Tips to young start-ups for selecting the right candidates

-

 if you are a young start up, here are some inputs for selecting candidates


These are long term measures. Hire good consultants if you can't manage.

1. Thoroughly check background. Talk to the company where the student did internships in UG/PG.
2. Thoroughly check Instagram and LinkedIn profiles and dig out things likes comments, posts, photographs etc.
3. Try to talk to the placement team of college for each identified candidate.
4. Use a lot of behavioral questions in an interview. They are good at digging out the hidden aspects of candidate's real job behavior.
5. Not easy, but check credit history, if possible.
6. Enter the name of the student in Google and see what comes out.
7. Position your company as one of the best companies to work for in campuses of your choice.
8. Selecting a candidate is like investment. You take risk and hope he will perform well. But, there is always a risk reward ratio at play. So avoid taking blind risk i.e. only considering his talent will be an error. Do make sure if candidate will stay for some long time.
9. Catch them young: Identify potential candidate as they enter the workforce right from sem 1. There are means and ways to do it. Then keep a tab on the potential ones as they progress. Social media is one platform to do this, but not the best one. Human intelligence is still rocking!
10. Keep an Excel Sheet record of point 9 above of all the potential candidates. It will act as your own simple Applicant Tracking System in the long run.
11. Hire MBA semester 2 students as summer interns to see if they are fit for being hired full time in future.

Popular posts from this blog

An Organizational Behaviour Case Study

-
I had developed this small caselet for OB exams some two year back. Thought it'd be a good idea to share it on the blog and have feedback of the readers! Feedback may be sent at pvariya@gmail.com ======================================================== Center for Management Studies Dharmsinh Desai University Nadiad Course: MBA Semester I Subject: Organizational Behavior Faculty Member: Pathik B. Variya A possible solution for the case study of the OB test held on September 23, 2006 Date: September 28, 2006 Dear Students, While the answer given here can serve as a model, you must not forget that answers to such cases are not scientific therefore one needs not necessarily agree with this. What I expect in the exam is the logic- how you correlate the theories and the case’ problem as described in the answer here. Question: Ajay, 23 year old, fresh MBA with HR, starts his career has a junior HR executive at Raj Manufacting House. His boss is a simple B.Com. degree holder with 4 years
Read more

Cognitive / Behavioral Biases in Investment Journey- Part - I

-
[A] Introduction: The book - 'The Psychology of Money' has a wonderful message - wealth creation is a function of both - luck and risk. One needs to be 'reasonable' to manage the risk. One should not be over rational, neither should one be too casual with their investments. It is more of an error and trial (semi scientific and semi artistic) process, where one keeps on learning with experience and try to increase the risk adjusted returns, while keeping a margin of safety. None of us is rational and emotions are all around and in us. No one can run away from them. The same emotions, pre occupations and beliefs also affect our investment decisions. In this article, we will try and explore the biases that do not allow us to take 'reasonable' decisions related to investment.  [B] What is a bias?: According to dictionary.com, " a strong feeling of favour towards or against one group of people, or on one side in an argument, often not based on fair judgement o
Read more

Training Needs Analysis and BCG Matrix - A Conceptual Write-Up

-
Image
 [A] INTRODUCTION: Training is about transfer of skills. It has its own strategic importance too. Training costs a lot too. Every penny spent (invested?) on training must be accounted for. It must generate enough ROI and must contribute substantially to the achievement of strategic objectives of the firm. I have come up with a conceptual framework (above) that tries to compare some elements of the BCG matrix to the training need identification.  Please note that not all the productivity related problems are solvable by the means of training. Employee performance has two dimensions, as you can see in the above matrix. [B] Discussion: One is "Will Do / Won't Do" (Attitude) and the other is "Can Do / Can't Do" (Skills).  Let us explore each dimension: 1. Can Do, Will Do: No actions are required for this type of employees. Such employees are like STARS of the BCG matrix! They CAN WORK and WANT TO WORK. As a manager, you are the happiest person to have these type
Read more