Hi Richa
Thank you for your suggestion.I will definitely keep this "emotional angle" in mind next time I take a decision.Actually as I climb up the career ladder I will get more seasoned to emotions I guess, and I will be able to take decisions more rationally.As long as my decisions are serving in a positive way to the organisation I guess its ok,but yes every situation which is different from the routine work of an HR has been a learning experience for me just like this one .
Thank you once again
Keep posting
Indrani Chakraborty
From India, Pune
3Thank you for your suggestion.I will definitely keep this "emotional angle" in mind next time I take a decision.Actually as I climb up the career ladder I will get more seasoned to emotions I guess, and I will be able to take decisions more rationally.As long as my decisions are serving in a positive way to the organisation I guess its ok,but yes every situation which is different from the routine work of an HR has been a learning experience for me just like this one .
Thank you once again
Keep posting
Indrani Chakraborty
From India, Pune
I think you should give chance to the needy person becoz >>>>
>> As your company has already given green signal to take the
freshers and college goers who may not be that perfect in
communication skills.
>> You should also remember that, when you completed your MBA,
at that time somebody must have taken risk by giving you chance.
>> The needy person may stic for a longer period then the average
leaving period which may be plus point for BPO co.
>> lastly, yes we have to work as per the policy but we are the people
who makes the things better for our company and in
corporate world and if everything was readily available as per your
requirement then there will be no need for trainers.
Vijay
From India, Mumbai
>> As your company has already given green signal to take the
freshers and college goers who may not be that perfect in
communication skills.
>> You should also remember that, when you completed your MBA,
at that time somebody must have taken risk by giving you chance.
>> The needy person may stic for a longer period then the average
leaving period which may be plus point for BPO co.
>> lastly, yes we have to work as per the policy but we are the people
who makes the things better for our company and in
corporate world and if everything was readily available as per your
requirement then there will be no need for trainers.
Vijay
From India, Mumbai
Hi Vijay
Thank you for your comments.Iabsolutely agree with when you say that we are tyhe people who make the difference but then again if we see things from the trainers point of view then we will find that she has got exactly 45 days to train a person and after that the candidate will be on phone directly interacting with the clients.So she will definitely try to take in people who are trainable within a span of 45days because after training if they do not perform then she will be answerable to all kinds of questions from the managements side
Keep posting :)
Thanks and Regards
Indrani Chakraborty
From India, Pune
Thank you for your comments.Iabsolutely agree with when you say that we are tyhe people who make the difference but then again if we see things from the trainers point of view then we will find that she has got exactly 45 days to train a person and after that the candidate will be on phone directly interacting with the clients.So she will definitely try to take in people who are trainable within a span of 45days because after training if they do not perform then she will be answerable to all kinds of questions from the managements side
Keep posting :)
Thanks and Regards
Indrani Chakraborty
From India, Pune
Dear Indrayani,
First of all I need to tell you that one should controll ones emotions when we are performing HR roles.
The reason being emotions can drift us apart which may result in making justice or injustice.
In your case your emotions overuled you so you took that needy candiate.I dotn say you are worn but what if he had failed in his promises.What if due to this incident your job would have been at stake.
It high tiem all of us realise that we as HR should not being emotional as we are the one to recruit and also to do exit interview.
Remember one thing one should do thier duty just as doctors do.....
Regards
Riya
From India, Pune
First of all I need to tell you that one should controll ones emotions when we are performing HR roles.
The reason being emotions can drift us apart which may result in making justice or injustice.
In your case your emotions overuled you so you took that needy candiate.I dotn say you are worn but what if he had failed in his promises.What if due to this incident your job would have been at stake.
It high tiem all of us realise that we as HR should not being emotional as we are the one to recruit and also to do exit interview.
Remember one thing one should do thier duty just as doctors do.....
Regards
Riya
From India, Pune
Hi Riya Thank you for your comments.Your post is smilar to the post made by Mr Vasanth,you can go though my reply for the same for your reference Keep posting Thanks and Regards Indrani Chakraborty
From India, Pune
From India, Pune
Hi,
If your needy person will be quick learner and your training department is sound enough u can give him opertunity.
Without any sources to improve the guy our emotion will not work.
regards
Aruna R devar
From India, Mumbai
If your needy person will be quick learner and your training department is sound enough u can give him opertunity.
Without any sources to improve the guy our emotion will not work.
regards
Aruna R devar
From India, Mumbai
HI Indrani,
I feel the decion you took was absolutely right,,coz after all we are dealing with human biengs and are not merely looking for cogs to be fitted itno some machine...Having said that also try to be less emotional and more objective in such decion making..such decions may lead to compromising talent...
