In Jan 1984 Apple shipped
crappy product. It had only 128 K of RAM, no hard disk, no modem, no slots, no
color display, no letter quality printer, no documentation, no installed
customer base and no development tools.
Apple could have waited until
Macintosh was 'perfect'. However, waiting would have added a year of delay and
probably would have killed Macintosh because the team was already burned out,
the software developers who were creating applications would have lost
confidence that Macintosh would ever ship and who knew how the computer market
would have changed in a year's time.
But you've got to ship that
imperfect product - not because you want to (or think you can) get
away with it, but because it is the right thing to do.
Revolutionary products don't
fail because they are shipped too early. They fail because they aren't revised
fast enough.
This holds true for hiring as
well. Build your processes and culture so strong that either even the worst
hire becomes useful quickly or the worst hire leave on his own. Of course, the
message here is not that you should hire just anybody, the message doesn't wait
for the perfect fit. At
Bangalore Secretary Service we
have seen so many start-ups losing a lot of time trying to get the rock-star
they hope for that they end delaying their milestones indefinitely, which poses
a greater risk to their survival.
I sincerely wish this was true!
Currently, it is just a dream !!! Sorry to disappoint you guys...
But honestly, it is beyond
anybody's sane thinking about how on earth most people these days just don't
land up for interviews; after confirming at least twice? It is getting beyond
reasoning and plain human tolerance!
Why don't these candidates, who
almost beg for jobs when they need one, apply randomly to any apply button they
get their hands on (almost as if, if they don't get a call for a job interview,
they and their entire family will go food-less for the next 24 months)!
How shameless can these people
get when they happily say yes when asked about their interest and how smoothly
they confirm their presence for the interview, only to be disappointed yet
again when they suddenly decide to meet their beans instead or attend to ailing
(till now hail & hearty) grandmother? Little do these candidates care about
the state of humiliation, ridicule, and pain the recruiters go through in front
of their Hiring Managers, who by the way in spite of knowing the situation, come
down like a pile of rocks on these (us) recruiters.
I think, all the companies in
India (it happens only in India), need to lobby with our Legal System to make
No-show to interviews (without a reason) to be punishable under a certain IPC
code (421; a notch higher than 420 (for fraud))!
From our study (without any
prejudice to the matter), highest No-Shows have been seen in the regions of
Delhi, Gurgaon, Noida followed by Chennai, Hyderabad, and Pune. Candidates from
Mumbai and Bangalore seem to have the basic courtesy to call much in advance
and notify of their non-availability (last minute nonetheless)!
I hope as our population
demographic becomes more and younger in the next few years, it will suddenly
become an Employers market and maybe then, blacklisting candidates who do not
show up for interviews will become practical.
Till then let's keep getting
punished for somebody else' crime! :)
These are purely our views
From our experience, these are
really the reasons for not turning up for interviews, causing such a
productivity waste of the Employers!
1. "Not in the Mood"
- Don't want to dress-up and travel. We would give over 70% score to this
reason.
Potential Solution: Offer
pick-up and drop-off cab service. It may cost you Rs.800 average, but it is worth
it. Beware, however, your accounting dept. needs to be convinced of the ROI.
Unfortunately, they are only mandated to save expenses.
2. "Not Really looking for
a Job Change" - Wants to explore if by chance there is a 100 or 200%
compensation increase possibility
Potential Solution: Spend a lot
of time asking why the candidate wants to change the current job. Probe a lot
around it. Many candidates break-down here and unintentionally reveal their
true motive.
3. "Cannot say
"No" - General upbringing and systemic problem
Potential Solution: None found
yet!
Came across this great article
by a UX Designer on how to hire Designers for your Start up. It was awesome and
fully resonated with Bangalore
Secretary Services Thoughts and thinking.
There are two key scenarios
when a start-up Founder makes this huge hiring mistake and trust me we know it
because we only do start up hiring:
The Founder gives us a salary
budget, which is typically half of what the market is demanding (thinking the
'right' candidate will join him for love of the experience and dream of
becoming an overnight Instagram or Whats App phenomenon)
The Founder expects to hire a
multi-talented, multi-skilled, mulch-tasker just in case the startup had to
'pivot' its business model some day or save on additional headcount, should
there be a need to survive
20% of the Founders end up not
hiring from us; because they never find the perfect one for the budget they have
in mind, about 50% do end up hiring because of the paucity of time and return
back to us after about 2 months stating that it didn't work out. The 30% that
remains is what makes us writes such articles and run our business Bangalore
Secretary Services successfully.
Here's what they do:
What's your Budget Founder? we
ask.
Founder:
First, we would like to explain
to you what we intend to achieve from a business standpoint. We will then tell
you what skills are generally needed to achieve the vision we have in mind.
Then I will let you guys recommend the right candidates. Let us thus do a true
salary discovery in the process. Because we certainly want to ensure that person
joining us is happy about the work we would give and happy for the money he/she
will get that compensates fairly for the impact he/she would bring.
What skills, what experience?
we ask.
Founder:
Honestly, we are looking for
intrinsic skills, skills that are inherent in the form of aptitude and keen
interest. For example, if we were to hire a PhP programmer, we would prefer
someone who would have participated or would have wanted to participate in a
hack-a-phone rather than having years of core PHP experience. Someone who may
not have done what we want, but knows of open source libraries of PhP that can
be readily used in the code, not because they are free, but because they are
optimized piece of code written by geniuses. Do you get my drift?
So to conclude, don't settle
for less and certainly, don't let salary budget or experience
stall you from hiring the right candidate!
And don't ever forget 'Hire
Nice or Hire Twice'
To know how we can become your
long-term Hiring Partner, please feel free to Call us at
+917795547089 or Mail us at
team@bangaloresecretary.com for a detailed discussion.
The Wall