I believe that in the past few years the job of the Human Resource Department was the only to select the right candidate for the organization. But over time most of the HR officials, who used to be the best psychologists are now just in the common business race. Nowadays, the demands for the candidates are so materialistic that hiring officials only need Robots except Humans. They need a person who is fully programmed with all the requirements along with a suitable educational degree and a vast experience needed for the organization. In fact, the core responsible for all the hiring is the top management of any organization, who do not know exactly what qualities their desired candidate should have? They are always in a hurry to get the required candidates only.
If you want to understand the real judgments about selecting a suitable candidate just have a look at any country’s Military candidates selecting criteria. You will be surprised to know their HR officials are so professional and are the best psychologists, they are looking for not just a candidate but a long time assets for their organization.
Why the annual employee turnover rate is increasing in most companies? I believe it is the mismanagement and the wrong decision of higher management at the time of appointment of any employee. One of the main reasons behind selecting an inappropriate candidate by most of the companies. As we all know, most companies cannot afford a proper human resource team, especially when they are not supposed to hire a large number of people annually so, they prefer to take the services of any private HR Recruiter’s services.
On the other hand, the main goal of a private HR recruiter is to find a candidate with a formal degree and experience. Many well-known HR recruiting companies used to work with thousands of companies for recruitment and their main goal is to make money by referring candidates. Most HR recruiters prefer the candidates due to their race, nationality, and educational institutes. According to my, it’s just a matter of chance if someone gets a chance to study from a renowned University and the other person doesn’t. So, how we can judge a person’s talent and abilities just by looking at his degrees and nationality.
Here, I would blame the initial scrutiny by the HR recruiters for the further selection process. Moreover, many HR recruiters don’t have strong knowledge about sale strategies, customer care, management skills, operation, and administration. They use to publish impressive advertisements with lucrative offers to attract the people and only selecting the people according to their set criteria. They are just trying to force a fit unless knowing the candidate’s abilities, in sync with culture and organizational goal. As a result, a wrong selection by losing a potential candidate just because of a non-professional approach of a recruiter.
I can recall thousands of success stories of many successful people. I myself met so many business tycoons and managers, having no formal business education but are the most successful people in their field. One of the best leading software company’s owner is not having a formal software engineering degree. Many software salesmen do not have proper software engineering degrees. I have seen so many successful people in the construction and building companies holding a medical degree even I have experienced so many people in Civil Services holding a medical specialization degree. You would be surprised to hear the selecting criteria of Google and Boeing human resource department, their main priority is the ability to perform. They don’t insist on holding a formal degree, a well-experienced HR team will only judge inbuilt skills and ability to learn quickly.
So, who is responsible for a lot of good talent is not getting proper position and resultantly causing frustration leading to hopelessness and lack of self-confidence? Obviously, I would blame the final decision-makers, company owners, directors, or anyone who is conducting an interview, lacking decision-making abilities. In most cases the final decision-making person is not enough qualified, not having the ability to judge, not having the appropriate experience to deal with that specific job. Such type of people is just a disaster maker for an organization. However, as a conclusion, it is believed that a good organization always gives employees the latitude to perform their duties by placing trust in their abilities. Employees, in turn, take that duty and embrace that trust with passion and pride of ownership.