1. IN DEPTH INTERVIEW – REMEMBER IT’S A TWO-WAY PROCESS:

 

INTERVIEWING is a 02-way process, where organization deals with more details to verify subjective & objective screening and the candidate also become aware about future opportunities along with negative/limiting side of an organization. It means, future employee has an equal right to transparent information sharing by interviewer.

 

This stage is very crucial for SCREENING IN right candidates for organizational growth and that is why an interviewing authority should sound mature, knowledgeable and empowering to the candidate.

 

Before hiring any employee, one needs to know first that WHY EMPLOYEES QUIT? Once he is aware about those reasons, he might persuade right candidate to accept offers as well as subtly know that “why does he want to leave previous company?”

 

 

  1. 10 REASONS WHY EMPLOYEES LEAVE AN ORGANIZATION & WHAT SHOULD BE AN IDEAL HRD PRACTICE AGAINST?

 

Regular survey from reputed institutions like Inc., Forbes & Gallup talks about following 10 reasons for employees leaving their companies. They are eye opening for any organization to integrate in HR as well as various departmental practices.

 

And surprisingly, quitting the job for salary or monitory issues are not in top 05 reasons.

 

  • Bad Relations with immediate boss:

 

Tips:

  • Daily 02 short meetings – Planning in morning & Review in evening
  • Provide direction & feedback assertively (firmly but politely)
  • Ask engaging questions

 

  • Boring & unchallenged work:

 

Tips:

  • Find their Passion – what they love to do
  • Engage with small daily targets
  • Celebrate their small wins
  • No Friendship or Good Relationship with colleagues:

 

Tips:

  • Create an environment of healthy relationships
  • Start employee reference program – “Refer a friend”
  • Create strategic Accountability partnership for work completion

 

  • No learning & future growth opportunities:

 

Tips:

  • Allow to use current skills & abilities
  • Provide opportunities for learning new skills
  • Show them 05-year growth plan & their required commitments

 

  • No alignment of their work & company goals:

 

Tips:

  • Define everyone’s KRAs percolated from company’s strategic goals
  • Design right KPIs to achieve KRAs
  • Celebrate their success & integrate learning from failure

 

  • No empowering culture:

 

Tips:

  • Be little flexible for time, hours, leaves but command results
  • Design leave structures – maternity, paternity, menstrual, spiritual retreat
  • Outsource counsellors, therapists, coaches for their personal & professional challenges

 

  • Not PAID enough:

 

Tips:

  • Give 10 to 20 % more than industry best packages
  • Provide legitimate perks & incentives
  • Show them their total packages transparently (CTC) for basic work & announce % profit sharing, stock options or other ownership packages for augmented work

 

 

 

 

 

  • Financial instability/insecurity of organization:

 

Tips:

  • Communicate transparently in bad times
  • Share your revival game plan for their TRUST
  • Promise what you can do & Do what you have promised

 

  • Non caring work culture:

 

Tips:

  • Celebrate their birthdays
  • Create “Heroes of the month” program & reward every month
  • Involve their family members on planned events & festivals

 

  • Non recognition by higher management:

 

Tips:

  • Create a calendar where TOP BOSSES meet at least all people till middle level – once a month/ quarter/twice yearly min. for performance recognition (then middle level does same for downline)
  • Adopt a culture of Genuine Appreciation for a smallest gestures & tasks
  • Conduct “Exit interviews” & “Good bye lunches” till middle level people (then middle level does same for downline)

 

 

 

  1. WATCH FOR FOLLOWING POSITIVE & NEGATIVE SIGNS DURING RECRUITMENT AS WELL AS A PART OF CULTURE:

 

 

All human beings are bundle of thoughts, emotions, habits, memories & experiences, which are displayed in their behaviours and words subconsciously. People are not aware about them and communicate almost on auto pilot.

 

All these elements have positive as well as negative qualities. In any dimension of life and business, if people want to be successful and happy, they need to LIVE FROM POSITIVE HUMAN QUALITIES & VALUES.

 

HRD is not a department, it is an ATTITUDE & FUNCTION for every departmental HOD including HR head & BUSINESS OWNER. As a matter of policy, an organization must recruit productive talent by recognizing 06 qualities as mentioned below.

