candidate should be an essential part of the hiring process. While a candidate might come across favourably in an interview, and their resume checks all the right boxes, their performance in actual tasks might not match expectations. This is why it is crucial to assess their capabilities in a ‘real-world’ scenario, through a practical test, which may take the form of an assignment or simulation/role-play exercise.
Streamline and Expedite the Process
Streamlining the application process is essential for organizations to attract the best talent and ensure that potential candidates do not abandon the process midway. If applications are being sought through an online portal, recruiters need to ensure that the interface is user-friendly and involves minimal friction. Moreover, it is essential to expedite the hiring process wherever possible – for instance, by leveraging digital solutions to rapidly screen and shortlist resumes or ensuring that interviewers provide timely post-interview feedback – to avoid candidate frustration (or drop-offs due to their acceptance of other offers) owing to a prolonged hiring process.
Leverage Your Existing Employees
Employee referrals are widely considered among the best sources for high-quality candidates. Existing employees have a keen understanding of the organization, which makes them ideally placed to identify individuals in their circles who would be the right fit. Thus, talent acquisition teams must create an effective employee referral program, with attractive incentives in the form of referral bonuses, gift cards or prizes.
Build a Robust Employer Brand
Last, but not least, it’s crucial for organizations to understand that an effective hiring strategy is not restricted to a particular process, but rather, is underpinned by a robust employer brand. A strong social media presence – with regular updates showcasing the company culture and values, team-building activities, notable achievements etc. – serves as a powerful tool for drawing the attention and interest of prospective candidates. Testimonials for current employees, featured across the company’s digital touchpoints and recruitment materials, will further bolster the organization’s credibility as a desirable and reputable employer.
As with any other business function, hiring requires an organization’s leadership to operate with clearly defined goals and evolve and optimize processes in alignment with them. Bringing on board the right talent at the right time provides businesses with a significant competitive edge in a dynamic market landscape and shapes the character and legacy of an organization for years to come.
