Is there a method to identify the right candidates who could work towards achieving the organisation goals. Certainly yes, there are different ways and means.
I have devised some methods to select the candidates. Once three candidates came for the interview to work with me on facilitating stoves. I took them to the GEO Research Center, it was about 10 a.m. in the morning. To test the attitude. I asked who knows cooking. One candidate said that he can cook. So, I gave the task of cooking food to him. The way he prepared food and with all humbleness served the food. I liked him. In the end, he asked me that I did not interview him. I said he has passed my interview. The dedication and commitment of a person could also be seen in small acts. I selected him for the job.
In another instance, I had to choose candidates for field coordination. Asked the candidates, to sit on the ground in different positions comfortably. The first question was, how they would invite and convince a farmer to come and attend a meeting. For which, asked them to do role play, considering one of the candidates as a reluctant farmer. Made the observations and shortlisted the candidates. Told them about the hardships in the field. Before making their decision to join, asked them to consult their parents. To my satisfaction, the selected two candidates have played an important role in doing capacity building for about 50,000 people in 15 months’ time period.
Once there appeared eight candidates for an interview. The job was in the field area, which requires lots of travel with the minimum facilities. Only one girl was there among the eight candidates. Because of the late hours of travel and the other difficulties in the field, it was more suitable for a male candidate. Meanwhile, halfway through the interview during the lunch break, four candidates disappeared considering the challenges of the job. Ms Nagamani said that she is ready to do the job in all types of hardships. I selected her. She proved her worthiness and was the right candidate. Sometimes by telling the challenges, one could assess the interest of the candidates, who could meet the job requirements and perform well. Many people want to be in a comfort zone, they think job means earning money easily for less work.
Recommendation from someone supporting the candidature for a job is not bad if the right person is recommended. I have taken one person based on recommendation, he was okay in his job. Whenever he took leave for three days to visit his native village, never returned to the job after the leave period. He also kept his phone switched off or did not respond to the phone calls even when it is ringing. Nor informed that he required more days of leave. In my organisation, I never deducted the salaries of the people even if they are absent beyond the leave period. This is because I trusted the person as responsible and would work as per the need. It is like a farmer works harder in his farm as per the season and need in the field. This is because the farmer owns the field, similarly, every person should own the organisation. All works are not routine and the work cannot be spread evenly.
