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My HR Blues...

My HR Blues...
Real Case Scenario 1
It was a hot day of summer during April and I was waiting for a candidate to come for an interview. Actually I had shortlisted his resume from a sourced list of 10 resumes fitting our requirement for a technical position. He has an excellent track record as was evident from his resume and my earlier telephonic talk with him. But then on that day he got late for the scheduled interview which was aligned with our Technical Manager.

After 20 minutes of waiting the Tech Manager got pissed off as he was getting late for a team meeting and our candidate didn’t turned came. Our tech manager simply stands up and rejected the candidate and left for the meeting.

I got busy and then suddenly after 15 minutes the candidate turned up at my office sweating profusely. I told my HR Executive to let him freshen up and have something to drink. Afterwards when the candidate came to me, he explained that while coming by auto he faced an accident and then had to run all the way to our office in the heat of the day for the interview. He was extremely apologetic for the incident and late coming.

To his utter surprise I just told him that he is hired and discussed on the salary and joining date. The candidate was very happy to join our organization.

On the scheduled date of joining the candidate came in time and joined. As the time passed, he turned out to be one of the best performers of the team and an asset for the organization. 

The same Tech Manager is all praise for him.

Real Case Scenario 2
Once when I was Heading HR for a media firm, I used to come across lot of candidates who want to join media industry and approach me. I used to take interviews or ask my subordinates to take care of those candidates.

Then one busy afternoon, a technically educated fresher guy came to my office. Due to my busy schedules that day, he had to wait for a long time and my subordinates keep asking me if I can meet him. After a long time my executive came and told me that boy was in tears and hungry too. Actually I came to understand that he is a very needy guy in search of a career in media sector. I didn’t had any positions vacant for him, but then my conscience told me to meet the boy.

I called him up and upon meeting him, I got to know about his technical qualifications and his keenness in media as he has earlier done entertainment stage programs. I found that hint which is required in a candidate the eagerness and enthusiasm. I told him to wait outside and consulted with our Head of Programming and hired him as an intern with little stipend.

After couple of months he turned out to be one of the best team player with all round activity that is required in the production set of various entertainment programs. He thanked me for giving him the required career.

At present he is employed in a reputed media house abroad and sometimes when I think about him, I feel good in shaping up career of a needy person.

Now, both the real case scenarios are of part of many such situations that happened in my career as a HR professional. Sometimes we just reject the candidates out of blue or let the candidates wait for long just to have an interview. And most Recruiters will agree that in lot of cases, the candidates themselves opt out even if they get selected to join to the utter dismay of the recruiter.

You can’t help it… This is life and you have to get on with it…

Surprisingly, my talent acquisition experience tells me, don’t always look for that perfect resume to select or perfect employee to retain. There are always a human touch to everything… one has to also look for the enthusiasm and value addition a surprise candidate may bring even if he/she has an average resume on display.

A best “would be” employee might not show up all professionally attired or that confident during interview.

What do you say my HR folks??? AM I WRONG?? OR you agree with me??


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