Money-back offer – almost all products in the retail segment carry this tag. If you are not happy with the quality of the product, you have the option to return it back and get your money refunded by the retailer.
Why not use this in the recruitment process of our organizations?
What can one offer during the interview process, that gives the new organization a good feeling about their recruit. Obviously, interviews to most extent tend to give an impression about the candidate (what he is capable of and not).
References are another option that are used very widely. Those who know the candidate offer their views on the capabilities to the new organization. But, it is also possible that this process can be ‘doctored’ to an extent.
On a high level, it can be done this way – the candidate and his Manager get into a post-employment agreement where the Manager agrees to give opportunities to the candidate in the appropriate areas and also take care of all hurdles that come in the way of implementation.
There are a set of KRAs that are defined to be met by the candidate during the course of the year. From the candidate perspective, he agrees to be evaluated as:
If the candidate exceeds the expectations, he gets a promotion and raise after a year
If the candidate just meets the expectations, he gets a raise
If he/she doesnt meet the expected results, he does not get any raise
If he/she performs poorly, he can be ousted from the organization
The hack would help in many ways
Keep the new recruit on his/her toes for the first year, thereby removing any complacency in work
Set a common premise to both parties concerned, from what is expected from the candidate
Both are equally aware that a good job (helping the employer) will result in rewards to the candidate whereas a sloppy job will mean literally showing the door to the recruit.
Start this initiative for a specific set of specific skills (where alternative profiles are more readily available) that are required for an organization. If this process succeeds, expand it to all the skillsets.