Hiring The Unbeatable Workforce


The staffing philosophy and decisions of an organisation deliveran undisputable fillip to its performance. Hiring is consideredmore an art than a science and most hiring managers are likely toerr while taking staffing decisions due to poor preparation.

Preparation for the interview and following a uniform programacross the firm makes the process more precise. The wholeprocedure begins with resume reviews followed by first-roundinterviews. The second round of interviews are more conclusiveand are often followed by reference checks and hiring offers if ajob fit occurs.

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The success rate is more optimistic when firms follow standardised“correct ”way of hiring rather than no standard procedure allowingemployees to make their personal“ hit and trial journeys.

Standardising eliminates the risk of errors and provides a loopbackmechanism to review hiring “rights” and “wrongs”. It all boils downto firms ensuring that every interview is done in a uniform way,organisation wide.



While reviewing, the hiring manager should make note of theemployment gaps and trajectory paths shown by theapplicant. Even simple tasks such as interview logisticsinvolving venue and ambience have a telling effect.

Stepping into the interview, the interviewer should avoidforming quick “First Impressions”. These can be wrong andbiased and thus best avoided objectively. Communicate theinterview format and schedule to the interviewee and thenstart with queries.



Queries should focus on resume gaps, education, professionalexperience, competencies, and compensation. The secondinterview invitation has to be communicated if the first roundgoes well.

This one paves the way for a deeper, more focusedquestioning on determining the fit between the position theprospect. The hiring decision is usually made here and shouldbe guided by facts, keep aside personal predilections.



In his book “ performance based Hiring”, Lou Adler hasquoted, “To me, the worst is to hire people with the same kindof experience and the same kind of job in the same industry.While this story is easy to do and logical, you will continue tounder hire.

People who are willing to do the same old things over andover again are just cruising along. They are not topperformers.” A well-performed reference checking bothreinforces the interviewing verdict and acts as a safeguard.


Hiring The Unbeatable Workforce

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