A presentation explaining the essence and importance of recruiting, the important factors to consider while screening for applicants and an effective approach towards the recruiting process.

1. T H E S P A R K S F O U N D A T I O N
G r a d u a t e R o t a t i o n a l I n t e r n s h i p P r o g r a m
DATE
SUBJECT HUMAN RESOURCES TASK
APRIL 2021

2. DIFFERENT AND
EFFECTIVE WAYS
OF RECRUITING
THE SPARKS FOUNDATION
HUMAN RESOURCES INTERN
T SRI KRISHNA ALEKHYA
APRIL 2021

3. The main objective of recruiting is about setting up a good
team and helping them achieve the results. Just like how the
conductor of orchestra remains silent but is heard through
the way he delivers through the people he selected to play at
the orchestra, a good HR delivers through the quality of
canidates hired.
Selecting the wrong candidates for a particular job makes
everything complicated for the company as well as the
candidate. A bad recruit evidently impacts the company in
many ways like less productivity that results in decreased
profits, the company culture that goes down the drain,
limiting growth, etc.
UNDERSTANDING RECRUITING

4. Probable
reasons why
the
recruitment
process
might be
going wrong
We fail to undestand people well
We let our cognitive bias get the better
of us
We try to hire people that resemble us
We understand only 20% of what we need
to and leverage only 10% of it.
We mentally create algorithms to figure
out whether the person we hire would
create as much impact as we expect them
or not which subconsciously affects our
decisions.
Be it empathy, cometitive behaviour or
talented, we try to look for people similar
to us.

5. More reasons
why the
recruiting
proces might
be going
wrong
We try to hire people worse than us
We make impulsive and quick
decisions
There's a famous saying that goes by "As
hire Bs, Bs hire Cs, Cs hire Ds and so on".
A smart leader hires people smarter and
better than hemselves. CEOs and leaders
do not have to know more than the people
they hire as long as they are capable of
hiring the best ones.
Within the first 10 minutes of the
interview, we decide whether the
candidate is the right recruit or not, then
end up spending the rest of the time
confirming the bias that we already have.

6. How stereotypical hiring processes and bad HR
systems affect companies
LOST
PRODUCTIVITY
A bad hire who has a
negative attitude towards
work can have a knock on
effect on staff morale. If
they are unable to fit
seamlessly into existing
teams and get on with
their colleagues, it can
ruin the atmosphere in the
office.
BAD COMPANY
CULTURE
Organisations need to
create job descriptions,
advertise roles, read
through CVs and
application forms and
carry out interviews.
Even after the new employee
joins a company, there is
onboarding expenditure to
consider,
REPLACEMENT
COSTS
If you have a bad hire, and
the employee can't do
their job effectively, or as
well as the person they
replaced, it means wasted
time. The organisation
may be investing the
same amount of resources
in the staff member, but
seeing significantly less
output in return.

7. HR Systems in a few companies had this practice of giving the employees
annual scores and rankings and fire the bottom 10% every year. This kind
of HR process proved to be very dangerous as it had serious negative
impacts on the company that resulted in a few of the following aspects of
the aftermath :
SATCHEL PAIGE
Payment gaps
Decreased information sharing
Increased fraud
Decreased group performances
Best candidates leaving first
Candidates perceiving payment system as unfair

8. Keeping the essence of HR intact
E F F E C T I V E W A Y S O F R E C R U I T I N G
It is very necessary to understand the main motive behind HR, or talent
acquision to able to source out quality talent. It is very important to be able to
change our deeply held convictions to be able to decide witout any bias and
locate hard to find talent.
The motto is not to find a group of people who are good at the exact same
thing, rather it is to be able to make a good team who can collectively
achieve the goal.
After all, it is our differences and similarities which help build our collective
strength.
It becomes mandatory to be a good leader to bring out the best in people, as
people need good leaders to perform exceptionally well.

9. Asking the right questions...
Will the person be able to do the job?
Will the person fit the company culture?
Do we fit the person's life?
Whether the person has the skill, motivaton, creativity, decision
making skill, empathy, leadership and many more.
Whether the candidte recognizes the personal and collective
goals and is capable of working for them.
Whether we, as HR personnel and the company collectively fit
into the story of the candidate's requirements, long time and
short time goals, and what they want in their career.

10. Necessary points to consider for effective
recruiting :-
Follow the trends and the needs of the job market and be abke to throw
away the outdate HR practices.
Locate hard to find talent through different means, like social media,
LinkedIn, throgh personal connections, or past workplaces.
Turn passive candidates into eager applicants by enlightening them how
the company has a better culture and brand and why it is important for
their career.
Identifying the correct needs for the required position.

11. More points to consider :-
I just love them in all forms
and shapes!
Having the required questions and tools to figure out what we need
and finding out if the candidate's answers.
Interpreting the information we get accurately and logically whether
they have the potential to do the work or not.

12. Innovative Recruitment Method that will
possibly change the recruitment scenario
It is undeniable that the challenges be faced head on,
proactively and strategically rather than just reacting to them
based on the subconscious bias that we have.
Studies how that one-third of the employees in the world leave the
company they work for within just six months of joining due to
dissatisfaction.
Tackling with issues like this using a different approach becomes inevitable
when the conventional HR practices do not work anymore.

13. ARTIFICAL INTELLIGENCE
Using an algorithm that identifies
patterns in the work attitude by
monitoring their official mail activity
and ensuring employee satisfaction
to keep them well appreciated for
their effort would be one way in
which HR can harness the AI
services.
This will save months of time for the
company and also the additional
replacement costs for the company
due to the employees leaving.

14. THANK YOU