POSITIVE SIGNS TO WATCH DURING INTERVIEW:

 

  1. Identify POSITIVE SELF-IMAGE through their possibility & certainty outlook against all odds

 

  1. Identify INFLUENCING MOTIVATION which can influence everyone around

 

  1. Identify EGO-EMPATHY BALANCE through their consideration & courage in behaviour

 

  1. Identify SERVING ATTITUDE through their team spirit values

 

  1. Identify SELF DISCIPLINE through their consistency & sincerity in previous success

 

  1. Identify RESILIENCE through their learning & bouncing back abilities in previous failures

 

 

 

NEGATIVE SIGNS TO WATCH DURING INTERVIEW:

 

  1. Strongly motivated “To please you” & “To be liked by you”

 

  1. Lack of clear motives

 

  1. Ego drive (To insist to approve them)

 

  1. Either too shy or too bold

 

  1. Not asking for an opportunity

 

  1. No SUCCESSES & NO FAILURES in any job

 

 

Make these non-negotiable not only during recruitment, but throughout the organization as thriving VALUES for each person irrespective of their position and experience and use for PERFORMANCE APPRAISAL.

 

 

  1. 10 ERRORS OF INTERVIEWING:

Continuous RESEARCH & SELF REFLECTION of HR people shows that they unknowingly make following mistakes while interviewing potential candidates for their organizations.

  • NOT ASKING TOUGH QUESTIONS:
  • Ask what you found in reference check
  • If you have any discrepancy between resume & personal interview
  • When your clear goal is KRAs achievement

 

  • OVERSELLING ABOUT COMPANY:
  • Don’t show unrealistic picture of company
  • Don’t show unrealistic career growth unless charted by management
  • Share company’s strengths & weaknesses in right perspectives

 

  • ASKING FOR INFORMATION WHICH YOU ALREADY HAVE:
  • Be AWARE by not just unconsciously following old methodology like, “Tell me something about you.”
  • Be PROFESSIONAL & spare time for RESUME CHECK, TELEPHONE SCREEN & REFERENCE CHECK
  • Focus on CONFIRM or REJECT provided information & OBTAIN new information

 

  • INTERRUPTING OWNSELF WITH CALLS & PEOPLE:
  • Put your phone on silent
  • DO not allow your people to disturb you for petty issues
  • Believe that, “culture you need is the culture you breed”

 

  • TALKING TOO MUCH:
  • Speak 25 % of what candidate speaks
  • Ask only structured questions – use spontaneity for any discrepancy
  • At the same time, share everything what you need to share

 

  • USING INTERVIEW AS THERAPY:
  • Do not discuss what problems you solved in organization
  • Do not start or entertain emotional talks
  • Do not do counselling, as many candidates seek so

 

  • NOT GIVING ENOUGH DETAILS OF JOB REQUIREMENTS BOLDLY:
  • Exercise your 1st priority no matter what- Spelling out JOB REQUIREMENTS in details
  • Exercise your 2nd priority – Show them other criteria for evaluating success & failure
  • Exercise your 3rd priority – Show them performance management matrix

 

  • GOSSIP or TIME-WASTING TALKS:
  • Don’t ask other than necessary information
  • Don’t try to find common interests or hobbies
  • Don’t ask too much about family & friends

 

  • CREATING PRESSURE ON APPLICANT:
  • Don’t use reference check as PRESSURE WEAPON
  • Listen candidate and use own intuition for his truth
  • Keep an interview process as the BEST TOOL TO HIRE POTENTIAL PEOPLE based on relaxed discussions

 

  • RUSHING/CUTTING SHORT DUE TO OTHER PRIORITIES:
  • Follow your flow of discussions – no interview can take same amount of time
  • Focus on right discussions
  • Do not keep any other priorities on that day

 

 

What is that 01 PHENOMENON when you embark on this HR EVOLUTION?

 

“You will ALWAYS HAVE A RIGHT TALENT FOR A RIGHT JOB.”

 

What is that 01 PROMISE when you complete this HR EVOLUTION?

 

“You will reach ALL YOUR OBJECTIVE KEY RESULTS (OKRs).”

 

 

Keep learning…. Keep leading….

 

Nirav Sheth (Shoonyaham)

Nirav Sheth

 

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