Staffing for the Best! A New Paradigm

How to hire?

Whom to hire?

A small set of questionnaires for large complex and holistic answer. Solving the riddle leads to best work force, a challenge for HR managers and leading staffing agencies.

In order to make the best team, hiring managers need to excel at their job. The hiring process is much dependent upon experience, grasping human characteristics, psychological grit, understanding business processes and the industry or niche being delt with. The process is an expert job, a person with deep understanding of the niche he or she is dealing with, and the company environment that prevails.

Candidate Persona Most Wanted

The process begins with the gap analysis pertaining to the work force or simply put with a vacancy being created. This calls for careful assessment of the work profile or nature of the job, challenges to be faced and upward growth trajectory that could ensue if the right placement is made.

A careful list of experiences, human abilities and characteristics has to be drawn before the persona is created. This has to be matched with the vacant position as well. The persona that fits becomes the most wanted!

Be it a staffing concern or a human resource department of a company the process is not much different. In case of company the scope is limited to a particular niche, while a staffing concerns cater to many, depending upon the need of its partners or clients.

Do you have it in you?

In short, a candidate persona has to be accurately chalked out, taking into account the futuristic role that could be played to avail maximum potential. The emergence of role is highly complex and riddled with what a candidate is expected to do.

Most of the inputs required challenge the prospects current skill level and experience, and his accreditation stack is seemingly reduced to fringe capabilities. Take it or leave it!

In this scenario those seeking demand based on current skills and experience will not be able to face the challenge. A heightened projected role means your abilities should be able to scale up to the complex demands quickly. This means you should have at least touched the peripheries of wide spectrum technologies and tools or management skills related to your focus. This is the staffing need. If you are not fit enough head straight for the job search board and look for fill in the gap candidature.

It is ironical, but this is commoditization of skilled labor taking place in a cut throat scenario. There is paradigm shift, and hence no laid down positions exist in the market anymore, the candidate has to work to his or her full potential even at great discomfort and mental stress. The successful outcome is rich reward in terms of impressive financial package and higher position in the corporate ladder.

The Next Step is Evaluation

The candidate persona shaped by the complexity and demands of the role to be played emerges as a challenge for the human resource managers. This calls for intense evaluation capabilities which begins with job advertisement itself, it should eliminate chaff from the wheat successfully.

The ads eliminate the incompetent or unfit, thus reducing the stress of dealing with a large number of prospects, this saves time and money. Those who cross over the profile barrier would submit their resume and work profile. Evaluating the resume or work profile would result in further elimination leaving few who would be called for an interview. The reduced number besides increasing accuracy will also reduce stress on the hiring process and save time as well.

Apart from video call which is the first close quarter evaluation, a number of skilled professionals are involved in the process. They are there to test various faculties and capabilities of the prospects. This is time consuming and costly, factors we have mentioned above.

For all heightened roles the end is not face to face interview a number or tests are usually involved besides a series of video interviews. This is the stage whence understanding the prospects aspirations and desires matter for employment is not a one-way street, it is give and take preposition. Full conditioning of the chosen is another much needed exercise in a foreign environment which a new company will present. New entrants acclimatize fast with team support.

The face-to-face interview is now a mere formality to exchange pleasantries and finalize work schedule and the pay package.

A Position at Last!

In a worst-case scenario, the selected candidate could be placed on a month-long trial. He or she could be placed as temporary or on contract hire status by the staffing concern. The challenge when multifaceted is an opportunity to learn while you earn. Positions which need adjustment to new normal, new technologies, changing work ethics and constant stream of challenges to over come are most rewarding.

Success comes about by constantly reskilling yourself even whence you are immersed in the work. As new technologies and management practices emerge you should be ready to face them.