Tag Archives: Method

Best And Worst Ways To Hire Talent

Recruiting the right candidate to work for an organization will either break or make your business. Hiring is a crucial process, which costs time and money. This article talks about three best and three worst ways to hire talent for an organization.

Best Ways:

Have multiple candidates selected for one job. Even if you feel that the individual is suitable for the position, try to interview at least two more candidates. Some companies do not hire a person until they interview at least 10 candidates. Let us put this way, the more candidates you interview, the more options you will have and the possibilities that you will get the right choice will definitely increase.

Interview candidates at different locations. It helps you to judge how their personality changes and adapts to the new environment. Candidates always try to give their best shot in the first meeting but during the subsequent meetings you will get to know their true nature and how much they were pretending in the first meeting.

Interview candidates by at least three different people. The more people interviewing makes a candidate comfortable about the work environment. It also helps the interviewers to understand the nature of the candidate.

Worst Ways:

Don’t focus too much on qualifications and pedigree. It’s good to have candidates who have the maximum overlap of qualifications and come from pedigree colleges. Such candidates are few and not necessarily the right choice for you. Just because of these attributes, it is not a sure that they will have the right attitude or soft skills. If you don’t broaden your horizon, you may be left with difficult options to choose from.

Interviews are not a one-way process. If your entire or majority of interview time is devoted to you asking the questions, then you have overlooked an important aspect of the hiring process i.e. allowing the candidate to ask questions. When a candidate asks questions, it gives you an opportunity to see how the candidate thinks, how he/she perceives about the job they are about to take on, how interested they really are in the organization and the opening, etc. Not allocated sufficient amount of time for candidate to ask questions will leave out critical information that could be key in making a hiring decision.

Keeping candidates in the dark about their interview results. You have candidates lined up for your openings. Many of them don’t fit the profile when you go through the interview process. Do you tell them that you will get back to them but don’t? Do you tell them curtly that they are not selected and just end the conversation?
Remember, word gets around about the hiring process of all organizations, including startups and small ones. Such behavior would convey a negative perception about your organization as too haughty or callous. This may put off potential candidates, who do not want to work in such an environment. It would be better to spend a few minutes explaining to the candidate why they are not selected in the interview and what is the possibility for future interviews in other positions.

Conclusion

Hiring is a two-way process. Not only does it let you know how much of a fit a candidate may be, it also lets the candidate and their social circle know how much of a fit your organization is for them to work with. You need to invest time in interviewing and selecting multiple candidates as well as giving an opportunity for them to learn about your organization and culture, albeit, inconspicuously.

Bell Curve Performance Appraisal Method: Is it Still Relevant?

We all have gone through this many times: putting our colleagues in “average” category despite being aware of how good they’re. The Bell Curve system of performance appraisal intimidates HR managers as much as employees. For a long time this forced ranking system has remained a topic of debate, but companies still continue to use it. Why? Because in the eyes of leadership teams it rewards top performers who create most part of the value for their companies. In simple words, they continue to use it because it benefits them. But is that really the case? We try to figure out in this article.

Understanding the Curve

The Bell Curve performance appraisal system is based on the premise of Bell Curve in Statistics, which is also known as Normal Distribution Law. According to that phenomenon it assumes that in an organization there’ll be a few employees that’ll be high-performers, and a few employees that’ll be extremely low performers. Majority of employees will be in-between, the category known as average performers. The ratio of percentages adopted for low:average:high varies among companies: a majority of them adopt the ratio of 10:80:10, while a rare few adopt 10:70:20.

Bell Curve: Advantages

A major advantage of Bell Curve appraisal system is that it rewards high-performers, thus giving them more encouragement to work harder for the goals of company. On the other hand, it can also help in identifying the suitability of jobs for individual employees (if done the right way). It also helps in managing leniency of HR managers while rating employees and forces them to rate people strictly.

Another advantage of this system is that it’s easy to implement in comparison to other performance appraisal methods, thanks to HRMS software vendors who have included it traditionally in their products. If you want to implement some other method of performance appraisal, your search for Human Resource Management Software may get a bit more difficult.

All of this, as you may expect, helps companies in achieving their goals easily.

Bell Curve: Disadvantages

We just saw how Bell Curve system helps companies in achieving their goals. But how many of those goals are actually achieved because of it? It seems not a lot. Despite the advantages this system provides to a few high-performers, there’re many reasons due to which this model doesn’t do justice to the employees as well as companies. Research has suggested many times that people’s performance doesn’t follow the law of Bell Curve, which means it’s quite possible to have more high performers in your company than the percentage that you’ve allotted to the “high performers” category of your bell curve system. By forcing your HR managers to fit only a fixed number of employees in that gradient you may be discouraging the remaining high-performers (or good performers at least) who could have brought more business to your company.

Final Thoughts: Is it Relevant Anymore?

Despite the large number of companies that continue to deploy it, a few industries have already realized that this performance appraisal method is not good for them. IT is one of them: Google, Microsoft, Adobe, IBM, Infosys, Mindtree, TCS and many others have already dropped this performance appraisal system for alternatives.

So ultimately, it’s up to you to figure out how much this system is working for you. If it’s not working then you should replace it immediately for the good of your company.