Innovative Hiring

Hiring impacts the entire world in all possible ways. As hiring provides earning and runs all the biggest institutions or companies which run the entire world. The way hiring is done has a profound impact on small and medium businesses as well. As they follow the same patterns to grow and succeed. Hence, hiring is the most important aspect of the world through which transformational changes can be brought. Good hiring ensures that promoters, stakeholders, and shareholders also have good values as well. Good Hiring creates an exponential impact and forces people to change with immediate effect. If people do not change, today there are lot of people who are ready to learn new skills and take up the jobs. This makes Good hiring even easier and not difficult. Let's look at the important points, in hiring:

= Hiring Manager competencies and values =


 * 1) Today we see that hiring managers lack values and competencies and hire only those people with whom they feel they would be comfortable with. If the candidate is smart and sharp the hiring manager may think twice about hiring them.
 * 2) Rating of the hiring manager for being hiring ready is not present in any organization. They have to just learn and take the interviews.
 * 3) Rating of the interview by an independent body or person is also not done.
 * 4) The interviewee is not encouraged to have discussions - it is always a one-way discussion. The interviewer questions and the interviewee has to just answer them.
 * 5) Feedback about the interview is not taken from the interviewee.
 * 6) Practical activities are now getting promoted in some companies. Here, the person is required to spend some good time with the org. However, this model is used to exploit the candidates and get the work done or get the best ideas from them. The candidate who is desperate to get a job is used to get the work done, which other people in the org would have done it. The values are lacking with the company or the hiring manager itself.
 * 7) Mapping of ethical values of the org or company to the standards of hiring.
 * 8) No independent assessment on the quality of people which the company has - there are some portals. However, their independence and the influence which big companies exert is unknown. There is no government body or any other institution of repute which encourages people to give feedback about the place of work and the people around them, without any fear in an anonymous way.

= How hiring should be done from pune/clerk/CEO/President =

Today hiring is done based on how much the employee can contribute and grow the company or looks at the skills of the person to do the job. Most of the hiring managers or the companies or org are least bothered on other aspects of the person. As they themselves lack or the company has never thought about this till date. Also, there is no competition in the market to achieve better standards of hiring as there are a lot of unemployed people and they are ready to do job anywhere. All the below can be assessed during the probation period as well or before the interview as well, with a qualified hiring agency.


 * 1) Wisdom based - No bias decision making -  How to support the right and condemn the wrong. Most of the humans are biased. Most of the companies do not know what is real wisdom, if they follow their businesses will take some impact in the short term but will benefit in the longterm. However, if everyone adopts it - they may have no impact in the short term as well. This helps companies to increase efficiencies by more than 25% by reducing politics, gossips and unnecessary meetings.
 * 2) How to speak truth always - Most of the hiring managers and companies themselves fail to achieve ethical standards. Hence, they cannot ask the employee to speak the truth or be honest.
 * 3) Should not exploit to achieve selfish gains or purpose or self-gratification Most of the people work in the company to ensure that they grow at the cost of others and they do it very strategically, so that they do not get identified.
 * 4) Thinking and acting like HR The person who does the right work with the fear of HR is a waste person. Person lacking value systems and will look at abiding by-laws or rules, with fear. This means if there are loopholes in the system, the person will exploit it completely. Such people are pure waste and do not add any value to the org and are a threat to humanity as a whole.
 * 5) Good habits and healthy lifestyle  - In no interview people focus on good habits and a healthy lifestyle. They feel it is of least importance. However, people with good habits and a healthy lifestyle impact the goodwill of the company a lot. Ex: Cleanliness, environment, Contribution to the society, abiding laws ...etc
 * 6) Control on senses -  People while hiring do not check or ask questions about their ability to control senses and desires in extreme situations.
 * 7) Good behavior - How a person reacts and responds to various people in different situations. How kind and sensitive the person is also not checked, which is very important.
 * 8) Learning & Creating awareness - Most of the employees have an chalta hai attitude. They do not care about anyone and they are interested in their own work. They are not interested in learning something better or creating awareness. This impacts the company has well in the short-term as well.
 * 9) Agility and relevance to create the right value. Most of the employees have a laid back attitude and accepting something new is a very hard way for them. This brings change management even more difficult. People or org do not know how they can create the right value for the society. Everyone means money as the single source of value for doing business. They can hardly think of everyone, while earning.
 * 10) Not getting influenced by others for doing wrong things with excuses or illusion of long-term gain. Most of the people with the best intellect also get influenced by their peers or seniors to do something which they know is not right. However, with fear or greed of getting benefited they easily get influenced when they should not get.
 * 11) Sensitivity and Neutrality How to listen to the weakest and still do the right and best - even when a powerful experienced person has inferior thoughts or plans. Treating everyone as equal without any discrimination is hardly practiced in any good MNC. Most of the people are biased basis designations itself.
 * 12) Thinking from others perspective We rarely think from other's perspective and this impacts the progress of the work. How to avoid conflicts and still do the right thing is a very rare talent.
 * 13) Proactive Execution without urgency or fear Tasks are easily accomplished only with high stress or urgency or fear. People who are able to do important tasks proactively without any urgency or fear really add value to the organization.
 * 14) Will Power How strong a person can concentrate, stillness of mind to execute task with high quality is very necessary. Even doing things which seem to be quite impossible is one of the things which is not focussed on any resume. Persistent efforts in spite of adversities is also a good strength which helps the company to grow.
 * 15) Ability to learn new things How quickly a person can learn new things and adapt to them is also very important.
 * 16) Enabler and ability to grow others Most of the times we see that people who are capable can do all the work. However, enabling-Helping-guiding others to achieve the work should be a basic prerequisite. This gets cascaded automatically and prevents all the possible politics automatically to a huge extent.