Recruitment & Retention- Get the Right guy on board

The tight labour market prevailing in the economy today compels companies to optimise attempts to retain their best employees. Efficient and structured interviewing is essential to keep turnover rates low. Unstructured interview techniques result in high attrition.

Take a closer look at any interview process. Sometimes, time constraints prompt the interviewer to cut short the interview process. It pays to know a few techniques that would maximise the effectiveness of interviews.

At the beginning of the interview, the interviewer needs to be relaxed. Prior to a face-to-face interview, e-mails and telephone interviews helps the employer find a good cultural fit.

A detailed report should be made based on the telephone interview and the face- to- face interview that follows. At this stage, the interviewer cracks down on skills and potential weaknesses of the candidate.

The next step is to conduct an on the spot skill test. Besides checking for basic skills and performance under pressure, the tests measure the ability to respond quickly to new instructions.

It is also very important to base your decision on the candidate’s past records. An interesting technique to pick the right candidate is to analyse the candidate’s handwriting. Many character traits are revealed by the way a person writes. It will be a help to the HR manager to be able to isolate the character traits suitable for the job he is recruiting for so that he can ensure exact fitment.

An interview should always be conducted in a place where there are no distractions from other employees. It is a difficult task to make a decision about the candidate, when people interrupt the interview. The interviewer needs to focus entirely on the applicant and his responses.

The success of interviews is dependent on the way HR managers process or conduct the interview to get the right candidate on board.

Ref: TheManageMentor

Recruitment & Retention- Get the Right guy on board

The tight labour market prevailing in the economy today compels companies to optimise attempts to retain their best employees. Efficient and structured interviewing is essential to keep turnover rates low. Unstructured interview techniques result in high attrition.

Take a closer look at any interview process. Sometimes, time constraints prompt the interviewer to cut short the interview process. It pays to know a few techniques that would maximise the effectiveness of interviews.

At the beginning of the interview, the interviewer needs to be relaxed. Prior to a face-to-face interview, e-mails and telephone interviews helps the employer find a good cultural fit.

A detailed report should be made based on the telephone interview and the face- to- face interview that follows. At this stage, the interviewer cracks down on skills and potential weaknesses of the candidate.

The next step is to conduct an on the spot skill test. Besides checking for basic skills and performance under pressure, the tests measure the ability to respond quickly to new instructions.

It is also very important to base your decision on the candidate’s past records. An interesting technique to pick the right candidate is to analyse the candidate’s handwriting. Many character traits are revealed by the way a person writes. It will be a help to the HR manager to be able to isolate the character traits suitable for the job he is recruiting for so that he can ensure exact fitment.

An interview should always be conducted in a place where there are no distractions from other employees. It is a difficult task to make a decision about the candidate, when people interrupt the interview. The interviewer needs to focus entirely on the applicant and his responses.

The success of interviews is dependent on the way HR managers process or conduct the interview to get the right candidate on board.

Get the Right guy on board

The tight labour market prevailing in the economy today compels companies to optimise attempts to retain their best employees. Efficient and structured interviewing is essential to keep turnover rates low. Unstructured interview techniques result in high attrition.

Take a closer look at any interview process. Sometimes, time constraints prompt the interviewer to cut short the interview process. It pays to know a few techniques that would maximise the effectiveness of interviews.

At the beginning of the interview, the interviewer needs to be relaxed. Prior to a face-to-face interview, e-mails and telephone interviews helps the employer find a good cultural fit.

A detailed report should be made based on the telephone interview and the face- to- face interview that follows. At this stage, the interviewer cracks down on skills and potential weaknesses of the candidate.

The next step is to conduct an on the spot skill test. Besides checking for basic skills and performance under pressure, the tests measure the ability to respond quickly to new instructions.

It is also very important to base your decision on the candidate’s past records. An interesting technique to pick the right candidate is to analyse the candidate’s handwriting. Many character traits are revealed by the way a person writes. It will be a help to the HR manager to be able to isolate the character traits suitable for the job he is recruiting for so that he can ensure exact fitment.

An interview should always be conducted in a place where there are no distractions from other employees. It is a difficult task to make a decision about the candidate, when people interrupt the interview. The interviewer needs to focus entirely on the applicant and his responses.

The success of interviews is dependent on the way HR managers process or conduct the interview to get the right candidate on board.

Ref: TheManageMentor

Talent Development

With the increasing strategic importance of attracting talents and transforming those talents into leaders, companies need to equip themselves with an appropriate wealth of knowledge and skills at an international level. As we march forward in the changing world economies those responsible with the task of workforce readiness face a daunting task. The whole portfolio of how to attract and retain employees is now called by a body of knowledge as “Talent Management”

The new age economy, with its paradigm shifts in relation to the human capital, in terms of its acquisition, utilization, development and retention, has placed a heavy demand on today's HR profession. Today HR professionals are expected to comprehend, conceptualize, innovate, implement and sustain relevant strategies and contribute effectively towards giving the company its winning edge. Faced with a tough proposition in attracting and retaining talent, HR heads of companies have started applying what is better known as 'employer branding' strategies.

Talent Management implies recognizing person's inherent skills, traits, personality and offering him a matching job. While there are no magic formulae to manage talent, the trick is to locate it and encourage. Talent management is beneficial to both the organization and the employees.

Essentials of Talent Management
Talent management is the activity of identifying, realizing, and guiding untapped potential in people.
It means nurturing and developing those people identified of having ability and potential and it should form part of any organizations recruitment and retention strategy.
It involves individual and organizations’ development in response to a changing and complex operating environment. It includes the creation and maintenance of supportive people oriented organizational culture.

Talent management brings together a number of important human resources and management initiatives. Organizations that, formally decide to manage their talent undertake a strategic analysis of their current HR process. Talent management approach is adopted and focused on coordinating and integrating the following.

Recruitment- ensuring right people ore attracted to the organization.
Retention- developing and implementing practices that reward and support employees.
Employee development- ensuring continuous formal and informal learning and development.

Aligning Human Resources and Business

Attracting the best and brightest employees, developing them and retaining them is a challenge for any organization. The role of the Human Resources function has changed dramatically over the past few decades and will become increasingly more strategic in nature in the future. With the changing landscape of Human Resources management in the years to come, strategic planning will be the key for HR to meet those needs and to succeed.

It seems that finally CEO’s are willing to give HR Managers a significant role in strategic decisions. To gain a stake as “Strategic Partners”, HR professionals should focus on two major issues- Return & Growth. Hr professionals can create economic value from these sources:

Employee turnover and retention
Revenue Vs Employee Costs
Expenditure on the HR function and related activities

These three factors relate to three important HR goals:

Attracting, developing and retaining staff
Aligning, engaging, measuring and rewarding performance
Controlling or reducing HR costs

HR related measures for growth needs to be handled with care and should be tailored to the organizations' goals. HR measures should be devised keeping in mind increase in performance & profitability. Following can be attributed as growth related HR measures:

Leadership Development
Increased employee engagement
Diversity in work force
Work-Life balance