Regards,
Yogita
From India, Chandigarh
I feel the decion you took was absolutely right,,coz after all we are dealing with human biengs and are not merely looking for cogs to be fitted itno some machine...Having said that also try to be less emotional and more objective in such decion making..such decions may lead to compromising talent...
Regards,
Yogita
From India, Chandigarh
Hi Yogita
Thank you for your comments.You have rightly pointed out that its not about "fitting a cog into the machine".Tobe frank I wont say I was "overuled by emotion" while taking this decision as one of our fellow members has pointed out but yes I worked on my "gut feel " too because its not an one-time hiring decision that we make we also need to keep in mind the commitment of the candidate towards work,whether he will be beneficial for the company in the long run .My gut feel said that he will be loyal to the company given a chance, whereas the other person who was haggling for 2k and 3 k would have left the company the moment he got a better offer
Keep posting
Thanks and Regards
Indrani Chakraborty
From India, Pune
Thank you for your comments.You have rightly pointed out that its not about "fitting a cog into the machine".Tobe frank I wont say I was "overuled by emotion" while taking this decision as one of our fellow members has pointed out but yes I worked on my "gut feel " too because its not an one-time hiring decision that we make we also need to keep in mind the commitment of the candidate towards work,whether he will be beneficial for the company in the long run .My gut feel said that he will be loyal to the company given a chance, whereas the other person who was haggling for 2k and 3 k would have left the company the moment he got a better offer
Keep posting
Thanks and Regards
Indrani Chakraborty
From India, Pune
Hi Aruna
Thanks for your comments.As I have mentioned in one of my earlier posts that the training department did not give him any extra inputs but he had the zeal to learn so he put in his 100% efforts and he outperformed
Keep posting
Thanks and Regards
Indrani Chakraborty
From India, Pune
Thanks for your comments.As I have mentioned in one of my earlier posts that the training department did not give him any extra inputs but he had the zeal to learn so he put in his 100% efforts and he outperformed
Keep posting
Thanks and Regards
Indrani Chakraborty
From India, Pune
Hi Indu!
I agree with this quote in to-to. You should stick to the basics while selecting a candidate. If the need of the hour was to select a 'ready to deliver' candidate, then you should have gone for the experienced candidate who knew the job. You could have selected the other candidate for some other jobs within your organisation. Nowadays people have active databank of good candidates. You could have tried for the same.
But the best part of it is that you made a decision. In personal as well as professional life we come across a lot of dilemmas because we are dealing with Humans.
In this forum you will come across many such examples. Some of these will be very happy ones with giving opportunity to a needy and 'potential looking' candidate. While some will be cursing candidates who were given opportunity despite their apparent shortcomings. (I have got a negative experience. Once I selected a village boy as plant engineer who was needy and promised good performance but after 8 months during which we trained him and made him competent, he left)
Life is like this. When we conclude about a candidate's potential, we have to have scientific background - Psychometric analysis if possible. Zeal, enthusiasm are good words but very hard to quantify. They are subjective basically. Whatever strategy we adopt in such situation, we should be consistent in practicing. If that consistency is there, our actions are justified by and large.
All in all, first you should be congratulated for taking a decision and second for bringing it out for discussion.
Best wishes to all for your future dilemmas. We all know they will keep on coming.
Regards,
Hiten
P S - Quite an unsual id you have selected.
Also hats off to the commitment you have shown in responding to each response / entry by our colleagues.
From India, New Delhi
I agree with this quote in to-to. You should stick to the basics while selecting a candidate. If the need of the hour was to select a 'ready to deliver' candidate, then you should have gone for the experienced candidate who knew the job. You could have selected the other candidate for some other jobs within your organisation. Nowadays people have active databank of good candidates. You could have tried for the same.
But the best part of it is that you made a decision. In personal as well as professional life we come across a lot of dilemmas because we are dealing with Humans.
In this forum you will come across many such examples. Some of these will be very happy ones with giving opportunity to a needy and 'potential looking' candidate. While some will be cursing candidates who were given opportunity despite their apparent shortcomings. (I have got a negative experience. Once I selected a village boy as plant engineer who was needy and promised good performance but after 8 months during which we trained him and made him competent, he left)
Life is like this. When we conclude about a candidate's potential, we have to have scientific background - Psychometric analysis if possible. Zeal, enthusiasm are good words but very hard to quantify. They are subjective basically. Whatever strategy we adopt in such situation, we should be consistent in practicing. If that consistency is there, our actions are justified by and large.
All in all, first you should be congratulated for taking a decision and second for bringing it out for discussion.
Best wishes to all for your future dilemmas. We all know they will keep on coming.
Regards,
Hiten
P S - Quite an unsual id you have selected.
Also hats off to the commitment you have shown in responding to each response / entry by our colleagues.
From India, New Delhi
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