Talent Acquisition - Choose the Right one

Any journey starts with hiring the right team. However, the term "Right" is not same for all. It varies from right skill sets, the right attitude, right payscale so on & so forth and undeniably everyone is "Right" in choosing their meaning for the  "Right."The "Right" may always not be required to be recruited from the market as I always believed the right ones are those who are groomed to be right within the organization. Because many times an employee has to work associated with the "Why" of the organization which is well built within the culture of the organization.
But the process doesn't change.I see this choice of the right process takes three most simple and necessary steps :

Have the right Job profile designed:

The Choice for the right person starts with the first step you choose and the answer to the question

As a recruiter do you know what you need from the person you hire ?

Many a time I come across recruitment posts talking about the skill sets they need and experience. But how much is that giving information on what I need to do as part of my Job and what will I get to learn. 

The right one can be chosen only if you have known the ingredients.

When you prepare a job profile to ensure to give information not only about the skills and experience but also,

• Why they are recruiting? 
• What would be expected of him\her 
• What they will learn
• How their career will grow?

Set the right tone - Interview Process

We have always been taught,

All humans have equal brains with their own Mastery and Excellence.

You cannot leave someone behind for their shortcomings, there is still a definite path to send the messages to the brains so that they respond

You might feel the quote no relation to the situation we are in discussion, but if you see, there is a lot of resemblances as well. In most of the interviews, an interviewer starts grindings the Jobseeker on the subjects he knows or the technical strength he has, it is more important to understand the strengths of the person giving his interview.

What you look for, in the cadet in the interview room for assessing him on the "Right" parameters is what amuses. I will not read out the parameters and leave it to your choice. But what I have learned is that

Do not judge on what U Know, Understand what he can bring to the table ?

Skill can always be developed, but if the "purpose" isn't there, then there is no value add.

For me keeping the skill set apart which would be the standard thing a point more or pointless among most of them attending, the parameters driving me to choose are

• What is the motivation factor for him to work for me?
• Will he be happy working for my job role?
• Can I meet his dreams?
• Will he grow in the direction he likes to?
• Does he have a purpose?

Let them express

You recruit someone with a belief he is the "Right" one and then you start ordering them of what needs to be done. In that case, you do not need a skilled and a right person with all the qualities. You just needed a human who can respond to your commands. 

For example, most of the companies say "We need someone who can exhibit leadership qualities and be willing to take the responsibility."

The justice to the statement can happen only when you let them express and respect their voice. 

Companies which are successful are not because of the ones leading it, but because of the right teams they are able to build.If you can buid one, then you can be the next big one !