Right panel with choose right!!

Onboarding the right Talent has been an ongoing concern and undoubtedly plays a crucial role in taking an organization towards its vision of growth & success. As important as it get the ones who choose the talent cannot be ignored either. They are the ones who on behalf of the organization have agreed to recruit the best. Haven’t They??

Many times in order to fulfill the urgency to onboard people we by-pass the quality check and one such is the choice of interview panel. I wonder how many organizations don’t realize the importance of this importance process. As it says ‘A will hire A only and B with hire C’, so it’s time to implement the same. Let’s list down some must have check points before enrolling them in  panel list.

Has to be an A type : Yes ‘A’ has the confidence to face another A and the competition will only make him better. Also the world should know what it means to be part of the team even the one who gets rejected will help you in branding you A team. It’s important that you categorize you population as A ,B and C with very clear and objective parameters. A panel chosen from this would know the expectation he/she has to carry and the responsibility to hire the right fit.

Should understand the culture: It’s important that the panel is aware of the culture of the organization and should be complying with the same. Until someone himself is not a propagator would not be convinced to hire the person who fits in well with that scenario. Mostly someone who has spent good time with organization (not less than an year) should only contribute to such activities. Moreover even the candidates feel comfortable meeting people who have spend good time with the organization as that helps them to decide on the options.

When availability is not a challenge: A panel that is most of the time not available for the interview will only add to hiring teams pain. Imagine the amount of follow up and cancellations which might result in bad mouthing of the organizations recruiting process. Also someone with a better EQ than IQ would make a better decision maker in such scenarios.

Open to feedback: Make a point of collecting interviews feedback from the candidates ,asking about the interview experience could be a good idea to enhance the process and add better processes. Sharing the same with the panel with help to improvise both the process and panel’s interviewing skills.

Prep the new one: Any new panel should not start with interviews directly without shadowing different old panels for at least 5 -10 interviews .This would help him/her understand the expectation and with different people he would have a wide scope to pick the common chords.

Format Matters:  One needs to see the panel comfort and skill to judge while giving the interview format. As some might be good in face to face interaction but a telephonic judgment would be a difficult aspect for many. Hiring team has to segregate panel list as per the same for this might avoid any wrong hires or even wrong rejects thus helping in better and healthy talent pipeline.

Let’s not forget recruitment is a team game which needs sharp and intelligent recruiters and equally competent selection panel in order to make a ‘A’ Team come together.

Rakshita Dwivedi comes with around six years of varied HR experience with MNC’s and Startups. Currently she is associated with plugHR. Mathematics has always made data analytics one of her favorites which later shaped in the form of interest for technology and social media applications. She has always believed that HR is about stepping in employer’s shoes while still being an employee and indeed such challenging task is worthy of all the efforts put in to strike the right balance. Writing is her passion which helps her connect with a wider audience and makes her write for plugHR . In the past she has written for Fleximoms and Avatar too. Read her blog here. Connect with her on LinkedIn, Facebook & on twitter at@rak_d.