Recruitment / Hiring Philosophy...

Recruitment / Hiring Philosophy...

Strategically and functionally speaking, the role of a Talent Acquisition Team / Hiring Team and Recruitment Team is to understand the role of a job-profile, identify the suitable talent, interview the individual and select a person (the one, who is BEST for the role and for the company) but most of the time it is just not possible to give offers to all the people that you interview or interact with. What do you do with such people? Do you keep in touch with them? Or you just delete them from your database and re-source the same talent, as and when there is a new need?

I have a different philosophy and practice (I am not sure if you will agree or not)...whenever I like to source people for any key role in my company, somewhere back in my mind I know that I cannot hire all the people for only the BEST OF THE BEST but my philosophy is. “Let’s interact with this person and understand this needs and career aspirations; lets map his skill-sets with the required skill-sets of the role. If I am able to hire him or her...it will be good but if I am not able to hire him or her...then let’s be a friend and stay in touch”. What do you think?

What is your philosophy, when you interact with people for hiring purposes or when interact with your clients and customers??

Kindly share

Sanjeev

Hi Sanjeev,
I totally agree with your philosophy. We all know that we cannot hire anybody and everybody but I see no harm in keeping them on the back of our minds. I maintain a file of rejected CV's that also contain the reason for the rejection. Often I browse through the file to see if I could call back any candidates as one knows that the requirements keep changing as the business strategy of the organization changes....
Ambita

A really interesting post and as I read it there were my own inputs which I wanted to add.

Your philosophy is “innovative” and maybe useful in greater extend. However I think when it comes to large company recruitments it is not practical or possible to keep in touch and form a rapport with these possible recruits.

In my opinion, what I would do is maintain a detailed database of these candidates. Their skills and other special attribute which draws them in. And most importantly make sure you leave a lasting impression about you and your organization with the candidate. Even though they were not recruited for the vacancy let them know that you have identified their potential.

This way even though the candidate is rejected, he/she will feel that he/she was appealing enough to be considered as a future prospect and when and if you do happen to call them back again they are most probably will respond positively because of the impression of you, the HR Manager and the Company which was left with her.

I maybe wrong but I do believe that candidates, no matter whether they were selected or recruited respond positively when the HR Manager leaves a positive impression.