Hiring the Right Talent

In the volatile market situations, it is quite difficult to predict what attributes and qualifications of the candidate would be required six months or one year down the line. In such volatile work scenarios, there is constant fragmenting, reorganizing and reconceptualization of the market. This makes hiring the right candidate for any given requirement quite challenging as companies need to ensure that the candidate has right attributes to adapt to the constant change within and outside the organisation. The work environment requires candidates to be rapid, flexible, and quick learners. The job demands them to be adaptable, and have broad knowledge in different business fields.

To gauge the strengths and competitiveness of the candidate and to ensure the right fit, it is essential to ask the right questions. Some of the aspects on which the candidate can be evaluated are:

1. Adaptability– In most organisational systems, change is the only constant. Candidate should be able to give examples of the evaluation, shift and growth in his/her previous workplace, and how new roles were handled.

2. Team Player– Today’s competitive business world requires individuals to be cooperative and they must possess the skills that can help groups thrive and become more productive. The candidate must be creative and self-directed, who can think of competitive gains of the entire team and organisation.

3. Comprehending Disparate Information– Every work environment has overabundance of data and information which can be quite overwhelming. The candidate should be able to see important patterns and trends in the information, proactively see the market dynamics, and take decisions accordingly.

4. People and Relationship Management– Positive and productive energy for the initiatives and projects is essential for the success of any company. The candidate should be able to create a spirited workplace with affirming and attentive interactions with others.

5. Owning the Mistakes-Making mistakes is essential for adaptive learning. Learners make quite a few mistakes, and are able to learn important lessons. The candidate should be able to describe his/her failures, and the lessons learnt from these mistakes. If the candidate is not able to describe any failure, consider it a warning sign. Also, if the person keeps blaming external factors for their failures or problems, it might be a good idea to not pursue.

6. Constant Learning-Candidates should be able to display the eagerness to learn, and should also be able to pursue learning on their own. New concepts, ideas, and information should get them excited, not make them feel nervous or intimated.

7. Social Media Presence– Professional information can easily be seen on the social media such as LinkedIn, Twitter, Instagram, Facebook etc., and it is an essential key to find out more about the candidate as an individual and also as an employee. Social behaviour of a person might give a hint how he or she will fit in the company’s culture. If the candidate has anything to hide, they will not disclose much information, which can be a warning sign.

8. Soft Skills– It is important to gauge the social skills during interview. Skills can be acquired, but not the personality. The candidate should be able to elaborate the answers if required, and should be able to maintain the eye contact. Soft skills such as emotional intelligence, though process, interpersonal skills and communication skills are important, as they matter.

9. Questions Matter– Once the interview is over, the candidate should be able to comprehend the information gathered during the process of interview, and be in the position to synthesize and ask thoughtful questions about the core business. The depth of understanding about the business can help companies evaluate the candidate’s thought process, and if they will be able to diagnose market situations and respond to it responsibly.

The candidate should also be able to answer questions about business and industry, and what aspect of the core business interests them. This will show their level of interest in the company, and if they have done enough homework to justify their willingness. They should be able to understand and connect with the business, as well as the role they are expected to fill. The questions candidate ask can give the insight what is important for them.

No candidate exactly fits the bill or is perfectly qualified for the job. There is going to be leaning in any job. Although gut feeling helps, asking the right questions is also quite critical. The person should not only be right fit for the company, but also right fit for the job. To deal with the challenges of hiring the right candidates, organisations often engage with the staffing agencies as they have experience, reach and means to hire the most suitable candidates for any given job. Idexcel is a premier provider of IT staffing solutions to Fortune 500 customers. Whether it is providing just a few resources or staffing entire project teams involving hundreds of resources, Idexcel’s IT staffing solutions helps clients with the right talent, skills and competencies when they need them. We provide clients exceptional IT talent to meet their demanding technology initiatives at both local and national levels. Idexcel exceeds client expectations through highly effective processes for recruiting, screening, testing, and talent engagement.

Special Report Recruiting

The 2008-09 financial crisis crushed the recruiting industry. With massive layoffs and hiring freezes proliferating around corporate America, headhunting firms found themselves in a massive funk. Consider Korn Ferry, the largest executive search firm, which, according to The Economist, saw its annual revenue tumble 20 percent in April 2009, resulting in a loss of $10 million for the year.

But as the economy found its footing, so too did the industry of identifying and hiring talent. The rebound in the job market injected new life into search firms that help companies with high profile hires — Korn Ferry, now Korn Ferry Hay Group, reported a revenue of nearly $1 billion its last fiscal year — but it also spawned an era where companies are doing more of their own recruiting. Continue reading

11 highest paying tech jobs in America

If you’re not quite doctor or lawyer material, but want to make a killing, then you could do a lot worse than get a tech job. Which kind? That’s what online jobs and recruiting marketplace Glassdoor reveals in a new survey of the highest paying jobs in America. We’ve filtered out the non-tech jobs like physician ($180,000 median base salary) and lawyer ($144,500 median base salary), which are Nos. 1 and 2, and go from there (though really, what isn’t a tech job these days?) Anyway, you can get complete results of the Glassdoor highest paying jobs survey here. Results are based on salary reports shared by employees with these jobs on Glassdoor over the past year. Continue reading