We could go back and forth debating on the best HR practices on the ones that work, and the ones that don’t, but the fact of the matter is no single theorem provides a universal solution to this age-old question. When I joined this company, just like the many of my colleagues that I found here, I was subjected to the boardroom-type of interview – you know the sort where you have to be in a tie, and its all serious talk with the interviewer looking sternly at you – and believe me, it was a very nerve-racking experience.
Enter 2012, and the time to recruit was with us again. I was asked by my boss to join in the recruitment drive, both as an observer and to offer a 2nd opinion on candidates. Frankly, I was quite surprised when the interview date was set for mid-morning on a Saturday, but then I brushed it off, thinking it was to maximize on time utility. The candidates did turn up and all of them were seated at the reception area with tension evident on their faces. At exactly 10 am, my boss Ms. Joan came in and asked all of us to proceed to the parking lot, and it being a weekend there were no cars in the parking area.
She then asked all of us to wear name tags, to be able to know everyone’s names with ease. All the time the only thought running through my mind was, that this had to be some sort of elimination round, and so I just waited quietly to see how this was being done. Moments later, Ms. Nicole, the production manager at Kuzabiashara showed up with Ms. Florence dressed in casual weekend wear and joined us at the parking lot. The look of puzzlement on the faces of the candidates was so clear, probably similar to my thoughts as what exactly was happening there.
Soon the main event started, where each one was asked to tell the group of their alter-egos, or what they would liked to have been, if they had it differently. This exercise was mainly to create a feeling of ease, and also to help understand the different personalities present there. The next thing was some fun games, like musical chairs and other games we all could think up. This helped bring out certain personality traits like how well individuals relate with people they have just met.
To add to the twist of this interview process, all of them were thinking that this was some sort of warm-up exercise in preparation for the main interview. Just as it started, it ended just as quickly, and the bunch walked off home in a very confused manner at the experience they just had. Later, all of us sat round the table, and pinned pictures of the candidates and each one of us gave some thoughts on what we thought about each of them.
The reason why we decided to adopt such a technique, was to identify the personalities for any potential staff members, and also to try and determine those of whom could blend with the rest of the team. At Kuzabiashara, team cohesion is the key to our success, and thus the emphasis was on people who can fit in comfortably, and quickly.
All in all, I loved this new technique..it was fresh, unique and showed great potential.
