With the placement and recruitment season just around the corner, organizations have diverted their attention and resources in drafting a suitable HR policy. While these are differential in nature, the end goal is the same: To find the right fit. One effective philosophy of optimizing this process is to find the right balance of attitude and skill.
One of the first criteria that companies ought to look at is whether the candidate will reflect the culture of your organization, or at least be in sync with it. Organizations need candidates with a never say die attitude who never stop at anything until they succeed. Pitfalls and roadblocks do not deter such candidates from their goals. Candidates who exhibit a relentless thirst to learn new skills negate the dependence on training. The same training can’t be imparted for better attitude as one can learn what you don’t have but not who you aren’t. Candidates in possession of certain domain skills are barred by certain mindsets and thus have a limited vision. A right fit who is knowledge hungry has no such boundaries and will not hold back to seek more channels for business development. Being a never ending part of the learning curve, they prove to be better value additions as they can handle other domains too. An ideal candidate is just not a go-getter but also has the right attitude of performing beyond the call of duty. Rather than doers, the need of the organization should be achievers. These are candidates who have the right mindset to think along the lines of a CEO. They take up more responsibilities and show zeal in achieving the goals of the organization.
But it is not advisable to hire candidates on this premise alone, thus totally ignoring skills and giving utmost all weightage to attitude. A candidate with certain necessary skills saves training costs and time. A skilled person not only performs his tasks with least supervision but also brings in a level of professionalism, especially when it comes to technical jobs. Thus hitting the right balance of skill and attitude is a pre-requisite. Failing to strike this balance leads to an inept recruitment process. Statistics shows that poor hiring process leads to an extraneous waste of resources. Estimates show that it can cost on an average one-third of a new hire’s annual salary to replace them and that those costs increase as one goes higher up the organization. According to a study by the Society for Human Resources Management (SHRM), sometimes it could cost even up to five times a bad hire’s annual salary.
Considering these, organizations must work out diligently on a feasible recruitment process. Now you are probably thinking “Of course yes, this is true, but we don’t have the resources to hire a bunch of Ph.D.s to redesign our talent acquisition processes to sculpt out these things". The good news is that you don’t have to. Not anymore. rekroot, the holistic recruitment software, provides services that offer quick time and comprehensive solutions for all your talent acquisition and hiring needs.