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Strategic hiring process


The value and success rate of an organisation greatly depends on the quality of manpower it houses, making hiring an extremely vital process. Yet, it is not as easy as one would like it to be. Earlier, hiring for a job used to be uncomplicated, where a single interview decided the call. Nowadays, assessing a candidate has become a longer and more strained out procedure where decision making involves putting the candidate through various measures to judge his/her competency and aptitude. This can be contributed to the fact that the market has greatly evolved, calling enterprising individuals who exhibit the willingness to perform to their best.

Finding the right candidate who is the best fit for your organisation can be very challenging, alongside being an expensive procedure. One needs to be vigilant while hiring, as there are many ways to access the right candidate. Only the right approach towards the process can elevate the standard of selection. The following practices can be kept in mind while hiring:

Embrace diversity: Diversity has made a crucial impact in almost all the walks of life and workplace is no stranger to this. A diverse workforce fosters a unique dynamism and a strong ability to adapt, keeping its emphasis on creativity and productivity. Finding the right candidate should not be coloured by categories such as race, age and gender. These can act as a deterrent, forcing a sense of prejudice from day one. An open position should be filled by any applicant who meets the requirements and possesses the right skills to succeed. Start the hiring process by settling down on the skills required and outline them in the posting for the position.

Focus on a value-based process: Discrimination is a common feature that is found rampant in present work scenario. This can lead to disillusionment in terms of requirement, hampering the right selection. A simple way to avoid discrimination during the hiring is through taking a value-based approach to hiring. A deeper look at the company’s core values helps in defining them categorically. Next is to select the candidate on the basis of his alignment to those values. The workforce that is in sync with the values of the organisation is the one that thrive the most. Also, it is important to keep clarity in your expectations from the early stages.

Level the playing field: A sense of equality should be stressed down to the minutest level to ensure a fair selection. For this the interviewer should frame a neutral opening question. While the follow-up question should be based on the candidate’s response, the list for each person should be the same. The open form of questions enables a fair measurement of capabilities. Also, one should encourage involving other employees/managers to get a better perspective. It not only secures a variety of opinions on each applicant, but also makes interviewers accountable for fair practices. Making space for a consistent framework for interview helps in gathering information from each candidate in an unbiased way.