Executive in wait

Scenarios

• Recruiting for a specific role
• Recruiting for a specific project
• Recruiting to keep buffer

Process

• Write a Job Description
• Provide enough justification and get the position approved
• Send it off HR
• Brief the agencies individually or collectively
• Be clear on the role, salary range, skills, attributes, qualities and experience level required
• Make sure they understand the process, mode of communication, interview process and stick to it.
• Be prepared to allocate half of your time to the process and ensure quick turnarounds. After all good candidates don’t stay looking for ever
• Screen CV’s and give feedback to agencies, both on why or not, you are picking a candidate for first round.
• Arrange for telephonic interview. Don’t do back to back and no more than two per day. That’s stressful and impairs your judgement.
• Prepare for the telephonic interview with probing questions as well as basic screening questions.
• Make notes as you go along and use ratings for skills and characteristics you are looking for.
• If candidate is thru schedule time with your manager and invite the candidate for personal interview.
• Brief your manager on your findings during first round using your notes and give your rating. Tell your concerns and come to an agreement on topics you want him/her to probe.
• Make notes as you go along and use ratings for skills and characteristics you are looking for.
• If candidate is thru, make a offer ASAP. If not give reasons to agency

Job Descriptions

Existing role:

• Analyse the roles and responsibilities
• Start with the JD of person leaving.
• Observe his/her work and revise the JD.
• Ask him/her to maintain a diary of his work for a week and revise the JD.
• Make a list of skills the person has.
• Think if any additional skills needed to perform the role
• Revise the JD and publish it

New Role

• Look at what the company strategy is.
• E.g.: In some company’s BA’s do everything the RA phase. So not much need of RA exposure for a Developer/Analyst role. Similarly if company has a project management function, you don’t need a development manager to be a project manager
• Form a list of responsibilities and derive essential skills from the responsibilities.
• E.g.: If you need a analyst to work along with a BA team, some exposure to RA process is necessary. As are Presentation Skills, Willingness to travel if client else where, teamwork etc.

For any role

• Decide on level of experience you would like to have.
• No point if getting highly experienced people for a junior role as they simply would move on after a while

Telephonic Conversation

• Look up company on internet
• Google to find out more!!
• Read CV twice and make notes. Unexplained gaps etc.
• Based on the characteristics you want prepare with probing questions on projects
• Explain the recruitment process and stages.
• Outline the call
• Give good introduction on company, business and financial stability
• Introduction to team, role and skills required.
• Start off with the current project and start probing.
• Rate on questions
• Give chance to ask any questions

• Managers should have strategic view.
• Good interpersonal skills and be able to combine assertiveness with flexibility.
• Time management skills – manage time,priorities ,stress.
• “Hire for attitude,train for skills”
• Teamplayer
• Able to work outside their formal terms of contract.
• Selfmotivated