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The SME CEO Peer Group

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Hiring The Right Talent

We have come a long way; earlier our sole focus was on Production (The Production Era). In this Era it was assumed that volume of production was directly proportionate to increased sale. In this era, business models relied on machines for economies of scale to achieve more profits.


Then was the Marketing Era in the 1950’s. During this era, the sole focus was on marketing the excess products produced in production era to increase sales. The production era had produced more products than the current demand. The excess supply that was available had to be sold to recover expenses.


Businesses began to realise around the 1990’s that Long Term Customer Relationship is Key to successful business. This was the Relationship Era when the change in communications demonstrated the development of businesses. In this era the journey from solutions to problems became the paradigm rather than product centricity.


Finally, we arrived at an era in which a mix of all factors affecting a business had to be given equal importance. A balance of every aspect helps a business thrive. An era where there was no room for weaknesses. The brand that is most successful is the one that is strong at every aspect - their products, services, communication, teams, operations, production, distribution, packaging, etc…


When a fabulous idea strikes us, we usually get down to planning its execution, gather all the necessary resources and get prepared to action the idea. But what seems like a fabulous idea during inception somehow fails to kick-start in the making or the idea that starts well, finds itself amongst roadblocks over a period of time.


While multiple things could be the reason for roadblocks, an inappropriate team could also be one of them. It is said that “The Great Teams Find A Way To Win”. Finding a Great Team makes a ton of difference in bringing any idea to life.


But the question is how to create The Great Team? By choosing the right members to forming one is an important journey and process. And here’s how you choose the right members for your team:

Stage 1. Aptitude


1. General Knowledge Test: Just to understand how much interest a candidate takes in knowing the environment outside their world. General Knowledge Test is just an evaluation about how aware they are about what’s happening around them.


2. Learning Abilities: Willingness to learn in general, shows how the candidate is willing to improve their skills and enthusiastic about their growth. If the candidates involve themselves in learning new skills during their leisure or express interest in wanting to learn a skill they lack they could be a potential hire. Because, although the candidate might not be skilled during joining, their willingness to learn and grow will surely prove to be beneficial for the firm in the long run, as the candidate would possess the ability to learn and take on new responsibility in the time to come.


3. Goals & Ambitions: The candidate’s goals and ambitions needs to be in line with the company’s. If the candidate aspires something that the company cannot facilitate, then there’s a misfit. A candidate will stick to any organisation for long term only if his/her long term ambitions can be met through the current profile and company. Ensuring this fit is important to curb attrition in any firm.


4. What They Do On Weekends: Weekends are a good time to disconnect from what one does every single day and take up something new that increases one’s scope of learning. Learning different skills is known to improve one’s speed of learning, fight boredom and the person tends to adapt to change more positively. Such a person also loves challenges and fits perfectly to a profile that could be highly challenging.


Stage 2: Self Awareness and Empathy


1. Brief the candidate about the profile and the harsher conditions they might come across during work, don’t paint a rosy picture. Talk about stress and their ability to handle stress. It’s always better to set the right expectation rather than trial & error.


2. Understanding the kind of relationship that they like to have with family & friends. Some love to stay back late with work as an excuse. While some love to start early, finish their work early and spend the rest of the day with the people important in their lives or doing something that helps them connect with their own self. Understanding the lifestyle one wants to lead is important because a clash at work might only prove problematic to both the company and the candidate.


Stage 3: Stress Management


Give them a task in their specific areas with very short timelines to examine only their integrity. Create a sample task for each role. A person who cares for timeline and is serious with work will either ensure work is done and submitted, else will at least make sure to keep the interviewer informed of their condition or delay. A person delaying work without intimation is not someone who you would want to be handing over bigger responsibilities.


Keeping all these points in mind will help hire the right candidate for any role. This ensures a great culture fit if not role fit. If the person fits into a culture, role can always be taught and trained. Hire the right person for the organisation and not just for a role.



An MBA graduate with marketing as my specialisation. I have been working in Creative Factor for more than 1.5years. I love bag packing to places closer to nature away from the city rush. I like learning new art and have recently developed interest towards sustainable. I spend most of my weekends exploring new sustainability projects around the city, meeting new people and learning new forms of art.


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