Most Prominent in the Recruitment Process of Organisations

It is most prominent in the recruitment process of organisations where interviews play the deciding role in hiring or rejecting candidates. Here we take the example of XYZ Ltd, an MNC, conducting interviews for the post of management trainees. The package offered and the brand name; both attracted a large number of applicants. An interview panel was set up for the selection process. They hired seven candidates who they judged to be of equal caliber. However, three months into the job, the managers discovered that two of the recruits were not making any noteworthy contributions and were pretty down on productivity. This was in complete contrast to what those candidates had projected during their interview.

How should an organization address these concerns? Can we conclude that there is a lacuna in the selection process? These candidates successfully adopted different personalities during the interview to gain entry into their respective jobs. The interview process or interviewers cannot be blamed since they are also prone to the natural human tendencies of time bound judgments.

Through this paper we would like to deep dive over the following points.

* Responsibility linked with Performance

* The key traits which a recruiter looks in a prospective employee

* Credibility of today's recruitment processes and the need for a benchmarking grid/process across industry to validate the same.

* The conventional recruitment process (written test/group discussion/personal interview etc) versus new-age tech (personality profiling/psychometric test etc)

* Work-style difference between Baby-boomers, Generation X and Generation Y

End-note

Instead of analyzing people based on short interactions, more psychometric tests and observation processes should be added to make such analysis comprehensive. Proper training will help in these decisions as it is one of the most important factors in the 3M theory - Man, Money & Machine.

Many a times we all face awkward situations to arrive at conclusions which may be different from traditional approaches. The paper is an attempt to challenge the traditional belief that the first impressions last forever.

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