I am pretty lousy 'Hirer'.
Given that I worked in the family businesses for years before I started my Digital Journey, I had never been interviewed for a job, so really don’t know of the best practices of Interviewing (if there are any).
Almost 12 years down and possibly seeing 500+ folks graduate from 2win ‘academy’, I just thought of sharing how I hire people.
I am paranoid about being on time personally, but am pretty flexible if other folks are a bit late here and there. If candidates are late for an interview, I'm OK with it. I respect that there could have been some trouble on the way or just leave it for the benefit of the doubt.
I may have browsed the resume for agreeing to meet the candidate, but during the meeting, I shun all papers. If the person gives me her CV, I turn it down and place it on the table. I just don’t believe in reading someone’s 'history' when the person is in front of me!
Mostly I meet people who write to me that they want to work for 2win, so I just call them over for a coffee.
3. Drinks and Refreshments.
I kinda get naughty with folks here. If the candidate looks serious and stern and typically if the interview is in the morning, I ask 'Do you want a beer'?
The shock typically gets them startled and either makes them more uncomfortable or makes them chuckle.
I like to hire people who can laugh and be funny and make merry. We are in the business of digital entertainment and communication and need people who are comfortable with them selves.
Coffee is a big addiction for me, so I go on and on selling the Phillips 'Highlander' Blend that I insist folks have. Usually they relent to my wishes; it’s served black and 5 out 10 folks hate me for it :-)
Of course, we offer usual Cola, Machine Tea and Coffee (I tell them its yucky before hand).
This is really the tough part. I completely stray from the Job Details and dive into what they LIKE TO DO - their personal ambitions, habits, passions, goals etc. The discussion becomes tangential and sometimes vague for the candidate, but for me, it’s the only way to read people and really understand what they want to do.
5. Salary discussion
Its usually ' we will match' what you get. Not anything more - unless that person is coming in at the end of his/her appraisal cycle.
I get a bit emotional on this part. I don't believe in 'bribing' people and making them join 2win. They join us for the journey, the experience and the thrill of doing something not done before. If money is their agenda, they have knocked on the wrong door.
My hiring meets for me last 15-45 minutes. I hire 99.99% on gut and intuition - never by credentials.
My take on this as a Search Consultant
It’s all about hiring the right talent, attracting and retaining, on a professional front, and then gut feeling follows.
“What attracts to 2wingroup and why would they leave 2wingroup”,
The interview process needs to be robust and are we hiring the right person for the job/organization. At this place the Search / Recruitment consultants PARTNERS take over. (Since most of the CEO’s are too busy to conduct indepth probing interviews ) and their HR department, well ………….no comments.
The key phases to successful hiring for their client begins with
1.What is the talent we are looking for ? Potential (long term), Role fit (Shrot term) and Cultural Fit?
2. Assessment – Identifying talent. Most important process of hiring. An assessment would normally be conducted for at least an hour, preferable a personal meeting.
3.Post interview - Attracting talent on board.
An interview is very important. When the candidate is late for an interview, it displays a flaw in his/her character. It is irresponsible. It may also upset your schedules.
To summarize he/she cannot be depended on. There’s no excuse to this except for any emergency.
It’s just not about anyone’ history.
In some of cases CV may not be required but an indepth probing is conducted on what is in black on white (Evidence on CV) . The CV maybe fabricated at times. Their body language says it all.
3. DRINKS & REFRESHMENTS
The candidate would be surely more interested in knowing about the offsites and parties and incentives and awards ……………………….
They are usually sold out on the richness of the role, the brand and the culture and other benefits. Value addition to mutual benefit.
5. SALARY DISCUSSION
ONLY If the candidate is in love and passionate about the brand ie 2win, nothing matters, Rest all follows. .
15-45 minutes , anyone can fake. 3-4 personal meetings may bring out the real person.
The tough process is conducting stress interviews , to test how they react to high pressure.(At some levels).
Critizing, being rude, being arrogant, ignoring the candidate, etc etc..and the candidate who passes this interview is a sure good fitment.
Hiring people is very challenging and the execution is all about content and creativity and content rules.
“GUT Feeling would allow you to hire a good candidate but may not be the right candidate. “………
But at the end of the day the Client is always right..Client is my performance matrix. !!
Well, do all these points hold well for hitech skills hiring ? Microsofts, googles , why dont they having anything near to this kind of hiring practice. They have 5-6 hardcore technical rounds on avg and negligible HR round.
I am curious actually as i too do agree with the overall essence of your points.
An avg. performer in 1 setup can be outperformer in another and vice-versa. for ex: i have experienced some ppl will perform outstandingly in startup type of free environment and fail to make a mark in big MNCs.
Whats more gyan on that ?
given the fact that this post is 3.5 years old; and that you've been interviewing many many good folks over the last few months... are there any more points you'd like to add or change??