Category: HRM

Before you decide to Volunteer

BinduLeave a comment

Its more than five years since I moved to America and I have volunteered at various organizations. Even though I have done various roles as a volunteer, most of it was and is teaching. There are some lessons I have learnt during this period. You might as well ask what is there to think before we volunteer? We all volunteer for a good cause and nothing should hold us back. But there are some factors which you better consider before jumping to volunteering for any organization or project.

First and foremost, we need to understand why do I want to volunteer for this project or organization? Do I understand the goals and purpose of the organization and are my values and visions in line with that of decision makers of the organization? It might be better idea to discuss with the decision makers what are the future goals of the organization. How is it going to operate in the long run? Are the rules and regulations which are true for today are going to continue for tomorrow also?

For example, I volunteered as teacher at one organization which was conducting free classes for all students interested. I had the freedom to follow my teaching methodologies, classes were free for students, I was not paid as I was a volunteer. Once in a while both teachers and students would get a mail requesting for donation for the organization which was optional. They could donate as minimum amount as they wanted or not pay at all. No one would come to know who paid or who did not pay. This is something which was in line with my idea of teaching for free.

Then there was another organization which is also a not for profit organization and I volunteered to teach there as it was open to anyone who wanted to learn the language. But there something which started as free started asking for a registration fee in the next year. Then they also made it compulsory to become members of the organization which of course was paid. So, this will put the parents who would have enrolled their kids thinking it as free into a dilemma. Also, for volunteers who started volunteering for it because it was a free course. Then quitting such projects is also hard because of the friends the students or volunteers will have. It does not matter what ever minimum amount they are charging because in the first place they attracted students and volunteers by calling it a free course.

Then there was another organization which also conducted free classes then started asking for donations for some religious institutions it supported. Here again its okay to ask for donations, but sometimes the donations become compulsory like it happens in most of the private schools in India. They make list of parents who paid and those who did not pay and then circulate it in their respective groups. Here also we get a question should I be part of it?

I have been attending another class as a student for more than two years now. The teacher never asked for any fees or donation. Even though he is a part of an organization where he learnt the skill he is teaching. I am glad we still have such teachers and want to support such teachers or volunteers and want to be one like them.

As a result, I started my own language classes which are free for everyone. It will always be free.

So, lesson learnt yes, even for volunteering you need to check is it in line with my values and my ethics?

Importance of feedback after a Job Interview

Bindu2 Comments

6/30/2011 6:37 PM

 Not every candidate makes it to the interview. Thus when a firm advertises for a vacant position huge number of people will apply. Then there is short listing of CVs. Once the CVs are shortlisted then the candidates are asked for their expected salary. Then there will be some preliminary discussion over phone about the interest and suitability of the candidate over telephonic interview. After passing through all these stages, if the firm still feels the candidate is almost fits in the position then it will ask him to come and have a f2f interview.

After this stage, if the candidate is selected definitely he will get the good news. Otherwise how many firms have the sense to inform the candidate that they have not been selected and thank the candidate for going through the whole process?

There are firms which do send regret letter even at the first stage where in the CV is not shortlisted. On the other hand most of the firms do not call back the candidate and inform him that he is not selected. Either the candidate will have to request for the status of his candidature or he has to presume that since they did not call he is not selected. Most of the times the candidate might find somebody who offers a job and does not bother about the results of the other interviews he attended.

This might not apply to government organizations where in the list of selected candidates is displayed on their website, and results are declared in newspapers. The candidates will come to know the results of UPSC, KPSC or SBI are announced and thus if their roll numbers are not there in the list they understand they are not selected. Also due to the huge number of candidates going for the interview it might not be possible for the organization to give feedback to each candidate.

Where as in firms where in 4-5 candidates are interviewed for a opening and one of them is selected or none of them are selected… it is the duty of the interviewer to inform the candidate that he is not selected and give him a feedback why he is not selected.

Now you might ask me, why should the interviewer give feedback?

When you are short listing a candidate for an interview, definitely you are doing so because he has the required qualification and experience.  You feel that if that person joins your organization you will benefit from that. You are not doing any help or favor to him by calling him for an interview. You are calling him because you feel he might be the right person. After the interview if you feel he is not the right person don’t you think it is good manners to inform him that sorry you don’t fit here? You are not paying him for the amount and time he spent to go through all the process of your recruitment. He would have taken leave at the place where he is currently working. He might have travelled from other city just to attend the interview. He would have kept aside so many other works just to attend the interview. After all this he does not even come to know that he is not selected. He just has to presume he is not selected. It sounds so awkward!

Now how does the interviewing firm gain by giving feedback to unsuccessful candidate?

It is important to inform the candidate about the result of interview, by doing so the organization shows that it is organized.

By giving feedback to the candidate about the reason for not selecting the candidates it will not only help the candidate but it will help itself as the candidate will be better prepared next time when he applies for the job with the organization.

If the candidate comes to know that he does not fit in with organization due to some inherent characteristic of his, he might not apply again and thus will save the time of firm.

The firm will have a healthy relationship with the candidate by giving honest feedback. The candidate might refer other candidates who are more suitable for the job. The candidate might maintain good relationships with the firm or the interviewer and might help the firm whenever necessary.

Let me give you some examples.

Candidate A attended an interview with the firm Z for the position of a counselor. The firm Z was planning to hoist new program suitable for MBA pass outs. The course would help the students better prepared for the corporate world.  The interview went on for almost an hour where in the interviewer told in detail about the firm, the course and objectives and the candidate told about her experience and expertise.  Candidate A was not selected as the firm found someone more suitable for the job. The firm informed the candidate about he/she being not selected and thanked her for the interest she showed in the opening.

Candidate A later on joined an MBA institution as faculty. Because firm Z was in touch with her and she knew about the course they are offering, she recommended the same to her students who took the course offered by firm Z. Thus firm Z benefited by maintaining good relationship with the candidate who was not selected for what so ever reason.

If every firm starts giving feedback after the interview every firm will benefit.  How does that happen?

These days most of the organizations give aptitude tests, psychometric tests to analyses the candidate. Thus a person who is not suitable for the post of a Trainer might be more suitable for the post of a manager.  Thus telling the candidate about the results of the tests he/she undertook the firm helps the candidate in choosing right career for him which would benefit every firm.

It’s true that firm wants to be on the safer side, does not want any arguments and allegations for not selecting a candidate, thus it would not like to mention anything like you did not have expertise in that or this, which might lead to arguments like, how can you say that etc.

But at the same time, it’s very much necessary to keep the candidate informed about what is happening from beginning of the interview process till final selection or rejection.

Some firms are very quick in short listing then interviewing and then giving results. Some firms take lot of time like 3-4 months since giving advertisements to final selection.  Unless the candidate is aware about the recruitment pattern of the firm he has applied to, he/she will have to undergo lot of stress and uncertainty.  Highly qualified and confident candidate might not want to keep waiting for the results and go ahead with any firm that offers her first.  At the same time if the candidate is informed about the steps involved in firm’s hiring process and average time taken to arrive at final decision he/she will keep the other offers in hold until they here from their dream firm.

Finally it is mutual dependence when it comes to employer and employee, even if it is an aspiring employee. One should not take for granted the candidate who comes for the interview. The HR team should ensure at every step the candidate is informed of what is happening and final results. If the firm can give feedback on demand, that would be great.