Hiring- A New perspective

                                  Hiring- A New Perspective

1. Hiring is an ongoing process in very organization, whether is a new start or a existing one or one who is expanding either in terms of production or diversification. The usual way followed by the organizations is to either outsource the whole process or do an in house process. It depends on the resources available, time and expenses involved and the size of the organization. In the first process the job is given to a firm of headhunter with specifications about the job, job profile, qualifications and salary structure. The firm carries out the initial sourcing and screening and short list the candidates who are interviewed by the HR department after interview at their level or at higher levels depending on the post on offer and a final selection is made. In the other case it is the Hr department who is tasked to do everything from the beginning to the end in house.

2. Irrespective of which type of process is being followed the final word rests with the HR department or with the immediate superiors of the post on offer.  In the end it is the higher ups who take a final decision whether the candidate is fit to be part of the organization or not. The underlying fact remains the same that besides looking at its suitability to the organization they look at whether the person is also fit enough to be their subordinate or not and whether they will be comfortable to have him in their team.

3. The role of the manager over the years has gone for a change where it is not only important for him to be a good manager and follower but also to be a good leader, who will lead and galvanize the team into action to is achieve the goals set for them.  A good leader needs followers who will give their best in order to reach the goal. Of course identification of individual aspirations with the team goal and ultimately to the organizational goals is an important aspect which will have tremendous impact on the outcome. There is another aspect which is normally presumed to be present and easily overlooked by most of the people is that to be a good and effective leader you need good followers and without them one can not be a leader.

4. When a person appears for an interview , after the initial selection process, then his suitability is judged by his would be superiors, but what is presumed to be present or overlooked is that the acceptability of  his subordinate. Whether the person is accepted or will be accepted by thee subordinates to be their leader whom they will gladly follow to achieve the organizational goal. It is presumed that the superiors have gone through the process and are fully aware and well versed and experienced to judge that a person whom they are selecting to lead a team will be acceptable by them as their leader. But I practice it may not be necessarily true and this is where the conflict start and may either force the individual to leave or the followers to leave or not to give their best resulting in harm to the organization in terms of wastage of money, effort and time.

5.  Another different approach to overcome this small problem could be to have the interview of the manger or superior taken by his immediate subordinates to judge whether he will be acceptable to them as their leader or not and thus have a say in the whole selection process. I am not advocating that the whole process be reversed but only that the subordinates view about his acceptability as their superior should also be taken in consideration of final selection. A step further would be for them to have a say in the gross pay of their leader.6. This will require a major change in the mindset of the superiors, HR department and in the organization but also some procedural changes. This will go a long way in building the trust and faith between the subordinates and their immediate superior. It will also be a major step towards the empowerment of the workers and a sense of belonging to the organization by being involved in the selection process and having a say in the whole process. It will also bring in openness in the organizational structure. In many organizations there is a feeling among workers that the superior has been imposed on them and it takes considerable amount of effort on his part to prove himself of being worthy of their leader with success or without with considerable loss to the organizations depending upon the leadership qualities of the superior. He starts from a negative to go on and prove himself to start on a positive note thus wasting his time and effort in small issues where the same time could have been used by him to build and motivate the team for greater goals. It is this time and effort which can be eliminated or a possible later rejection prevented if the juniors are involved in the selection process of their superiors and thus leading to harmonious relationship with considerable benefits to the organization.