Resource management – A Thought

Are you the one who has gone unnoticed amongst the candidates shortlisted to be a part of project team ? You think you got the talent to handle the task individually or as a part of a team, but still your talent went unnoticed ?

Why does it happen most of the time that, a talent or creativity was not given a chance just because it couldn’t clear some so called ‘stupid’ shortlisting methodology. Talents and creativity does not require any certifications to prove it’s worth. Give them a chance. Bring in some shortlisting activities which filter out the best.

A normal face-to-face interview or telephonic interview just can’t tell you that the candidate is having the potential to be a part of the team. Certification are just another piece of document which any other person can acquire with some investment and time.

Opportunity never comes again and again, so the best talent needs to be given the chance to prove their capability. People behind the scene needs to come up with some methods or activities that will give the deserving candidate the chance they deserves to prove their talents.

What would be your method to select the deserving candidate for a project rather than selecting any other person with some absurd experience , certifications and communication skills to impress the interviewer ?

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4 Comments

• vishwajith » January 6, 2011

  Whats your opinion on selection process of Foradian?

  Reply

  • TechSlam » January 7, 2011

    @Vishwajith

    Well, I have seen Foradian’s selection process, where a candidate first has to clear General aptitude and then has to go through interview process. This is just same as any other MNC in India. I have seen Foradian also hire some good candidates without any aptitude based shortlisting process. In short, I am not at all in favor of shortlisting candidates by some written aptitude tests. Yes , technical aptitude is good, But there too, the candidate applying for an XYZ post, then the technical aptitude he/she must appear should have the technical questions revolving around the position he has applied for.

    Technical interview can sometimes be stupid as the interviewer himself may not be knowing the technology himself. That would be absolutely crap. He asks some ready-made questions just to know how confidently the candidate answers. That’s totally bullshit. I go for pair-programming based selection procedure followed at ThoughWorks. That tells how strong the candidate is in his area of expertise and the position he has applied for. Never experiment here because you know the value of the good candidate.

    But again, in small and medium sized companies, resource management team can plan a well oriented process for hiring the best and right talent compared to Corporates where there is still old process running. I say , it is time to revolutionize the process and bring in some good ideas to hit onto the best talent in the market.

    Reply

• cooljaz124 » January 9, 2011

  Well, to select the apt candidate is always very tough one. But, recently – I have attended a “Bootcamp” in a Bangalore based company (www.outsmart360.com) – and it was not a written test or general interview, I faced there.

  I was actually asked to work there on a live project for 5 days [which what they call the "Bootcamp"] – and now me and them have a better understanding of each other. How skilled I am and What is the company culture there.

  I felt like the process to be a “Mutual Understanding” thing.

  Reply

• cooljaz124 » January 9, 2011

  Well again, we are not “RESOURCES”. Remember who taught me this

  Go for a better article title

  Reply