End To End Performance Based Hiring
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Hiring managers often wonder what it takes to see as well as hire stronger candidates. This information is generic and still relevant in the event the reader does not happen to be a recruiter.

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End To End Performance Based Hiring

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End to end performance based hiring

End To End Performance Based Hiring

Summary:

Hiring managers often wonder what it takes to see as well as hire stronger candidates.

This information is generic and still relevant in the event the reader does not happen to

be a recruiter.

Universe Jobs: Apr 19, 2016– Hiring managers often wonder what it takes to see as

well as hire stronger candidates. This information is generic and still relevant in the

event the reader does not happen to be a recruiter. There is a whole lot of pertinent

advice for effectively raising the talent bar at organizations or landing a far better job for

that matter.

Career moves are required to be created for each and every new hire. A great job is

required for hiring really great people. Never mistake a great job for a laundry list of

skills, competencies and experiences. A great job requires a clear description of

everything the person hired for the position needs to do in order to be successful.

Only when the hired person finds the job to be intrinsically motivating, values it more

than the compensation the position would bring only then the job can be called a great

job. It is all the more important to sell the discussion rather than sell the job itself.

Hiring a great person can never be equated with buying a car, which is a purely

transactional process.

On the contrary it is a consultative process much like building a house. The process

takes a significant amount of time, lot many number of hours spread over weeks. It is

never going to be a check boxing exercise, as the whole thing starts with a discussion.

It is mandatory to offer something of a 30% non monetary increase by way of a job

stretch, which essentially is a bigger job with much more impact. It must offer better job

satisfaction, wherein the person does more of the work that he or she really enjoys. It

must offer job growth as well, wherein the incumbent is able to discern the fact that the

job growth or the rate of change as far as learning is concerned and the same leading to

a bigger job much more faster than the competing opportunities available at the

moment is due to the acquisition of knowledge and skills associated with the aforesaid

position being offered, which otherwise would not be possible at all.

As and when this is accomplished, compensation would appear to be far less important.

The interviewer needs to determine whether or not the job is actually a career move by

hinging on the most significant accomplishment question. As a Page 1 of 2 interviewer

digs deeper and deeper into the most significant of the candidate's accomplishments the

most important thing to spot is to singularly pick up the differences between your job

offers as compared to what the candidate is currently doing.


End to end performance based hiring

The key to finding better jobs as well as better candidates lies in effective networking.

This hold equally good for a job seeker, hiring manager or even a recruiter. The context

of the job makes all the difference between hiring a great person for the wrong job or the

right one. Hiring in today's day and age has come to such a pass, where the individual

performance has been sacrificed at the altar of efficiency and speed. The balance needs

to be shifted and restored back by knowing the job inside out, and consciously going

slower at the same time, asking the right questions is a must, all of these would lead to

creating a great career move and benefit recruiters and job aspirants alike.

Read Career Related Blog: https://www.universejobs.com/blog/

Need a Job: Register here

Contact Information:

Name: Rinki Gupta

Company: Universe Jobs

303-304 DDA Building #5, District Center

Janakpuri, N. Delhi-110058

Phone +91-11-42854400


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