Dear Headhunters
/ Recruiters :
Like most of you , there was a time when I too insisted
that a client provide a “ Job Description “ for the position to be filled
Then , gradually I realized the following :
* Most client companies found it difficult to
write down a JD ( Job Description )
* When they
did manage , it was rather vague and too general
* Some HR
managers ( of client companies ) were in love with latest jargon !
* JDs read
like “ Motherhood is Good “ – with which
none can quarrel !
* Interview
questions based on such JD, got same answer from all candidates ;
“ Of
course, I am well versed in that area “
Following is an example of a client-provided JD for the position of HR Director :
* Provide
strategic and operational human resource advice / guidance
* Ability to
steer the human resource function / act as the key catalyst for change
* Work closely
with HR team to provide strong business partnering
* Build
consultative relationship with all stakeholders to create an environment of
excellence and continuous improvement in a
high growth environment
* Champion the
talent and organizational development strategies and practices
focussing on organizational change , talent
acquisition , assessment, career
development and succession planning
* Employee
engagement through sustained HR interventions
* Benchmark HR
practices of the organization with the industry standards
* Demonstrate
strong and visible support of the organization’s values thereby ensuring
HR creates a visible impact
* Perform all
tasks in accordance with established regulatory compliance and safety
Requirements
See , what I mean
?
IS THERE A
BETTER ALTERNATIVE ?
Yes – and that is to replace a JD with , what I call ,
a “ Performance Expectation “[ PE ]
After all , as an organization , our client has “ problems “ which he expects a successful candidate
to be able to “ solve “ – and within 4 / 6 / 12 months ( of course, using only
ethical means ! )
For any given position , we should be able to define such
“ EXPECTATIONS “ in a quantified manner and
be able to measure these in an undisputable way
Take a look at the following few examples [ Can you expand this list ? ] :
·
Employee
Turnover ratio
· Ave
length ( time ) of employee tenure
· Rate of
retention { No joined / No stayed } for a given period
· Ave
time ( in present cadre ) before getting promoted to next higher cadre
· Percentage
Absenteeism
·
Number of Grievances / per 100 employee
( and ave time for disposal )
·
Timely completion of Annual Performance
Appraisal exercise
·
Number of Training Sessions / persons
trained
·
Terminations / Disciplinary Actions
·
Recruitment Cost per hire and Time
taken to hire
·
HR Dept Employee cost as a percentage
of Total Employee Cost
·
Employee cost / Sales Turnover
·
Employee Cost / Operating Profit
·
Employee Productivity ( No of Man Hours
per physical Unit of Produce )
·
Computerization / Automation of HR
processes
·
Days lost due to Strike / Go Slow
·
Percentage of Overtime
All of these may not be relevant for our client’s
situation. Then there can be others
In the first instance , we the head-hunters , should
ourselves , prepare a shortlist ( as shown above ) and show it to our client
for addition / deletion
If our client company’s, “ Operational figures / Annual Report /
Balance Sheet ( with all the annexures ) “are available for the past 3 years,
then it would be highly desirable to get hold of these and calculate these ratios
to the extent possible and plot the “
trend “ graphically
[ alternatively , client could be requested to compile
this on his own and give to us ]
Then show it to client and request him to :
· Select
those which he considers of high priority and where he expects the HR
Director to bring
about improvement
· Quantify the “ measurable “ amount of improvement (
and time period within
which
, it should happen )
Then present this paper to the potential candidates and
ask :
This is what our client expects by way of achievement ,
from the executive who gets appointed.
How confident ( Absolutely / Reasonably / Doubtful ) ,
are you to meet our client’s “ Performance Expectations “ ?
Refer :
http://hcpreports.blogspot.com/2018/03/software-architecture-for-online-jobs.html
Following link gives some targets for HR Director
Do read this report :
“ Hiring managers’ top three priorities are all
focused on quality: the right skills & culture fit, future
performance, and retention. “
“ The HR function has
also had to redesign itself to deliver at scale. It has also had to revisit its
roles and embrace technology to deliver consistent results.
The demand is for HR to impact business performance in a
more sustainable and strategic fashion. "
LIMITATIONS :
The “ selection process “ described above has the
limitation that we are solely depending upon the candidate’s own “ Self Declaration “ ( as to his ability to meet the
Performance Expectations of our client ) . What
we need is some historical “ evidence “
MY SUGGESTION :
Ask the shortlisted candidates to bring with them, a
tabulation showing such actual “ Performance Ratios “ for the past 3 years for his
current employer company !
{ If he has not
stuck to his current job for 3 years , do not call for interview ! }
If readers have any ideas
re this, please do write to me : hcp@RecruitGuru.com
Also , do let me know if
you have a better / bigger list of “ Performance Expectations “
21 June
2018
www.hemenparekh.in / blogs
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