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New Avenues for HR Consulting Organizations – Part IV
Another very critical thing one must be careful while hiring is – listening and understanding. Most consultants / hiring professional don’t really be...
Raj GuptaLeadership · HR · Career
Another very critical thing one must be careful while hiring is – listening and understanding.
Most consultants / hiring professional don’t really believe or provide requisite focus to sharpen this skills and understand its criticality. They believe that being result oriented or customer focused is much more important to business success than being a good listener. I shall not like to dwell on this too much – please do exercise your grey cells on this!!
Friends, it is important that we innovate and operate differently. As we all know that there are very low entry barriers (as low as in property dealing business) in the consulting business and people want to make quick bucks. 1000 and 1000 of consultancy company mushrooms. I am not sure how many of us will have a stomach to dream of creating a Mercer or Hewitt out of our organizations. Shouldn't we? yes we should, however - how many of us will dare to dream that big? and even if some of us do, how much ready we are to do what is needed (taking failures into stride and keeping a cool) to be at the top?
My dear friends, let us start dreaming more often than not, this is the first and important step before we start working on actualizing the dream. As it is said ;
“Rang laati hai heena, pathhar pe pis jaane ke baad,
Surkh hota hai lahu thokrein khaane ke baad”
I may not have understood this very well when i was young, however, having developed few grey hairs, now i do!
Hiring is one of the most important tasks of an HR manager and a critical retention strategy as well. But the job doesn’t end here. Re-recruiting your best hire is as critical as hiring them in the first place. Surely, you can’t offer a job for life but what you can offer is employability for life. Just remember one thing – don’t oversell..!!
What I have observed amongst hiring professionals in consulting organizations is the lack of training to their support staff. Let me share an example – when we pick up the phone and start calling the prospective employee, do we arm our staff well with the requisite information. Majority of us do not do that. For example, there is hardly any clarity amongst the staff on the revenue, staff strength, business model etc. of the organization they are catering to. I agree that some of us would be doing it well; however, most of us are not paying the requisite attention. Though it sounds too common to do this, however, my friends, it is a well know fact that “common sense is most uncommon”.
While there is a limitation of sharing the importance of certain things through means of writing, however, in case, there is any doubt I can help clarify, please feel free to mention in the comment section, I would be happy to help! All the very best!
“Hire for attitude, train for skills and reward for performance”
Most consultants / hiring professional don’t really believe or provide requisite focus to sharpen this skills and understand its criticality. They believe that being result oriented or customer focused is much more important to business success than being a good listener. I shall not like to dwell on this too much – please do exercise your grey cells on this!!
Friends, it is important that we innovate and operate differently. As we all know that there are very low entry barriers (as low as in property dealing business) in the consulting business and people want to make quick bucks. 1000 and 1000 of consultancy company mushrooms. I am not sure how many of us will have a stomach to dream of creating a Mercer or Hewitt out of our organizations. Shouldn't we? yes we should, however - how many of us will dare to dream that big? and even if some of us do, how much ready we are to do what is needed (taking failures into stride and keeping a cool) to be at the top?
My dear friends, let us start dreaming more often than not, this is the first and important step before we start working on actualizing the dream. As it is said ;
“Rang laati hai heena, pathhar pe pis jaane ke baad,
Surkh hota hai lahu thokrein khaane ke baad”
I may not have understood this very well when i was young, however, having developed few grey hairs, now i do!
Hiring is one of the most important tasks of an HR manager and a critical retention strategy as well. But the job doesn’t end here. Re-recruiting your best hire is as critical as hiring them in the first place. Surely, you can’t offer a job for life but what you can offer is employability for life. Just remember one thing – don’t oversell..!!
What I have observed amongst hiring professionals in consulting organizations is the lack of training to their support staff. Let me share an example – when we pick up the phone and start calling the prospective employee, do we arm our staff well with the requisite information. Majority of us do not do that. For example, there is hardly any clarity amongst the staff on the revenue, staff strength, business model etc. of the organization they are catering to. I agree that some of us would be doing it well; however, most of us are not paying the requisite attention. Though it sounds too common to do this, however, my friends, it is a well know fact that “common sense is most uncommon”.
While there is a limitation of sharing the importance of certain things through means of writing, however, in case, there is any doubt I can help clarify, please feel free to mention in the comment section, I would be happy to help! All the very best!
“Hire for attitude, train for skills and reward for performance”