“A professional is a man who can do his job when he doesn’t feel like it.
An amateur is a man who can’t do this job when he does feel like it.”
–James Agata 1877-1974. diary
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4.
Selecting a candidate
There
is no foolproof method of selecting a candidate. Each architectural firm has to
develop its own method based on experience, requirement and affordability. It
is a best practice to inform the Mr. X the process of selection criteria to
receive a genuine response.
You
shall consider following before making a final selection:
- The selection process should be
handled professionally by competent staff.
- You can take Personal interview or
a phone interview.
- Ask the relevant questions to
explore the required skills, abilities, and attitudes. Avoid any personal
questions in the first interview.
- You can ask for several tests like
work-related ability tests, Graphology test (there is no scientific proof
that handwriting can predict personality, however many organizations prefer
to take the test) cognitive ability test, presentation, problem solving
test, group discussion etc.
- Asked to give references of the
past employees, or reputed people of the society.
- Asked your candidate to permit
your company to check the information and background of the candidate from
the given references.
- Mr. X who may be selected, have
right to negotiate the salary, perks, scope of growth, etc. Allow him to
express his aspirations and expectations.
- The rejection and negative
consequences have lasting effect on applicants. Unsuccessful candidates
need to be offered feedback. Professional but polite method should be
evolved for saying ‘no’ to the candidate.
- Once Mr. X is selected, the terms
and conditions of the employment shall be clarified before the final
appointment.
5.
Welcoming the new Employee
Beginning
a new job contains stresses and pressures that are often ignored in the
excitement of a new start. The formal welcome from the chief person in the
organization can make a new employee feel part of the organization.
- Mr. X should be introduced to older
employees and should be explained the nature of relationship with them.
- Mr. X should be made aware of
general issues, rules and the working practices.
- Mr. X should know about the
arrangement of working hours, overtime, time sheets, meal time, outgoing
time, storage and use of personal property.
- Mr. X should be handed over
complete necessary forms for payroll, tax and pensions. Explain
arrangements for payment and layout of pay slip.
- Make sure that Mr. X is shown
around and knows the office premises in detail like entrance, exit,
canteen, car parking etc.
- Mr. X should be introduced to
immediate colleagues; he should know why they are important and their
contribution to the organization.
The
above mentioned are few steps, however the induction process lasts for a couple
of months to get the feel of the firm personality. I consider this to be one of
the most important processes which require constant follow ups.
“ If you pay peanuts, you will get monkeys” –
anonymous
6.
Retaining Employees
After
a long time-consuming process, you have selected Mr. X and now he is on your
team. The employer and the employee may try to adjust to each other for
establishing a long term relationship. Many important people start fault
finding exercise and regrets their decision of choosing the candidate. But
caring, nurturing, training, rewarding, appreciating, assigning the right job,
paying an attractive salary, etc. creates a win–win situation for both the
candidate and firm. Hiring and firing employees is a lengthy and expensive
process. If you keep the employees happy, the success graph of the firm is
bound to go up, up and up.
7.
Good bye to the mismatch candidate:
This
is one of the most disappointing and unpleasant side of the recruitment process.
Even
after a lot of time, sincere efforts and adjustments, it is possible that the
candidate and the firm do not get along.
Thus,
The way you define your hiring process in detail, similarly it is important to
define your termination policy. Make the termination policy very clear, precise
and legal so that no one has to part with bad taste in the mouth. Also, like a
graceful entry, you should also give a graceful goodbye to your employee.
for more interesting read :1- questionnaire for knowledge worker -
credit Business in a box - http://www.biztree.com/
2- sample interview question checklist - Handbook - AIA -
Download the list of TOP Interview Questions: Click Here
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