Hiring Without FiringSubmitted by: Group 2

Ankit Jaiswal

Abhilash Sanap

Anupma Naskar

Anjalee Saxena

Nikita Lande

Saurabh Gondane

Shivabalan D.

Summary: A brief overview

Until the 1990s, jobs were uniform and environment was unchanging making hiring process less complex

With the advent of new organizational forms and dynamism, finding the right person to fill a job has become difficult

Systematic approach and sound understanding of job requirements is necessary to improve chances of hiring the right person

Success depends on competencies that are intangible and rarely found on a person’s resume such as flexibility and cross cultural sensitivity

Hitting the hiring bull’s-eye

Hiring process has become more complex

Organizational forms are continually being invented and reinvented

Job responsibility changes overnight

In order to reduce hiring error, systematic approach should be followed to avoid ten hiring traps that company fall into during hiring process

Ten Hiring traps

Reactive Approach

Unrealistic Specification

Evaluating people in absolute terms

Accepting people at face value

Believing references

The “just like me” bias

Delegation gaffes

Unstructured interviews

Ignoring emotional intelligence

Political pressure

Systematic Hiring Process

It is essential to follow systematic process to avoid hiring traps

Systematic process

Investing in the problem

definition

Doing the homework

Investing in the problem definition

Describes the work a company should do before it even starts looking for candidates.

Positional requirements should be defined such that they must be driven by the company’s strategy

New business ventures would require executives who take high level of initiatives and are innovative and possess the ability to assemble and lead a winning team

Comprehensive understanding of the job along with list of competencies is necessary for an employee to do the work sincerely

Identify the position’s “critical incidents” or commonly occurring situations that the new executive will confront and must be able to master

Job requirements from a lateral point of view is essential to bring to surface the competencies, and even the personal traits, valued most by co-workers

Job description should start with the level of education and experience. But the heart of job description is the list of key responsibilities

Behavioural dimension for defining job specifications

Acknowledgement of personal and inter-personal factors required for success

Achieving consensus is an investment that pays long term dividends

Doing the homework

Working on practices that enable an insightful approach to evaluation, thereby ensuring reliability and successful execution of the process.

High leverage sourcing: Constantly look for people who know strong candidates and most of the time one can get right fit for the job through such people

Boundary-less mind set:. A balanced approach is required, wherein we consider both external and internal prospects of the organization

Structured interviews without external influences should be conducted for evaluation including critical questions focusing on behaviour.

Reference checking: It helps to probe on accurate information about the candidate

Conviction: Conviction serves as the best tool for persuasion of candidates

Insure the risk: through contractual conditions. Clarity always facilitates smooth integration.

Hiring Framework

Identify company’s strategy

List down competencies required for the job

Generate a pool of worthy candidates

Conduct structured interviews

Recruitment based on motives and primary fears of the

candidates

Critical Review

“Reactive approach” may at times prove beneficial – like when the predecessor has been a good performer

The hiring of one person to the capabilities of an entire team may not work well when other members with complementary skills leave the company

Trying very hard to bag one candidate also makes the firm liable to accepting steep terms he/she may set, which may hurt the firm in the future

Conduct scenario-based interviews where interviewees are put into the job role they have applied for, for a limited period of time