This Blog is purely on Recruitment stuff , Thought through and Felt through, my experiences, my reads and just a forum for knowledge share and recruitment repository..

I am a Recruiter,placing people,building relationships and improving on my network but I feel I could see more to be done. That's how I am here , putting in my thoughts at one place and good ideas about Talent Aquisition space.

Wednesday, March 3, 2010

Appraisals: Target performance

Appraisal is not just about an annual review or a salary revision. It is more about identifying performance problems and solving them through creating specific improvement plans.

After understanding the components of an appraisal system and having discussed the effectiveness of it, let us now explore the performance objective of the entire process. While the talks are mostly about compensation and promotion, there is highly any focus on improvement. Appraisals should target at understanding performance issues amongst employees and working towards improving upon them, for the benefit of the individual and the company. The focus should not be just assessing past performance, but also making plans for getting the best out of employees. These plans are called performance improvement plans and try to identify weaknesses or improvement areas of employees and provide solutions to improve upon them. Given below is the process that a supervisor should follow while creating these performance plans.



Clear the expectations: Clearly state the expectations from the employee in terms of performance and output. These should ideally be defined beforehand and should be used as reference when measuring the productivity. Also, these should be available for employees to refer to, so that they cacn analyse where they stand in terms of performance.


Identify the problem areas: Now, with reference to the pre-defined expectations, identify the shortcomings. Try to list down the problem areas that may have lead to such problems. The problem areas could be technical issues like a lack of skill or personal issues like job dissatisfaction.


Communicate and discuss the problem areas: Communicate your observations to the concerned employee and take his/her views on it. Discuss and try to understand what isthe cause of the problem was and see if there is anything that you missed. A clear discussion helps you understand the reasons and helps the employee understand the problem areas, if he/she already does not know about it.


Find solutions: Now that the problem areas have been identified and agreed upon, it is time to find solutions. Since you have already identified the reasons for the problems, finding a solution should not be difficult. The solutions can range from shifting the employee to another department where his/her skills can be used more constructively or providing training and regular coaching to help the employee reach the expected performance mark.


Create a plan: After identifying a solution, create a detailed plan in discussion with the employee, that clearly contains the steps to be taken and the dates by which changes should start reflecting. This not only helps in creating an organised plan for development but also motivates the employees to meet the deadlines and show improvement.



Make use of the appraisal process to understand the problems of the employees and provide as much support as you can. Remember, the right type of guidance and support can incite great performances from the most reclusive individuals. And with such performance, not just the appraisee, but everyone stands to gain a lot.

Tuesday, February 16, 2010

5 Steps to Job Interview Success

A job interview can be one of the most stressful experiences a person can have. There are so many unknown factors to contend with and so much rests on it; you really what that job, right? While it would be impossible to have a totally stress free job interview (if there are no nerves at all you’re not taking it seriously enough!), it is possible to take yourself from panic mode to that of control with a heightened sense of purpose and focus.

1. Preparation – Some if this is so simple, yet all too often people fall at this first hurdle. Do you know the location of the office the interview is being held in?
The second aspect of preparation is knowledge of the company.Use the internet to find out about the company; What do they sell or produce? Who are their customers? Are they local, national or international? When were they founded? How many people work for them? Are they active in the community e.g. charity support? What is their mission statement? And so on.

2. First Impressions – There are estimates that well over 90% of a person’s initial judgements of others are made in the first minute of meeting. That may sound unfair, but I assure you we all do it and your interviewer is no different.

3. Body Language – Some simple tips: – Don’t cross your arms – Maintain good eye contact and smile – Don’t point or have flamboyant arm movements – Try to mirror the body position of the interviewer – Shake hands firmly, but don’t break any bones!

4. Answering their questions There are thousands of websites showing the typical interview questions you might face. You should have pre-prepared answers to all of them and a good knowledge of them so you can answer them effortlessly in the interview. You need to do the groundwork on this, but don’t commit the answers to memory so you sound like a robot.

5. Asking questions – You MUST ask some questions at the end of the interview, but don’t focus on the money and what’s in it for you. Here are some examples;

- How will my performance be monitored? – Who will I report to? – What will my training consist of? – What are my key responsibilities?

