You may have contributed the initial path-breaking idea; it will now be your team that will make a profitable venture out of it. A crucial question then is, whether to follow the conventional hiring practices that the industry has employed until now or to break the barrier.
The latter seems a more convincing option in light of your breakaway from the traditional business approach that led to starting your dream venture.
But how to turn this convincing option into a practical and rational hiring model is the most challenging of all questions here. Let’s take a quick look at how this may work and will this be as productive in reality as it sounds in writing.
For a factory job, a graduate is considered as an apt candidate by any enterprise. For managerial jobs, a master’s degree in business administration is in vogue. The point here is that conventional businesses have a more clear and defined job responsibility, an attribute that your venture may lack.
In such a situation when the job position may call for multiple functions from the incumbent, a tweak in hiring becomes more a necessity than a desire.
How to go then? College degrees are more of an academic record than a representative of candidate’s real capability and understanding of the environment where she shall be placed.
A comprehensive and pragmatic questionnaire as part of the hiring process hence can be your best human resource facet. Designing the same needs an approach that can bring the maximum out of c andidate’s mind, on how she connects with the business and what can she bring to your company that can promote her application.
To not let this questionnaire appear cumbersome, restrict it to few pivotal questions that shall dem and crisp answers, not a lengthy philosophical, superficial note.
The questionnaire has to be forward thinking and should be able to let the candidate connect her past academic and work record with the position seeking candidature.
Indeed, the questions cannot be generalized for all scenarios; they need your little scratching of mind!
Also read: Are You Managing, rewarding or promoting your workforce’s talent?
