Management How to hire the best talent? Summary The author of the selected article has summarized the rules for hiring the best talent, which are relevant to any organization. As the author has experience for recruiting vast number of managers, executives and other staff, during the past 30 years, the article details critical recruiting principals discovered by the author. . Accordingly, the author has listed 12 golden techniques which when implemented can result in the hiring of the best talent available. However, in the end, the author maintains that recruiting process involves application of logical and scientific methods, rather than adapting it as an art.
Hence, recruiters need applying common business process sense, which could be applied throughout the organization. The author starts with the details on first technique, where the need for the interviewer is to take control of the applicant. Hence, it is advisable to let the candidate do selling rather than the interviewer. In the next technique, the author mentions the need to restrain form giving the details of the job in one go. Instead, it would be beneficial if the candidate is given the opportunity to talk about the career opportunity, which he/she looks forward, if recruited with the company.
Adler advises that the job should be defined in the next step, while emphasizing on the job description, listing the objectives and clarifying matching expectations. In another technique, the author has laid importance on listing the job opportunities over the top-ranking job-related search engines, to ensure response from the best available talent. In addition, Adler prefers calling candidates who have been referred by reliable contacts, rather than depending on cold calls, which would reduce the effort and time spent by hirers for recruiting the right candidates.
However, according to the author, top performers need time evaluating new job offers. Hence, it is advisable that they be given time to think over the offer, while balancing the same with urgency shown by the recruiter. However, Adler says that interviewer should ensure complete certainty regarding the acceptance of offer by the candidate, before same is actually disclosed. (Adler, OCT 2008) Critique The article has given me an insight into the process of conducting job interviews in a successful manner.
However, the same needs detailed application along with Stephen Convey’s “The Seven Habits of Highly Effective People”, which Adler has described in yet another article that deals with the aspects of Behavioral vs. Performance-based Interviewing. The basic concept of “not disclosing”, in the first place, the job requirements and description, is a wonderful method of knowing about the attitude and behavior of the candidate, while recruiter should judge the same in relation to the job expectations. This aspect has increased my knowledge about the recruiting process in a positive manner.
However, listening to the candidates, about their past experience, is not sufficient for the hirer to select the best talent. Therefore, linking the knowledge of candidate with the behavioral traits like applying technical knowledge, personal drive, and decision-making ability and learning new skills would certainly give an insight into the performance level of the candidate. Accordingly, candidates should be given an opportunity to talk about their performance profile, which would include major accomplishments that are comparable to the offered job description. (Adler, SEP 2008) While the techniques mentioned in the resource article have been more specific about the interview process, there are other aspects which the hirer needs looking at, before the final appointment of the candidate.
According to Ken Forrester, corporate recruiter should move ahead of utilizing the available recruitment tools and applications, which include applicant tracking systems, referral programs, among others. Forrester emphasizes that recruiters should, as a first measure, have high quality head-hunters in their human resources division, who have the hidden talent of finding people with required quality. However, it would mean an expensive proposition for the organization as top recruiting professionals are not available through on-line job boards.
Hence, it is advisable to attract top ranking human resources specialists, by way of luring them with higher salary packages and perks, as that could finally turn to be a better investment, in terms of getting the best talent for the company. (Forrester, 2006) Similarly, there are opinions from other authors about the process of hiring, as they believe that the same should involve all top ranking officials of the company, down the line from CEO.
Therefore, this would require more than one level of interviewing, where the candidate would have interaction with heads of different divisions. As human coordination is an essential element for finding the best talent, the job seeker should be able to command collective satisfaction of all concerned officials. At the same time, building a positive reputation for the company also helps in attracting the top performer. (Stern, 2008) Application The most interesting part of the resource article is the way it has emphasized on the importance of listening, rather than talking, by the recruiting officer, during an interview.
I could understand that knowing about all attributes of the candidate’s personality does help in evaluating the candidates’ capabilities, strengths and weaknesses. According to the Adler, this means giving ample opportunity to the job-seeker for explaining his/her last pursuits. In addition, the article information can be applied by the recruiter in maintaining secrecy about the job description, as giving a short hint about the job requirement should result in candidate’s long explanation regarding the matching capabilities. While I have decided to apply the given guidelines in any job-interview process, it would prove more result-oriented if hirer does not advertise about the company.
Instead, the author advises the hirer giving specific information about prestigious projects undertaken by the organization. The application of the important guideline, where author emphasizes on the impression received from candidate during the first five minutes, which should be considered till the end, would ensure the desired results, in practical ways, for my recruiting process. This has an additional value, as recognizing candidate’s drawbacks, from past experience history, gives the hirer a smart tool to negotiate wages in the desired manner, while creating candidate’s interest for the job.
However, it is equally important for the organization to care for their employees. Hence, I feel that paying the employees, on time, should be the top-most preference for the company, while it should extract the talent of the employees, to the maximum possible extent. (Sarvadi, .entrepreneur. com) WORKS-CITED Adler Lou, (2008, October). “The Best of Lou Adler's Recruiting Rules”, Retrieved on 10th Oct 2010, from: http: //www. adlerconcepts. com/resources/column/newsletter/the_best_of_lou_adlers_recruit. php Adler Lou (2008, September), “Behavioral vs. Performance-based Interviewing Using Stephen Covey's Seven Habits”, Retrieved on 10th Oct 2010, from: http: //www. adlerconcepts. com/resources/column/newsletter/behavioral_vs_performancebased. php Forrester Ken, Dec 2006, “Hire the Best Available Talent Now”, Retrieved on 10th Oct 2010, from: http: //www. ere. net/2006/12/20/hire-the-best-available-talent-now/ Sarvadi Paul, .entrepreneur. com, “How To Recruit Top Talent”, Retrieved on 10th Oct 2010, from: http: //www. entrepreneur. com/humanresources/article78598.html Stern Allen, March 2008, “6 Tips for Hiring Top Talent at Startups”, Retrieved on 10th Oct 2010, from: http: //www. centernetworks. com/startup-hiring-tips