Recruiter’s confession: Nurturing visionaries of today into leaders of tomorrow
There is much talk about a job seeker’s aspirations from work, organisation and the interview that he may face. However, the task for people on the other end of the table is equally daunting. Talk to a recruiter and interesting pegs will start flowing. Here is one such experience.
Here we have Alvin David, General Manager, HRD, Newgen Software Technologies Limited sharing a memorable interview experience.
During one of our interviews for a mid-level position, we harnessed a technique to gauge the temperament of the candidates. The position required a meticulous person who could successfully demonstrate strong leadership skills. We purposefully placed a pen on the floor next to the recruiter’s desk. After the first few interviews, one candidate walked into the room and before taking his seat he picked up the pen and placed it on the desk. This simple gesture earned him the coveted position as it reflected his attention to details and his promptness to set the wrongs right.
Whenever I sit down to interview a candidate for an important position, there are several points I keep at the back of my mind, such as being innovative with the questionnaire, not being vague with the questions, and glancing through the resume once to frame questions accordingly. But there are some points to which I strictly adhere while meeting and choosing candidates-
Investing in a good team- An organisation can’t function flawlessly and outdo itself if it does not share a vision with its employees. And, an organisation is nothing but the employees working within it; thus, having a team that is determined to achieve a shared organisational goal is extremely important. However, more crucial than that is investing in a team with capabilities and knowledge beyond your own. This will multiply your calibre and add to your organization’s pool of knowledge. A competent workforce should be the true asset of any organisation and for a recruiter the utmost priority.
What One Knows Matters, but who we are Matters more – Personality traits define the character of a successful employee. Its important to try and know the other side of an individual. How one spends his or her “me” time or one do in personal time and way they treat others. How he or she has managed failures more than success and how they have come out of a sticky situation. How was their growing up years, from where do they draw their energies. Go beyond what you see on surface and get through the submerged or unconscious self.
Listen to what is not expressed- It is imperative for any recruiter to read between the lines and beyond the resume. A thorough effort must be made to gauge the capabilities of a candidate that lie beyond their resume. For example, if a candidate is good at sports, they may possess the coveted sportsman’s spirit, which makes a person resilient when faced with difficulties. If a candidate has an inclination towards music or writing or some other creative activity, they may bring their creative thinking to the table and contribute to the organisation in unique ways.
Not relying on first impressions- In today’s world appearances are often deceptive and first impressions are not necessarily the final. Therefore, recruiters must refrain from the obsolete approach of judging someone by their appearance or first impression. While it is true that people unknowingly communicate through their appearance, identifying which can be helpful for recruiters to gain a better understanding of the candidate, it is equally true that such a criterion must only be used in collaboration with other more substantial pieces of information. First appearances, by no means, must be a major parameter for forming an opinion about a candidate.
Most importantly, I try to ensure that whoever we recruit feels at ease and contented while working with us. We at Newgen sincerely believe in nurturing visionaries of today into leaders of tomorrow.