A colleague was once quite amused when a manager told him that he had to prepare for job interviews with candidates the following day. What surprised my colleague was that he had always heard of job candidates preparing for interviews, not interviewers.
RECRUITMENT & HIRING
A colleague was once quite amused when a manager told him that he had to prepare for job interviews with candidates the following day. What surprised my colleague was that he had always heard of job candidates preparing for interviews, not interviewers.
However, since recruiting the right candidate is critical for any company, interviewers should be fully aware of the job requirements and know how to assess candidates in a way that effectively brings out their relevant knowledge and skills. To justify his or her role in the exercise, the interviewer should be prepared to ask questions that check the calibre and ability of the candidate to fit into the job later.
The hiring process, followed by the recruitment of a candidate, is expensive. If the hired candidate fails to deliver in the job and has to be released from service, it results in a waste of company funds. This makes it imperative that interviewers conduct the process thoughtfully and effectively.
Interviewers should look for the right blend of talent and cultural fit, ensuring that while technical skills are present, the candidate also aligns with the company’s values and work environment. Skills assessments are useful in evaluating a candidate’s ability to perform job-related tasks and determining whether they possess the knowledge and abilities to succeed in the role. At the same time, gauging whether a candidate is a team player is vital. This can be assessed through their past experiences of collaboration, conflict resolution, and adaptability, as well as through their body language and non-verbal cues.
A clear job description also plays an important role, as it accurately reflects the duties and responsibilities of the position and helps set realistic expectations. Reviewing past accomplishments and performance, through resumes, references or feedback from previous managers, provides valuable insight into the candidate’s suitability for the role. Paying attention to the candidate’s own questions during the interview is equally important, as they often reveal the individual’s level of engagement, their understanding of the role and their interest in the company.
Paying attention to the candidate’s own questions during the interview is equally important, as they often reveal the individual’s level of engagement, their understanding of the role and their interest in the company
Another critical aspect is evaluating the candidate’s attitude towards feedback. Behavioural and scenario-based questions can help interviewers understand how an individual has handled criticism or challenges in the past. Equally, observing body language can indicate whether the person is confident, cooperative, or more suited to supervisory or support roles.
Once a candidate is selected and joins the organisation, orientation becomes the next key step. Typically lasting a week or two, this period is arranged by the HR department and includes an introduction to company policies, clarification of ambiguities, and the completion of essential employment forms.
The new hire is also introduced to managers and colleagues with whom they may interact in the future. Forms such as the employment application, conflict-of-interest declaration, provident fund and group life insurance enrolment are completed, with the employee nominating a beneficiary for certain benefits. Accuracy is essential in this process and HR must ensure that all documentation is free from ambiguity.
The first impression an employee draws of a company comes during this crucial stage, making it imperative that the entire process is carried out with professionalism and transparency.
The writer is a consultant in human resources at the Aga Khan University Hospital. He can be reached at: parvez.rahim1947@gmail.com
