Panel
Briefing: Key to Successful Hires
Talent acquisition is getting more and more
complex as now companies need to focus more on doing the right hire in the
shortest Turnaround time (TAT). One of key aspects of making the right hire on
time is to bring the entire stakeholder involved in the hiring on the same page
as to urgency, process, time lines and market factors affecting such hires.
Panel briefing is the process of bringing all the interviewers
on the same page wrt to the job description, time lines and criticality of the
hire the most important part is sanitizing the panel with the business impact of
these positions for eg billing loss, reputation loss etc.
The Panel briefing should be initiated by the Hiring
manager and along with the Recruiting Lead for the key account. Following Points
must be covered during the panel briefing
1.
The reason for new hire: You must share
with the panel reason for new hires team extension, replacement etc.
Confidential reasons can be avoided.
2.
Time Lines: Hiring manager and recruiting lead must
set a very clear time line and try and create a positive sense of urgency
related to the time lines.
3.
Discussion on JD: A detailed discussion on JD must be done
along with panel. A clear message from hiring manager on nice to haves, Must
haves, alternate skills, relative competencies on each skills must be discussed
with the panel members.
4. Hiring Plan: Recruiting lead
should present a hiring plan with the panel members and take their views/suggestions
and ensure that he has their buy in for anything that may be required from them
eg. Weekend drives, late evening interviews, travel etc. Also share and discuss
the hiring trackers and report formats that would be used for the hiring.
5.
Discuss the market scenario: Recruiting lead
should share market situation and also challenges that he foresees with the
team. This is extremely important for niche, rare and senior positions. Idea is
to create an awareness about market situation and organizational boundaries in
which the hiring is to be done
6.
Discuss the Impact of the
Hiring on Business: Hiring Manager and Recruiting lead
should also discuss the business impact this hiring would have on
business/company for eg if it’s a new account tell about the customer and how
it would impact company in a positive way etc. This helps in creating a shared
vision w.r.t to the hiring exercise.
Panel Briefing Case Study Part 1:
A company was ramping up a software team
for a new customer in Network security domain. The skills were niche and role
was of a SDET (Software Design Engineer in Test). The company hadn’t hired such
roles earlier in big numbers. The customer was keen to interview all the hires
and time lines were very aggressive. The Hiring Manager and recruiting lead organized
a panel briefing session organized more on AI way (Appreciative Inquiry) . The
meeting was opened with a Warm Positive remark with a congratulation note
saying that company has won a major account in a niche domain which would open
up a new line of business for the company. This charged the environment on a positive
note. Then the team structure was discussed and open positions were shared with
the team. Suggestion on where and how to find these people were asked from the
panel by the hiring managers. Several target companies names were shared by the
panel. They also shared possible challenges that recruiting team may face in
finding such people.
Hiring manager then shared the time lines
when we have committed to make all the offers (Time lines shared were more
aggressive than actual), also mentioned the possible skill match and must have
and nice to have combinations. Interviewers were asked to share their
availability for which they readily agreed.
Meeting was closed on a positive note again
by sharing the recent success story if a major recruiting ramp-up for another
account. After this meeting the ramp-up was completed in record time with 60%
internal selection ratio and 80% client interview selection ratio.
Panel Briefing Case Study Part 2:
In the same account after the initial was
ramped up a new team extension position was raised a single position for same
role and experience range. This time the rejection rate was extremely high and
position went on Aging and billing loss. What had changed? Recruiter? No it was
the panel which had changed; the new hires that were hired in initial ramp-up
were now interviewing also the Project manager had changed. All candidates that
were rejected were of similar experience and background. Apparently this the
panel briefing wasn’t done as there was only 1 position.
Panel briefing must be done in smaller
version whenever there are new panel members on-board. This may be done 1-1 and
also along with Hiring manager in a smaller format.
