Category Archives: recruiting / hiring

my experiences in recruiting and hiring in Nepal

How to find some-one’s strengths (talent)? कसैको प्रतिभा थाहा पाउनको लागि ५ सुत्र

To a new person, instead of asking, “what do you do?” why don’t you ask “what do you love to do?”

Five Clues to finding a person’s Talent:

Yearning:

To find out the person’s “Yearning”, Ask, “What do you know you can do well, but haven’t yet done?” or, “If you had an entire week of your calendar open up and couldn’t work on previous commitments, what would you spend your time doing?”

Satisfaction:

To help learn what gives others satisfaction, Ask, “What sorts of activities do you finish and think, ‘I can’t wait to do that again’?” or, “What are you doing (at work or at play) when you’re truly enjoying yourself?”

Rapid Learning:

To shed light on these pathways, consider asking about a person’s learning. “What have you done well that you didn’t need explained?” or, “What activities do you execute naturally, but struggle to break down into steps for others?”

Glimpses of Excellence

Find out their glimpses of excellence by asking, “What have other people told you you’re great at doing?” or, “In your previous experience, what were you known for doing well?”

 Total Performance Excellence

Simply ask about times when all the pieces fell together. Do this by asking, “What are you doing when time seems to disappear?”

Try these questions today while hiring or getting to know some-one !

कसैको प्रतिभा थाहा पाउनको लागि ५ सुत्र:

कुनै पनि नया मान्छेसॅग परिचय गर्दा प्राय यसरी शुरु गरिन्छ -“अनि तपाँई के गर्नु हुन्छ ? ”
तर त्यसको सट्टा यसरी प्रश्न गर्दा कसो होला  -“तपाईँ के गर्न मन पराउनु हुन्छ?”

(चाहना – उत्सुक्ता):

कसैको चाहना वा उत्सुक्ता थाहा पाउन यस्तो सोध्ने कि ? “के कुरा जुन तपाईँले राम्ररी गर्नसक्छु भन्ने आत्मविश्वास छ जुन अहिलेसम्म गर्नु भएको छैन ?” वा “तपाईँ सँग यो हफ्तै पुरै खाली समय छ भने कसरी त्यो समय बिताउनु हुन्छ ?”

(संतोष):

कसैको संतोषको श्रोत थाहा पाउन यस्तो सोध्ने कि ? “के गर्दा तपाईँ संसारलाई भुल्न सक्नुहुन्छ ?” वा “के गर्दा मनै देखि आनन्द आँउछ ?” वा “के गर्दा फेरि फेरि पनि गरौँ गरौँ लाग्छ?”

 (छिट्टै सिकिहाल्ने):

छिट्टै सिकिहाल्ने क्षमता थाहापाउन यी प्रश्न सोध्नुहोस् न।
के कुरामा छिट्टै सिकिहाल्न सक्छन् भन्ने थाहा पा़उन यस्तो सोध्ने कि ?
कुन काम कुरा चाहिँ तपाईँ टपक्क टिपी (चाँडै) हाल्नुहुन्छ ? वा
कुन कुरा चाहिँ तपाईँले चाडै टिप्नुहुन्छ जुन अरुलाई सिकाउन चाहिँ गाह्रो पर्छ ?

 सर्वकृष्टताको झलक :

सर्वकृष्टताको झलक थाहा पाउन यो सोध्नुहोस् “बिगतका अनुभवमा तपाईँलाई अरुले के कुरामा राम्रा भनेका छन् ?” वा “तपाई बिगतमा के राम्रो कुराले चिनिनु हुन्थियो?”

 सर्वकृष्ठताका पूर्ण प्रदशन:

” तपाँईलाई आफ्नो समय गएको पत्तै नभएका केहि अनुभवहरु बाडँनुहोस् न?

आजै सोध्न थालम् कसैलाई काममा लिनको लागि होस् वा कसैबारे थाहा पाउन !

Original Post in English taken from here.

Top ten challenges with human resources in Nepal

so here are lists of challenges in managing associates while running Digital Max Solutions, a Website development company and an online branding firm.

1) People take the job as a training first – execution of their responsibilities second(they are less inclined to feel responsible for their jobs). So tell them bluntly about this distinction when you hire them.

2) Competent manpower hard to retain for more than a year. Expect short term. Build for mid term, hope for long term. Try calling employees —> associates. It may make all the difference.

3) Some people work hard to impress you during the early months of their career with you, and then once they win your trust, start slacking off noticeably (intentionally /unintentionally). So build regular incentive packages and compare their contribution with new people regularly (through statistics, earnings etc)

4) In Kathmandu you would have to invest most of your resources on infrastructure management, insurance and backup/security of the infrastructure, leaving not much resources for human resources trainings and career development. The only option here is build environment where they can learn from each other. (instead of costly outside trainings)

5)  The current brain drain is accelerating  the thinking that, “life is easy out in foreign countries” You can’t change that. Just deal with it. Don’t compete just on money. You will lose. Compete on “sentimental values”. Being close to family, exciting office environment, understanding management” etc.

6) Constant distractions in Kathmandu seem to affect an employee’s morale more negatively than on work. Young people are more disturbed by not being able to comprehend or able to find solutions to the complex reality of Nepal. Just let them feel, that once they are inside your workspace, they feel shut out from all these thoughts and problems. Make the office environment in such a way.

7) Not many people are interested in questioning themselves and their bosses about the career direction/chart. (blindly following whatever is given to them or wherever they are led). Very few are inspired enough to make a career path. My tip: reward those inspired ones that do. Pay them much more. You will need them ! they inspire others to do better.

8 ) Common sense (highly undervalued and extremely deficient amongst upcoming IT professionals in Nepal). Well, reward those with common sense. They work at least 2 or 3 times harder than those who don’t.

9) “The grass is greener on the other side” thought is ingrained, plastered, super-glued ! Well, tell them when they are in the other side, they will feel the same. (psychological warfare :) )

10) “Because of My family” is the primary excuse for all deal breaking, ties-breaking decisions, some of the associates make. I have rarely seen one own up to their responsibilities cleanly. Those that have owned up, i have only abundant respect for them. Look for hiring people with passion in their eyes, you won’t get such irrational excuses from such people !

Again, these are my experiences dealing with professionals i have met while running DMS and talking with other entrepreneurs in Nepal running companies in Kathmandu. So take it with a pinch of positive salt please !

A formula for business success:

So in summary:

Best Working Environment >>> >Best Workers >>> Best Product (or Service) >>>> Best chance for sustained Profit !!!

this pretty much sums it all for what i want to say for business success.

btw.. if you think i missed ” the Best idea“, No i didn’t. Its good if you have an excellent idea, but doesn’t have to be a pre-requisite. Execution is the real deal.

so you think you are special…

so you think you are special??

here is a thought: On your next job application….,

DON’T SEND RESUMES/BIO DATA WHILE APPLYING.

Don’t. ((full stop there))

Instead: (As Seth godin writes and I wholly endorse it )

“How about three extraordinary letters of recommendation from people the employer knows or respects?
Or a sophisticated project they can see or touch?
Or a reputation that precedes you?
Or a blog that is so compelling and insightful that they have no choice but to follow up? “

http://www.typepad.com/t/trackback/2123/27146996

as usual :) check out Seth article…its his idea. i wholly endorse it.

I get a lot of my inspiration from “that wise guy”.