Picking up winners Strategies to hire the best of talents Shashikanth Jayaraman Zonal HR Manager (South India), Bajaj Alli...
Common misconceptions <ul><li>I can tell in the first minute whether the candidate is going to fit in or not </li></ul><ul...
Some thoughts to ponder over <ul><li>Importance of Talent Acquisition </li></ul><ul><li>Linkages to the overall people age...
Take-away from the session <ul><li>To hire people who will be outstanding performers </li></ul><ul><li>Provides a coherent...
Do you feel like this? <ul><li>“ I’ve got to replace one of my regional sales managers who was such a top performer, we le...
(I) Pinning down what’s needed <ul><li>Starting with the job description </li></ul><ul><li>Focussing on behaviour </li></u...
Is this you? <ul><li>“ I have to line up some candidates tomorrow and I don’t have enough time to read each CV” </li></ul>...
(II) Glancing through the CV  <ul><li>Don’t just read the CV. Digest it. Take notes </li></ul><ul><li>Effective performers...
Picking up winners – A 5 pillar strategy
2 nd  Pillar - Day to Day Execution
3 rd  Pillar - Dealing with people
4 th  Pillar - Inner Persona
5 th  Pillar - Additional Characteristics
3 step approach to be adopted <ul><li>Lead in –  Open ended, directive </li></ul><ul><li>Probe –  When, What, Why, Where, ...
The signs of an outstanding candidate <ul><li>They </li></ul><ul><li>will want to tell you the results of everything that ...
(VI) Making the decision <ul><li>Visualizing future performance </li></ul><ul><li>Relying on gut feel </li></ul><ul><li>Re...
“ Quality will find endorsement anywhere” <ul><li>Thank you! </li></ul><ul><li>Shashikanth Jayaraman </li></ul><ul><li>Ema...
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Picking up winners strategies to hire the best of talents

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Picking up winners strategies to hire the best of talents

  1. 1. Picking up winners Strategies to hire the best of talents Shashikanth Jayaraman Zonal HR Manager (South India), Bajaj Allianz Life Insurance Company Founder – HR Sangam
  2. 2. Common misconceptions <ul><li>I can tell in the first minute whether the candidate is going to fit in or not </li></ul><ul><li>You can judge from their handshake whether they are suitable or not </li></ul><ul><li>If someone doesn’t look in the eyes, he is hiding something </li></ul><ul><li>Wearing a red tie is a sign of confidence </li></ul><ul><li>Having worked for so long, I know who is a good candidate </li></ul>
  3. 3. Some thoughts to ponder over <ul><li>Importance of Talent Acquisition </li></ul><ul><li>Linkages to the overall people agenda </li></ul><ul><li>The paradox </li></ul><ul><li>Job seekers are over prepared while interviewers are not trained </li></ul><ul><li>Authoritativeness </li></ul><ul><li>Displaying authority in an interview is a bygone thing of the past </li></ul><ul><li>Interviewing style </li></ul><ul><li>Individual styles are effective only with fundamental interviewing principles </li></ul><ul><li>Horses for courses </li></ul><ul><li>Each recruiter is different and so do the approaches </li></ul>
  4. 4. Take-away from the session <ul><li>To hire people who will be outstanding performers </li></ul><ul><li>Provides a coherent interviewing framework </li></ul><ul><li>Gives a clear strategy for a selection process </li></ul><ul><li>A set of practical tools to use </li></ul><ul><li>Takes the guesswork out of hiring staff </li></ul>
  5. 5. Do you feel like this? <ul><li>“ I’ve got to replace one of my regional sales managers who was such a top performer, we left him to his own devices. Now I’m not sure what to look for in his replacement” </li></ul><ul><li>“ I need to replace one of my team leaders who was such a multi skilled individual. I don’t know where to start” </li></ul><ul><li>We will seek answers in the next slide……… </li></ul>
  6. 6. (I) Pinning down what’s needed <ul><li>Starting with the job description </li></ul><ul><li>Focussing on behaviour </li></ul><ul><li>Looking at what people actually do </li></ul><ul><li>Pitfalls: </li></ul><ul><li>Behaviour pattern is rarely a clear cut one </li></ul><ul><li>What you think is needed can change </li></ul><ul><li>Technical specifications can be over emphasized </li></ul><ul><li>Make sure your JD captures the knowledge and skills needed for the job </li></ul><ul><li>Candidate’s behaviour can bring past performance to bear on the future </li></ul><ul><li>Co relate with the behaviour of your top performers </li></ul><ul><li>Nothing is permanent. Things can always change </li></ul>
  7. 7. Is this you? <ul><li>“ I have to line up some candidates tomorrow and I don’t have enough time to read each CV” </li></ul><ul><li>“ How will I know whether I am lining up the right candidates?” </li></ul><ul><li>“ Am I sending the right/strongest candidates for an interview with the line manager?” </li></ul><ul><li>Answers in the next slide………………………… </li></ul>
  8. 8. (II) Glancing through the CV <ul><li>Don’t just read the CV. Digest it. Take notes </li></ul><ul><li>Effective performers don’t just prioritize what’s on their schedule. They schedule their priorities </li></ul><ul><li>Top performers focus on results </li></ul><ul><li>The sign of a healthy, well balanced performer is how they know to relax </li></ul><ul><li>Looking for what’s being said and how its being said </li></ul>
  9. 9. Picking up winners – A 5 pillar strategy
  10. 10. 2 nd Pillar - Day to Day Execution
  11. 11. 3 rd Pillar - Dealing with people
  12. 12. 4 th Pillar - Inner Persona
  13. 13. 5 th Pillar - Additional Characteristics
  14. 14. 3 step approach to be adopted <ul><li>Lead in – Open ended, directive </li></ul><ul><li>Probe – When, What, Why, Where, Whom, How </li></ul><ul><li>Follow up – Going back to past situations </li></ul><ul><li>(IV) Examining strengths and weaknesses </li></ul><ul><li>Starting with strengths </li></ul><ul><li>without mentioning the words strength or weakness </li></ul><ul><li>Looking at weaknesses </li></ul><ul><li>Conversational method to be adopted </li></ul><ul><li>From a self development perspective </li></ul><ul><li>Using a questionnaire </li></ul>
  15. 15. The signs of an outstanding candidate <ul><li>They </li></ul><ul><li>will want to tell you the results of everything that they have accomplished </li></ul><ul><li>don’t linger too long at the same level </li></ul><ul><li>usually present their achievements and allow it to speak for themselves </li></ul>
  16. 16. (VI) Making the decision <ul><li>Visualizing future performance </li></ul><ul><li>Relying on gut feel </li></ul><ul><li>Realize that no one is perfect </li></ul>
  17. 17. “ Quality will find endorsement anywhere” <ul><li>Thank you! </li></ul><ul><li>Shashikanth Jayaraman </li></ul><ul><li>Email: shashikj@gmail.com </li></ul><ul><li>Mobile:+91 9841188114 </li></ul>

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