Not Sure How to Answer “Who, What and Why” in Your Job Interview? Simple Ways to Master the Answers

Experienced interviewees know how to prepare, but still find the experience a bit daunting. The in-experienced interviewee may be terrified at the thought of the process. Being prepared is the best medicine to alleviate the anxiety and boost your confidence. Start with the most basic of questions that the interviewer most likely will ask – practice your answers to all three to avoid stumbling on your own words.

The most famous of all interview openers is “Tell me about yourself” otherwise known as “Who are you?”

The answer you give should roll off your tongue with confidence as it sets the tone for the rest of the interview. This is not the time to “wing it.” Know your answer well to avoid talking in circles because that could bury the interview. So script in advance and practice your answer out loud to yourself or a friend.

Having said that, you don’t want to sound stiff and rehearsed. The answer should be natural and conversational yet confident. You could start by stating some of your top strengths that apply to any job but could be specific to the job for which you are interviewing. Which skill sets, experiences, and management traits can you highlight? The first impression answers will stick with the interviewer.

The following question will most likely arise as it is an old standard that still catches people off guard if not prepared: “Where do you see yourself in five years?”

Being asked to state your “Long Term” goals is an open-ended question that will surely through you off balance if you don’t think of it in advance. This question is intended to check on your self-awareness and how organized you are in your own life. Some people flat-out know the answer but most people who go through life without long-term plans don’t stand a chance of successfully answering this question without some forethought
Think about what you want in life. Experts will always tell you that a key to success is your ability to set and achieve goals – both short-term and long-term. So start with stating the short-term goal: to land this perfect job RIGHT NOW as it is an important part of your long-range plan. But be sure to be ready to answer the direct interview question of “Where do you see yourself in five years?” If you use the present to help formulate the future, it demonstrates your focus on a successful career. This must come from what is important to you. If you can focus it around this prospective new employer, you have a better chance of steering the interview in the right direction.

And lastly, “WHY” as in, “Why should we hire you?”

This interview question can be gold in your hands. Know this answer well because it’s a prime opportunity to sell yourself in the right light. Think of yourself as a “product” in a store and convince the customer to buy you. Develop a solid “sales” statement with some depth, meaning, and detail. This is not a time to talk about what you want, but a time to summarize your relevant accomplishments and what makes you unique above the competition.

So how do you most successfully prepare to answer the three most dreaded but standard questions? Simply start by studying the job description. Does the posting stress specific requirements? Go through the job description line by line to identify where your own skills and background apply and make a list of what you have to offer as the best candidate as they relate to the specific requirements.

Identify two or three of your key qualities to match what the employer is seeking. Don’t underestimate personal traits that make you unique – your energy, personality type, working style, and people skills.

You want to set yourself apart from other candidates and by walking through this exercise with focus and concentration, your answers to these key interview questions will result in a smooth presentation. It’s not possible to anticipate all the questions the interviewer will ask, but full preparation is critical. Know WHO you are, WHAT you want, and WHY you are the best choice for the job!

Monday, February 8, 2010

After the Job Interview – How to Write a Good Thank You

In a highly competitive job market, hirers’ expectations for every part of the hiring process are inflated. It used to be enough to list your jobs and education on your resume. Now you should quantify achievements and specify how they benefited your employer in terms of time saved and profits.

It used to be enough to follow the stated directions for submitting an application. Now you want to network your way directly to the hiring manager.

It used to be enough to find the office where the interview was conducted; now you should prepare for the interview by researching the company

The thank you note is a valuable opportunity to supplement the interviewer’s notes with your take on what was discussed during the interview, answer questions that caught you by surprise or create an opportunity for your follow-up, and most important, to communicate that you do want the job.

Just as the cover letter and resume are marketing tools, so is the thank you. Writing this kind of thank you takes thought and effort. And just as you want your resume to be perfect, the same is true of the thank you.

Here are some tips: Express your enthusiasm overtly. Say outright you want the job. Of course, some of your enthusiasm is implied-you wouldn’t write a full-page letter unless you really want the job.

Promptness is good, of course, but it is possible to be too prompt. If you send an email thank you from the lobby right after the interview.

Today, simply getting an interview is a real achievement. So maximize this opportunity with a written thank you note that sets you apart from the competition.

3 Things exceptional leaders do:

1. See possibility. 2. Unleash potential. 3. Create value.