A Smart Futuristic Recruiting Strategy...

We have been used to thinking so far that IT professional are by and far the hardest to get, I believe very soon we will find that it is going to be difficult to get resources for a few other professions as well. Let us take a quick glance at what could those professions that can face a severe shortage. Should someone be painstakingly
forthright about the realities they can very well start looking at sourcing in a much more broadband basis than now.:

* Teaching
* Nursing
* Food Service
* Child care
* Elder care
* Construction
* Utility Repair
* Customer Service Call Center
* Engineers – Anyone wanting to work for core industries

These jobs, and others we that haven't been mentioned, are tough, and require a special breed. While just about anyone can pursue these lines of work, not just anyone can do them.

If you're in a position to hire, how can you be sure you're making the best picks - picks that are likely to stick - and flourish in the job?

Let us prospect a few thoughts that might help:

1) Make a list.

Think about the job or jobs you recruit, interview, and hire for. Make a list of the non-technical "fit" requirements for those jobs. Not the degrees, certifications, experience, skills, and technical aptitudes that might qualify someone for potential success, but those other attributes, most of which are even more important. Enlist the
help of those already doing the job, to set your sights on the critical success factors.

Here are some questions you might ask. To be successful in this job,
do you have to:

· Like traveling? (Not just be able to tolerate it, but really
enjoy it.)
* Work an unpredictable schedule?
* Have a really friendly and outgoing personality?
* Be OK with repeated relocation?
* Really like to help people?
* Have a passion for the work that surpasses your need for money?
* Be able to tolerate a fair amount of ambiguity?
* Be comfortable submitting to authority?
* Work without immediate gratification?
* Have a high threshold for frustration?
* Get your thrills at work?
* Have a high stress tolerance?

We can see all sorts of mismatches between the person and the job - mismatches that cost the employer, and the employee, who has invested time, energy, and emotions in an endeavor that was hopelessly doomed from the beginning.

If you work in a field that employs part-time workers, for example, are you hiring people whose lifestyles, income requirements, and expectations are truly commensurate with part-time work? Or are you hiring people who really need a fulltime job, but will take the part time position, to get their foot in the door?

2) Stick to your guns.

Once you've determined what's necessary to have a chance of making it in the job, ardently maintain high standards. Make exceptions very judiciously, if at all. To do otherwise is a cruel fraud on yourself, the employee, the rest of your team, and your customers, all of whom expect, and deserve better.

3) Tell the truth

Beginning a pattern that everyone will appreciate, before, during, and after the entire employment relationship, be completely forthcoming and honest about what potential hires can expect. Tell the truth in your recruiting ads. It'll cut the time wasted in
interviewing non-starters. Tell the truth while interviewing. Encourage applicants to ask the tough questions, to make sure the commitment is solid from the beginning.

Likewise, expect (no, insist on) the truth in return. We can't think of many jobs where having a truth factor problem is anything but a detriment.

And, if it comes to light during any part of the process, that this is not a good match, provide a quick, comfortable way out to be used by either party, that enhances your organizational and personal reputation.

4) Try before you buy:

Maybe the best, most cost-effective, and most accurate way to make sure you, and the applicant, are making the best decision, is to offer a job tryout. Whatever the job - a minimum wage starting position, or something at the six-figure level. It is a pity we do not have this concept going in our country right now, but with the BPO boom I foresee there might be people who might think of having such a scheme started. As of now, student pursuing their MCA have a compulsory on-the-job live project to be completed before getting their MCA Degrees.

Some companies pay a stipend, where as in most cases they might get a project – but no stipend or they might get a project while doing a course, all of which they have to pay for. BITS Pilani have built their curriculum built with something called the PS-I and the PSII. They send their students, of course based on their academic performance and ensure through their regional co-coordinating officers, mostly Ex-BITsians, that their students get the exposure via live projects in the best of places in manufacturing and in IT or the Financial Sector.

But there's no reason you can't offer the same thing, to those you've pre-qualified, and who can take the time to test drive the job.

Bring 'em in, pay them of course, and immerse them in the reality of the work and your environment. It may be possible that you'd have got the resource you want. We've now introduced a "Trainee for Three Months" scheme and this seems to be working fairly well. We are able to gauge them and also assess if this material is worth hiring on a permanent basis. The process of selection is of course through a
tough technical test.

Raman

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