A presentation depicting the best practices in hiring that the Author feels are good to implement out of his personal experience.

1. HIRING BEST PRACTICES
By Anish Mathew John

2. Best practice adoption in hiring leads to…
Realization of tangible and intangible benefits
• Tangible benefits:
1. Low cost of hiring (good talents are easily attracted)
2. Better ‘Quality of Hire’ leads to Higher levels of productivity reflecting on Gross
Margins (Billability improves)
3. Improves sourcing through Employee Referral Programs
• Intangible benefits:
1. Goodwill prevails
2. Employer Value Proposition - Becoming known as the Best place to work
08-03-2015 by Anish Mathew John 2

3. Where are we today (snapshot)?
Not a known brand
name
Fails to attract the
best talents
Low retention of
new hires and
poor quality of new
hires
08-03-2015 by Anish Mathew John 3

4. Where are we today?
• Still a known brand but not the one sought after
• Maximum number of our employees have gone to companies A, B and C
• Our new hire retention percentage is XYZ% YTD
• Low Quality of new hires: Only ABC% of new hires have so far scored above 4 (on a
scale of 1 to 5) which reflects a low Quality of Hire. XYZ% of high performers had
chosen to quit in less than one year.
• Recruitment process is not even semi-automated resulting in frequent errors in data
due to manual intervention – lack of investment in technology to aid hiring
• Employee referral programs are considered as one lacking luster
• Offer letters are withheld till the date of joining
• Employees who’ve been hired have had no “Wow feeling” right from the time of being
contacted by the recruitment team, followed by scheduling for interview, technical
assessment, on-boarding and induction.08-03-2015 by Anish Mathew John 4

5. Our current plight
• Are feedback to candidates open (those rejected do not know
the results)
• Long waiting hours at the lounge often exceeding 1 hour
• Candidates go through the value statements of the Company
displayed on a screen as a presentation which does not mean
much for a candidate
• Candidates who are interviewed are not interviewed in style and
lacks empathy
• After communicating the selection, there is no follow up done
with the employee before on-boarding
• Recruiters lack enthusiasm to come up with creative ideas to
make the work place a wonderful ambience as its “number
pressure” always at the back of their mind
• Recruiter’s salary should be incentivized and there should be
an intra-team-R&R program for recruiters run by the TA team
Long waiting hours
before interview
Lack of
empathy
and style
while
recruiting
No follow up after
selection till on-
boarding
Low
morale of
recruiters
08-03-2015 by Anish Mathew John 5

6. What we should be aiming for?
• Be known as a company where the candidate has a nice touch of
professionalism felt
• Reduce the waiting time at the lounge
• Add a personal touch when the candidates come for interview
exhibiting the best form of hospitality and respect
• Emphasize on social media recruiting (Twitter, Linkedin,
Facebook) and also start recruiting retired English speaking
officers and house-wives
• Switch over to strategic low cost hiring methods
• Create a robust stand alone recruitment portal to automate
hiring and have that integrated with ERPs like PeopleSoft OR SAP
• Conduct special recruitment drives exclusively for candidates
whose parents are in Public Sector Units
• Enhance Corporate-Academic partnerships focused on training
selective students in advance especially from the non-engineering
background
Candidate
experiences
the best form
of hospitality
Recruit and
advertise
through social
media sites
Recruitment
automation
Corporate-
Academic
partnership
08-03-2015 by Anish Mathew John 6

7. What could we get?
• Recruiters should communicate the outcome back to the selected as well as rejected
candidates and also congratulate the winners in a nice manner
• Stay connected with the short listed candidates till on-boarding
• Offer letter should be handed over or couriered as a gift pack to the selected candidate
For agents who are joining in short time, the Welcome Kit OR “Glad to have you” kit could be
handed over on the day of induction to each employee.
• Recruiters to double up as ER SPOCs for the first 30 days post on-boarding
• Continue building relationship through non-selected candidates and future aspirants
via networking sites or blogs and keep them engaged
08-03-2015 by Anish Mathew John 7

8. How to make it possible?
• Integrate Induction with the Talent Acquisition team (in case it’s the Employee Relations
teams or Business Partner HRs responsibility)
• Create a “Wow effect” right from the pre-hiring stage by equipping the recruiters through
orientation sessions and mock drills
• Feedback to recruiters on employee experience from pre-hiring to induction
• Separate Talent Acquisition budget for branding
• HR Audit to be conducted periodically to validate best practices implementation through
surprise checks
• Have recruiters engaged in CSR activities, complementing hiring
• Conduct multi-venue single day recruitment drives for easy access to candidates and
communicated to candidates well in advance through job boards and gazettes
08-03-2015 by Anish Mathew John 8

9. Thank You
08-03-2015 by Anish Mathew John 9