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The Future of Hiring
Published: Jun-05-2012

 

Tarun is the third candidate I am meeting today for the role of head of Insurance sales and my head is buzzing with coffee and the amount of information shared by the candidates as well as the Google glasses I am wearing. The notepad I have has a wireless connection to the glass and it fetched the resume from Taruns site. 

 

 

Tarun comes into the room and the glass- switches to his resume - highlighting portions I need to ask and query. We exchange pleasantries- I note he has a firm handshake and click on the human response application for the meeting. Tarun knows we are using this application- legislation requires the company to tell each candidate.

 

 

We start with the basics- achievements in his last job - he shares a revenue number and attrition percentage in the team, the revenue number is verified immediately - while the attrition percentage takes a little more time- there is a bit of difference- but I know its still work in progress and by the end of the meeting even this would be verified

 

 

I start asking him about the strategies he has used and why sales in his team are still more inclined towards direct channels, he waits' a moment and then starts answering, the human response application picks up the pupil dilation and the slight inclination of the head and gives me couple of further questions to probe if the strategy was really his or is he taking credit for someone elses work- the application is convinced he is telling the fact - I still have my doubts and highlight it on my pad- that I want to probe it more- the glasses comeup with 2 references that can collaborate this and I click a go ahead on the check.

 

 

This interview has been going well- and we come to the tough part- soft skills and future development and alignment. I ask him about his views on the recent IRDA ( Insurance Regulatory and Development Authority)  directive that only term policies can be called life Insurance- the others be called investment products with risk cover; this has been a bone of contention for a lot of firms and individuals and in fact a lobby was trying to get this directive reversed. Our company has been aligned with this value for 5 years now and Taruns alignment was essential for a fit, he spoke enthusiastically on the spirit of insurance, values and why he thinks it will help insurance industry in the long term, the glass gives me a snapshot of a paper he wrote for an insurance publication 3 years ago- highlighting the same thoughts- I relax a bit and Tarun winks and asks me if I found the paper- well he has every right to a human response application of his own in a meeting! We discuss his strengths is people management and he highlights vision sharing and training, the glass pops up 5 references- which have collaborated this on LinkedIn. The glass now gives me 5 hypothetical scenarios to ask tarun to verify his cultural alignment, I chose the top 3 because of time constraints and as the discussion progresses the discussion tree is made on the glass for further probing; its like a mindmap/ decision tree and helps me assess Tarun on cultural alignment.  The glass gives me a 95% probable fit,this is great- I think we have our guy!

 

 

I ask him if there are any questions he has- and he takes out a pad and clicks on it. this is going to be tough- because he has the paid app too!!  I know the first question- why did the last head of Insurance leave, there are enough indications in the press and otherwise that he was asked to go and that is the truth. Tarun is even more direct because of the app he is using- "You got someone who delivered results 3 years running; why did you let him go"? Sometimes I miss the old days where I could say- what makes you think we asked him to go, xyz was looking at a sabbatical to understand and pursue his passions. Even if I am able to convince him on this ;  I am sure he is going to ask us about the downsize in 2018- even I cannot justify that- I think I will tell him the CEO made a mistake reading the market and post that got a rap on his knuckles from the board. this is going to be a tough 60 minutes;  I do not want my boss badgering me on why I let a 95% alignment candidate go  without being convinced . 

             

 

 

           "Some of the technologies mentioned here are already in place- Applications will take sometime  or maybe available tomorrow!! 

            Already applications like- TweetPsyche give a psychological profile based on your tweets ( I for one believe its going to be more accurate then handwriting analysis used by some folks even now!!)

           Google glass is work in progress and though there is no official launch date- it can be a reality in couple of years"

p.s.- Google glass has been made available to developmers at the Google I/O meet in the III week of  june 2012

 

by

Omar Farooq

Founder and Chief Executive Officer- AceProHR

Visiting Faculty- HR and Organisational Development Programme at the  Delhi School of Economics

Comments

  • Apr-28-2013
    Very interesting read specially when I realize that by the time it happens I will not be a candidate for any job. Going to the cultural fit, a very confusing parameter, as I do not understand how this can really be benchmarked.
    Bishwajit | Apr-28-2013 02:53 PM
  • Apr-25-2013
    Very well written. Didn't knew that you have a flair in writing as well. Very well mixed the technology and its probable implementations. Nice unique thoughts
    Nitish Kumar | Apr-25-2013 02:58 PM
  • Sep-02-2012
    Interesting read. But what was the point? Was it just meant to be a swipe at creative writing. Anyways, besides the challenge of google glass embedded app, if find cultural alignment thing very very hard to grasp. When i came tot that part i was so eagerly waiting for the filtered down 3 of the 5 questions. But not one was given to the public. HR makes such a big hue & cry out of cultural fit. I need some tools & labels to say these are the various types of org cultures ( i don't think the list goes beyond 3) and this guy belongs to this one.
    nitish | Sep-02-2012 12:11 PM
  • Jul-06-2012
    I am glad you picked this up and made it realized to the forum. Technology has truly defined the phrase of "Be a Smart worker than a Hardworker" and also the entreprenours should now realize its not easy to fool around with information. The next generation has become smarter than you. We now should realize this and bring change to our existing dealing process of our new hires.
    Kanika Katoch | Jul-06-2012 10:36 AM
  • Jul-06-2012
    I am glad you picked this up and made it realized to the forum. Technology has truly defined the phrase of "Be a Smart worker than a Hardworker" and also the entreprenours should now realize its not easy to fool around with information. The next generation has become smarter than you. We now should realize this and bring change to our existing dealing process of our new hires.
    Kanika Katoch | Jul-06-2012 10:30 AM
  • Jul-04-2012
    Predictive thinking!!! A wonderful piece that you have written and Im sure it's very practical in th near future SOON!! Thanks on sharing your perspective on this theme! Regards Aanchal
    Aanchal Tripathi gulags | Jul-04-2012 06:36 PM
  • Jun-13-2012
    technology alas makes our job easier but eventually makes us redundant. Something similar has been portrayed in the movie 21. But lets see when this scenario is not released but common place
    varun chowdhary | Jun-13-2012 04:08 PM
  • Jun-13-2012
    Great!! gave me goose bumps :)
    Abhinandan Chatterjee | Jun-13-2012 04:20 PM

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