Hiring is a critical aspect of any business, regardless of whether you’re managing a team of 10 or 10,000 employees. It’s an area where there’s no foolproof formula, and the attrition rate in India, especially among the Gen Z workforce, is notably high. Unlike in the past, today’s employees are less likely to stick around in the same company for long periods. However, while they may have shorter tenures, Gen Z also brings a fresh perspective, a lot of creativity, and fast execution to the table. This trend poses significant challenges for businesses, leading to wasted time and resources in the hiring and training process, only to realize that the new hire is not the right fit. This often results in either firing the employee or dealing with their resignation, thus perpetuating a vicious cycle of hiring and firing.
Ms. Dheep Vora, founder of Hachi Foods, who runs the snacking brand ‘Hachi with Love,’ has experienced these challenges firsthand. While expanding her brand across the country, she has navigated the complexities of various aspects of business. Rather than getting stuck in the hiring-firing cycle, Dheep developed a four-step hiring process that can help find the right fit for the company, regardless of its size.
- The Unscheduled Call: A Casual, On-Call Interview
Instead of setting up a formal interview through email or scheduling a time, Dheep suggests calling candidates without prior notice. This approach allows for a casual, yet insightful, conversation that can reveal a lot about the candidate’s attitude, communication style, and how they handle unexpected situations.
The idea behind this step is simple: in a 10-15 minute conversation, you can gauge the candidates’ aptitude and attitude. This informal setting strips away the rehearsed answers often given in formal interviews and gives you a glimpse of the candidate’s true self. It’s a subtle, yet powerful way to assess whether they’re a good fit for your organization.
- The Assignment: Testing Beyond the Basics
Once a candidate passes the initial phone call, the next step is to send them an assignment. This task should be closely related to the job role but should also push the boundaries a bit to see if the candidate has interests or skills beyond what is required. The assignment serves as a test of their commitment, intelligence, and problem-solving abilities.
In today’s world, where AI tools like ChatGPT and Gemini are easily accessible, it’s essential to ensure that the work submitted is based on candidate’s own understanding. Dheep emphasizes that the assignment’s deadline is crucial in this evaluation process. Whether the candidate submits the assignment at or before the deadline can offer significant insights into their work ethic, time management, and dedication.
- Spend a Day with Us: The Real-Time Test
Once a candidate has passed the first two steps, invite them for a “spend a day with us” at the office. This is more than just a face-to-face interview—it’s an opportunity for the candidate to meet the team, observe the work environment, and complete real-time tasks.
During this visit, the candidate is given tasks that vary in urgency to see how they prioritize and manage their time. Additionally, this day allows you to assess their communication skills, problem-solving approach, and overall fit with the company culture. It’s a game-changing step that helps both the employer and the candidate determine if they are truly compatible before making a long-term commitment. Depending on the company’s policy, you might even consider compensating the candidate for their time or covering their travel expenses.
- Background Check: Trust, But Verify
The final step in the hiring process is the background check. This step is non-negotiable, as it’s the only way to verify that what you’ve seen and heard throughout the hiring process is genuine. People can present themselves in many ways, but past behaviour is often the best predictor of future performance.
Dheep advises not to rely solely on the references provided by the candidate but to use your network to get in touch with people who have directly worked with the candidate, particularly their former managers & ask them specific relevant questions rather than a general overview of the candidate. It’s also essential to go beyond the most recent job and look into the candidate’s history with at least two or three previous employers. This thorough vetting process helps ensure that you understand the candidate deeply and make a well-informed hiring decision.
Conclusion: Invest in Hiring to Save in the Long Run
In today’s fast-paced business environment, it’s tempting to rush through the hiring process to fill positions quickly. However, it’s far better to invest time upfront to find the right fit rather than regret your decision later. A thoughtful hiring process not only saves resources but also contributes to building a stronger, more resilient business.
By following these four-step process, you can mitigate the risks associated with hiring and create a team that aligns with your company’s vision and values. In a world where hiring can often feel like a gamble, this method offers a strategic way to find the right fit for your company, whether you’re hiring your first employee or your hundredth.
For more insights, you can connect with Dheep Vora on LinkedIn.
