Download to read offline
Ideate : List of ideas for improving hiring process
- 1. I started withthe problem statement in previous assignment and started noting down the ideas as they were coming. The order of ideas listed here is same as they occurred to me. So they may not appear in any logical order. But I wanted to do this for two reasons – 1. Wanted to avoid judging the ideas. If I have to put in some logical order then i might have started judging and classifying ideas. I wanted to avoid it. 2. I wanted to see if there is any pattern. As I reach more number how do ideas improve ? Here is the problem statement – Very experienced, highly skilled Technical leader, trying to build a multidisciplinary team of young engineers, Needs ways to improve efficiency and efficacy of hiring process without compromising quality of hiring. The link to complete presentation is at http://www.slideshare.net/prashantladdha/school-to-work-transitionempathy-map-25011604 Ideas ! Ideas !! Ideas !!! 1. Identify hot spots - Go through all steps in your hiring process and identify which steps take longer time. Try doing same steps in lesser time. 2. Identify weak spots - Go through all steps in your hiring process and identify which steps are relevant for quality of hiring. Spend more time on improving it. 3. Reduce number of interviews 4. Make requirements for hiring more specific. You will have more relevant resumes and can save time 5. Use different screening methods before asking candidates to come for interviews 6. Use common written test and choose only promising candidates for interviews 7. Go to college campus, complete entire process in a day 8. Change selection process. Make it more objective. Currently you have lot of emphasis on face to face interviews 9. Ask candidates to give a short presentation and then choose for further interviews. 10. Rather on having several rounds with one person interviewing candidate every time, use a panel of people to interview the candidate together. So just one interview with the panel
- 2. 11. Start early,Publish requirement on website, invite resumes and then use shortlist using some generic text filters 12. Use external agencies to do initial screening 13. Ask candidates to take online test and use test scores to short list 14. Start with big group first. Use group quizzes to shortlist a smaller group 15. Give some real life projects as assignments to candidates and then shortlist for further steps 16. Use referrals from your own employees. Those references will save times as well as uncertainties 17. Use various portals like linkedIn, Monster and gather some useful infor about candidates 18. Offer internship and later you can find some good candidates for hiring from the interns 19. Offer summer jobs and that can throw up some good candidates 20. Use academic performance as first level shortlist 21. Be active in different technical forums and keep tracking good talent 22. Make hiring a continuous process – something that is happening all the time and not the need based. Need based hiring is often ill times, and yo may get good pool of talent at the time you want to hire 23. Offer scholarship at good technical institutes. Keep tracking those as prospective good candidates 24. Have network among academia and other technical institutes. That give good leads 25. Socialize more different forum. You may get some quick references 26. Use automation or analytic tools to have first level assessment of candidates form resumes 27. Build community for the technology you want to work with. This can show some good talent 28. Conduct some regular design or programming contest- winner there ould be good prospects 29. Maintain database of high performing graduates form different good institutes and grad schools 30. Try minimizing attrition of good employees 31. Also maintain network of past employees 32. Instead of every candidate having his resume in her/his format, ask candidates to fill information in the format you have. This will help automate initial screening.
- 3. 33. For thegraduates seeking employment have a evaluation metric based on their academic performance, rank of grad school and few such parameters 34. Ask candidates t submit a statement of purpose. This brings out lot clarity. 35. Gather more information about candidates based on their grad schools, peer group and activities on social media 36. Specify the reference you need. Ask for minimum 3 or 4 reference. One from grad school teacher, one from previous employer etc 37. Hire new graduates every year and build a cadre. 38. Keep internal reserved pool of employees 39. Wherever possible use internal hiring and referrals 40. Invite candidates in larger group. Give all of them same tests and ask for peer evaluation. Use this as first level screening. Will save time. 41. Ask candidates for demonstration of their work. 42. Make interview process more objective 43. For the interview process have definite time allocated. 44. Use question banks and do initial screening using a written tests 45. Use scores from SAT, GRE or other standard test as a metric to have assessment about general aptitude 46. Use grad school scores as second level or metric 47. Use psychometric test to assess attitude 48. Always maintain a big questions banks and list of problems. Ask candidates to submit their answers online. Use this as first level of screening. 49. Use video for interviews. You can interview more people from different locations without a need to travel. 50. In video interviews use pre-recorded video to deliver questions to candidates over video and record the response of candidates. This video could be watched by the selection panel later. Will save time. If you like response ask candidate to come for further discussions. 51. Use artificial intelligence to generate questions and also assess answers. If candidates are good ask them to come for next round. 52. Use automation to go through resumes, filtering interesting ones. 53. Use Artificial Intelligence and test robots