A person taking the interview represents the whole of the organisation. Now in India especially Bangalore, a person decided to move out of a company is getting different options. He would at least get five offer letters before he conclude to one. Salary, Nature of work, Status of the company, Employee benefits, possibility of exposure to technology and skills, Projects etc are some of the major factors that makes one to decide upon which company to join. But I believe that there is one main factor which actually makes a big impact. And that is the nothing but the person who takes the interview.
Technical people who take the interview shows how technical the company is.People who take HR and the soft skill rounds represents the company and should be having the capability to judge the person in such a way that they understands that if it is worth taking this person. Most of the times when technical interview is taken the task is to check if he would agree to the minimum salary. Hear itself the thing is going wrong. Why do you want someone to be take in a lowest possible salary to which he agrees at that time. Yes, this would certainly help the HR. But we are not taking him for HR but for the Project. Very soon hie would approach the Project and start taking about a better hike. And this would again create tension in the project. And soon he leaves the company. One thing what we forget is that. When you find the right candidate, you are actually not selecting him but showing a demo of your company in front of him so that he selects your company. The person who takes the interview should also feel for the company and take the interview. This could reduce a lot of attrition happening in the corporate world. To make this possible, there needs to be a direct benefit attached. If the person who is selected in the interview is performing good in the appraisals, the person who took his technical interview needs to be also appreciated. A person is staying long in the company needs to be certainly appreciated but at the same time the person who has taken his personal interview needs to be appreciated. In my company we have a concept of having two managers. one is the line manager and the other is staff manager. The line manager is the person to who you report to the the project. Staff manager is responsible for your growth. While taking the interview staff manager or in companies where you are attached to units. a representative who would be responsible for you throughout your carrier in the company should take the interview and see if he/ she is responsible and is worth taking the person to the company. and the person also should be showcasing that what the company is. It’s time to come out of the normal way of recruiting people for just doing your job. Most of the people do things so that their job is done. If asked to recruit people and increase headcount, we also needs to be responsible enough to take people who are going to fill in the gaps of the business coming in and not just to complete the job. People should not be just following the words as said but needs to think why is it said so. And you need to take decisions on your work which is good for your work. else we do not need such designated and educated people to do these jobs. If or job is just to obey orders then we could get people from anywhere. I remember an year before one of my friends sister came to attend the interview as a fresher. The friend of mine who I am referring to joined in the company as a graduate and continuously got good rating and is considered as one of the best employee in the Business unit. He was also awarded with the LORE award once and also got the best programmers award. He is one such person of who client is always happy and have never received any complaint on him from any one. Coming back to his sister. She got 79% in her engineering, and the cut off the company declared was 80%. She was not given a chance to write the exams. My friend requested for giving her a chance to write the entrance exam at least, and if she is proving herself then take her. His request was not considered. Now this in my view is a great mistake. The person who was not even thinking of changing the company, planed to change the company and resigned. he was offered high in another company We had to struggle hard and make lot of options to convince him to stay back. I was referring to this scenario to show how people needs to be flexible and take their own desertions. Now 79% is certainly a high score and will have no difference between a person getting 80% and 79%. Since there is a rule, people did not even think why that rule is made when rejecting her. Well if you would have given her a chance to write the test and if she fails in it, it was a different case. This is one of the actual employee benefits. Now it is also the family of the person who work for the company who cares for you. And this make a real branding which you can not get spending millions of dollars. One of my colleague told me a few days before, the branding that you could not get by givig thousands of rupees as monthly salary, was built in my home when I took home one packet of cashew which was given on Diwali. So start thinking out of the box. It is also the family which helps a person to take decisions. Here I am forced to remember what Colin Powell said once. “You know the expression "it's easier to get forgiveness than permission?" Well, it's true. Good leaders don't wait for official blessing to try things out. They're prudent, not reckless. But they also realize a fact of life in most organizations: If you ask enough people for permission, you'll inevitably come up against someone who believes his job is to say "no." So the moral is, don't ask. I'm serious. In my own research with colleague Linda Mukai, we found that less effective middle managers endorsed the sentiment, "If I haven't explicitly been told 'yes,' I can't do it," whereas the good ones believed "If I haven't explicitly been told 'no,' I can." There's a world of difference between these two points of view.”
Now the choice is yours. think for the company until you are a part of it.
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