Posted in Human Resources Articles, Total Reads: 1964
, Published on 09 September 2013
Being more than 9 years in IT Industry by working in 5 different firms, I have been to more than 25 recruitment sessions. Also, I got opportunities for taking more than 20 interviews as a recruitment team member. This gets added by 15 more such sessions, when I was pursuing my IT professional course and appearing in campus interviews. These sessions were targeted for different category of candidates for different professional roles with different IT technologies etc. So, I can say I possess good, variety of recruitment experience!
(This self praising paragraph was for making the reader convinced & impressed to read me ahead :) )
My Bad Experiences & their analysis –
Let me start with my bitter experiences and their analysis. Some of the valuable ones are as below –
Recruiters being ring master of the interview sessions, I have tried to analyze them & some my classifications for them are –
Less aware recruiter –
Many a times, recruiter does not have good knowledge of the role for which the recruitment is being made. Recruiter conducts interviews with limited awareness of the responsibilities to be fulfilled by the joiner. This restricts the recruiter to judge and evaluate the relevant competency & skills. Role mapping criteria gets nullified due to recruiter’s knowledge deficiencies.
I’ve come across an instance where a candidate was evaluated for business analysts and landed to a role of software developer.
This type of lacking in the suitability makes the organization and the candidate both in loss-loss situation or takes much time & effort of both to become compatible for each other.
Less competent recruiter -
It has been seen that the recruitment team member himself is not good in the subjects and matters for which he judges the candidates. Selection of average sort of recruitment team makes selection of suitable candidate a gambling session. In technical domain like IT with vast range of technical domains, this is easy to happen.
Recruitment is a two way process where candidate also makes assumptions and approximations from recruiters questions. A weak recruiter can make bad professional impact to the outside world & thus can hurt company’s reputation.
Irrelevant Recruiter –
It also happens that the recruiter person is an expert in a particular domain and is being given responsibility of taking interview in some other related but not exactly same domain.
Irrelevance generates gap in spite of expertise in the efficiency of the judgments. I came to a scene where a database expert was taking interview for java developer.
Imbalanced recruiter –
Limitations of personal traits, emotional balance and behavioral instability also get applied to an expert technical person.
Responsibility of judging a person itself many times make a person excited, unstable, over confident and little arrogant.
These unacceptable behavioral characteristics appear as hindrances in making right choice.
I noticed few times correct candidate being rejected just because of arrogance of a recruiter and no strong reason.
Enjoying Recruiter –
Some special kind of people, when given serious job of recruiting or evaluating a person gets excited and enjoys it much. Power does not get digested by them & it makes them unstable under enjoyment umbrella.
Many a times this excitement and enjoyment state make the interview sessions less serious business and fully recruiter run play.
Organizational deficiencies –
Shortcomings at organizational level add up to the recruitment flaw. Some of the formal deficiencies are
Lack of organizational guidelines and procedures –
No specific guidelines and procedures for interview sessions mean lacking of organizational objectives in selecting candidates. An unorganized & unplanned session is time taking, inefficient one & not inline of company’s long term objectives.
Only one criteria “Technological competency” –
Though technological and domain expertise are keys for selection in IT field but other personal aspects like behavioral traits, personality, perception etc. should also be considered for making right choice.
95 % of the time, no consideration is made for judging the personal traits. IT industries where team work is key for success suffer because of the poor personal qualities. I dare to say that the personal traits supersede technical competencies in long run.
Passive HR dept. –
HR role in IT recruitment have become limited for inviting and collecting resume, facilitating the process, document exchange & introducing the person to the team i.e. on boarding.
HR’s role in judging non technical aspects of the candidate is very rarely seen. Often, HR is in hurry to onboard the candidate to get relief from his load of filling up of the required position.
HR dept role in recruitment is essential and serve to the goal of talent reacquisition.
Means of conducting interviews –
Some of the ways like Job Fair, Walk in sessions are not always helpful in selecting right candidate for right role.
Time limitations, huge list of candidates, target of selecting given number of candidates etc. make these processes faulty one. Recruitment is a time taking, judging activity which should be made in comfortable environments with patience.
Some of the suggestions to make the recruitment process efficient and fault free are –
Process & Procedure Improvements –
1. Design and follow the procedure –
Lay down the defined procedure officially. This may depend upon the type and nature of the selection. E.g. having written tests or practical tests for beginners. This makes a roadmap ready and avoids ambiguity. Recruiter’s personal & irrelevant efforts can be controlled.
2. Record the decisions in figures –
The judgments of recruiters should be recorded in figures for the various parameters evaluated. This will make to conclude in better way rather than fully subjective way.
e.g. – Using weighted average method for judging personal & professional characteristics
3. Organizational objectives –
Human resource management comprising of vast rang of activities including selection, recruitment, training, development, utilization etc. is one of the key business strategy.
Recruitment is first step in that process, hence one of the most important responsibilities. Recruitment provides correct nutrition in the form of human resource to the process of organizational strategic objective achievement effort. Using business ethical practices for recruitment as well will help out much.
Participants’ contribution Improvements –
1 HR participation –
The HR dept should get involved actively. They should add long term objectives in the process by including company’s human resource management, personal trait judgment criteria, correct role mapping etc.
Just letting the team leads manage the recruitment and giving priority to technical competency only will not work in long run & does not fit in firm’s business strategy.
So, HR teams please wake up now.
2 Technical recruiting team –
The team should first prepare and practice for taking interviews. Considering the seriousness of the work, they should be in balanced mentality and control personal preferences & biases.
A team rather than an individual would be better for recruiting meaning collective rather than individual decision will be better.
Formal training for recruiters is to be conducted at organizational levels
Also third party recruitment team can be used as outsourced option with due planning.
3 Candidate –
The most affected participant in recruitment is the candidate. Suitable candidate with relevant IT skills will benefit the organization and the individual both where as wrong choice would make the performance issues and career impact to the candidate.
Like getting a person is a difficult work, similarly getting him away also needs efforts & time. There is also company reputation aspect involved. Correct recruitment helps to cope up the attrition problem of the IT industry as well.
By managing and improving the efficiency of the recruitment process, all stakeholders will get benefited and the IT industry will be better place.
The Article has been authored by Avaneesh S. Tiwari, K. J. Somaiya College of Management & Research Studies.
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