Hack

Hack: Recruitment games

by Madhusudan Rao - AVP - Delivery at Mahindra Satyam

July 2, 2010 at 3:13am

3 Comments

4 Ratings:

Overall 3.5
Innovative 3.25
Detail 3.75

Contribution Summary

Summary

Recruitment, especially at the higher levels, is such a costly affair. It becomes more expensive once the recruit fails in the task he is expected to perform. The current recruitment process is mostly based on interviews and references.

Why not spice up the entire process? Introduce skill-games that test the candidate in various parameters and decision-making capabilities. This way, one can be sure how the candidate will perform in various (simulated) situations

Moonshot(s)

Problem

Organizations spend thousands of dollars to get the right guy for the right job. The higher the job, the more they pay to get the right candidate.

The traditional process of recruitment has been based on (telephonic or Face-to-Face) interviews as well as references. There has not been much of an innovation in this area.

There are problems in this - most often interviewers ask questions that can be pre-empted by the candidates with the 'politically right' answers. Once they get on the job, their true colors are revealed. By then, the damage has been done.

How do you solve such a problem? How can you determine if a Manager / Leader whom you are interviewing is worth his weight in gold?

Solution

An independent firm can be setup that offers Recruitment games for Leaders. The games should test various Management parameters like decision-making skills, conflict-management, skill-building, business development, ethics, mentoring, clarity in thinking & communication. This can be one game or a set of games - at the end of the exercise, there should be a clear mapping of the skills the candidate is good at (with the level of competency as well).

Based on the scores obtained, organizations can consider recruiting the candidate if he has scored in parameters that is highly required in one. The scores obtained by Managers can be valid for one year. There should be a re-test and re-validation after the expiry.

Of course, the suggested games is not the only criteria - this should be the first step to 'filter' the candidate first. Then, the chances of getting a 'hit' is higher.

Practical Impact

Decision-making becomes easier.
There is no bias in hiring.
The cost of hiring is reduced.
The recruiting organizations very clearly can see what is the calibre they are getting.
The candidate does not feel the hassles typically associated with recruitment.

Challenges

Setting up an independent firm to handle all recruitments
Confidentiality & security of the scores - very strict security is required to avoid any tampering
Getting a buy-in of the organizations for following this practice

First Steps

Consider a single organization that is ready to try out this solution.
Request the Top Managers to take the tests and record them.
Validate the scores given and then refine accordingly.

This will give the trust to organizations to give it a try. Once one organization follows this process, it is a matter of time before the others follow.

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Comments

Madhusudan Rao

July 7, 2010 at 10:27am

True Matt. There are assessments, profiles and tests available. But the idea is to have it as part of a packaged evaluation to be done for a Manager by an independent firm. This can be displayed by the individual as part of his CV as a score (just like one adds the PMP status) - better still, it can be thought of an Employment Quotient (similar to IQ).

How many results of these evaluations/tests are being used during recruitment? Hardly any.

Matt Shlosberg

July 7, 2010 at 2:12am

Madhusudan -

Thank you for the post.

There are numerous assessments, psychological profiles, and tests already available that test for things you've mentioned. How is your approach different?