Why does an organisation hire an employee? That’s a million-dollar question. But what exactly is the answer to this question?

Does the organisation want to eradicate poverty or to help jobless youngsters or to be known as the best employer of the region or to earn a tag of having the largest number of employees?

No, a big NO is the answer to all of these questions and ‘the million-dollar-question’ remains unanswered. The question can be asked in a different way to get a better answer. The question should be; why would you hire an employee, if you were an entrepreneur?

Now, that’s a million-dollar question in its truest sense.

And this is exactly what you too should ask from yourself before hiring an employee in your department or in your company.

Would he be generating revenue for your organisation or he would be reducing cost?

Whatever the department you are working in, whatever the domain you are hiring a candidate for and whichever the organization you are adding a resource to, you must be very well aware of the utility of the (potential) employee.

Other important questions that you ask from the candidate remain same i.e. asking him to introduce himself briefly, asking him about the value he can add and that, as to why should we hire him and of course some more relevant questions that may give a quick insight into the candidate’s professional experience and personal ambitions.

Questions related to job description of the advertised vacancy, candidate’s professional skills, hands-on experience of technology and computer-related knowledge, relevant experience of the position s/he is being interviewed for and his/her achievements in that particular field, his/her approach to streamlining business processes, understanding of organizational culture and making effective use of available resources are important yet remain supportive questions of the key question and by all means, these questions will complement it thoroughly. You would, of course not ask this question directly from the candidate nevertheless after interviewing all of the required dimensions of the candidate’s profile and interview you must have provided yourself with an answer to this question before presenting an offer letter to the candidate.

You can have your own structure and flow of conducting an interview however the interview revolves around that ONE key question:

Would s/he be generating revenue or reducing cost?

Marketing, Sales and IT departments largely play their pivotal role in earning money for the organization. On the other hand, Admin department and a few other help in reducing overall cost and save money. However, there are a few other departments in an organization that do not have any direct effect on the revenue such as Customer Care, Backend Support Teams, Human Resource, Compliance,Finance and other. Customer Care (and its backend support) is largely considered as cost centers and HR, Compliance and Finance do not really add dollars to the organization’s wallet.

Let’s talk about these departments by keeping a holistic picture of the business in mind.

Can we run an organization in the absence of any of these departments? Not really, not in the near future at least. However, there is a serious threat to a few of them after the recent rise of technology. But even with the inception of technology in so many dimensions, organizations keep looking for employees who help them achieve their targets. Therefore, be it a kamaoo-poot (bread-earner) department of the organization or it (apparently) looks like a cost center to the organization and conducts JDs (Job Description) and experience oriented interviews, it revolves around overall objective of the organization.

Moreover, in the age of technology and with new dynamics of the business, all of the departments can be reduced however the question for adding employees will remain same i.e. will s/he add revenue to the business or s/he will reduce overall cost.

You must know that the resource you are hiring for your department is the one whose time is being purchased by the company and that investment of time and money (the salary) should have its own ROI.

Along with the revenue, what the organization is more concerned about is its repute in the market. The candidate you are hiring should be skillful as well as truthful who has a learning attitude.

Hiring ‘the right man’ is the first right thing an organization does for its consistent growth. This is how you were hired. This is how you should hire an employee for your organization and this is exactly how you should hire an employee for your own firm when you become an entrepreneur. Having an entrepreneurial mindset helps you hire ‘the right man for the right job.’

Again, the key points which are taken into consideration before an organization hires an employee are: revenue generation and cost effectiveness.

The writer is corporate training specialist.