Account Executives

• tally and excel for a billing and quotation prepare , deal in godrej products safety locker almirah Always meet the candidate face to face - you are hiring a member of your team and not ordering electronic goods
• Body language will tell lot of stories

Rule # 3: Don’t hire in the 1st meeting (unless this is campus kind of recruitment)

• Take time to let the job “sync in” for the candidate (let him/her think over at least 1 or 2 days)
• Take time to think over the candidate’s candidature for you (you should think over this at least 1 or 2 days)

Rule # 4: Always make candidate meet at least two people from your hiring team

• This will avoid similarity bias
• Make sure these two people are somewhat different in their thinking – so you get two opinions for the same candidate

Rule # 5: Don’t hire just because candidate can join ASAP

• You are hiring a member of your team – take time – “Can join ASAP” can never be your criteria

Rule # 6: Don’t think that candidate need to be plug-n-play on day 1 – Remember that training the candidate post hiring is your job – Don’t look for 100% perfect match, there isn’t any

• Hiring a candidate will lead to an activity at your end that is called “training” – don’t avoid this
• 100% match is too costly for your process (you will be waiting for a really long time for that perfect candidate)

Rule # 7: Go for Passion first, Smartness second and Track record third

• My order (post technical/functional match)
• Passion
• Smartness
• Track record/having done “same” job in the past

Rule # 8: If you are the final decision maker then always explain your hiring team what you are looking for in that role

• Remember rule # 1- Job Description doesn’t tell the “full” story
• Explain your team what are the expectations of the job and the candidate

Rule # 9: If you are not the final decision maker and candidate will work for you then always explain the final decision maker what you are looking for in that role

• You will be responsible for that candidate’s performance so better tell what you need

Rule # 10: Always take your time to explain the role to candidate and make sure he/she has understood it (by asking candidate to explain the role back to you)

• Remember rule # 1- Job Description doesn’t tell the “full” story
• Candidate need to give you comfort feeling that he/she has really understood the role else will lead to expectation mismatch/wrong hiring

Rule # 11: Explain all job related demands to the candidate

• This is more of a hygiene factor but good for avoiding future problems. Inform candidates about known demands of the job such as; support hours (for any different geographies support), traveling need etc.

Rule # 12: Let the candidate speak the most (I know this is the most difficult)

• I have experienced that many a times in the interviewing process, the interviewer ends up talking more than candidate. This is quite contrary to what should normally happen. Be conscious of this factor.

Rule # 13: Ask real life examples from candidate about achievements and don’t just discuss at philosophy level