These are crucial inputs for a Recruitment function. You are looking at two
different Core business, both equally important for Revenue but have different
nuances for Talent. In the Run business, it’s important to measure the skill
competency of hires as we already have defined competency levels for each of
the mandatory skills. Various tools Like DDI, HOGAN and Revenue Storm are
used based on the Role and function of the hire, mostly in the Middle
management and Senior management layer. Apart from Competency
measure, cultural fit and Emotional Intelligence is also evaluated during the
interview process as most of these positions will be in teams and the ability
work with people becomes an important input for selection. For leadership
hiring in the Run business it’s important to plot the track record of the
candidates past performance in terms of increasing revenue, profits,
productivity and customer engagement. The key is to notice consistency and
not a singular great achievement.
The Change business needs Recruitment teams to hunt for
Entrepreneurs who have the potential to be intrepreneurs and
drive new business. The ability to adapt, break work barriers
and get work done are key ingredients for a person to fit and
deliver for these businesses. We have to identify the ability to
be hands on Technology irrespective of experience, ability to
communicate ideas into actionable plans, eagerness to learn
and even the acceptance of working under a junior who may
have better knowledge or skills in a particular subject. Such
business have a very flat structure and hence self motivation
and temperament are important and use of psychometric tools
wherever allowed are necessary to help in assessing in the
selection. For leadership roles, the ability to break walls, ability
to take risk and communicate so that entire eco system is
convinced on what they are working for has to be identified
and evaluated.