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How to carry out greenfield project Hiring?

Posted by | November 21, 2013 | Uncategorized

Ideally for a Greenfield project, the company should do the following

1) Make sure that the organization chart for the new site reflects the needs of the future, and is not a replica of the organization chart as it exists in the current plant/work site. Make it flatter, less supervision.

2) Ensure that the jobs are defined so as to empower the people who are going to work at the new site.

3) Change the culture of the new site to encourage more participatory work-style, rather than the traditional top-down, boss knows best attitude. This will ensure that you not only attract the hands, but also the hearts and heads of the employees.

4)  Get a large number of references from your existing employee base. Use existing employees to market the new employment opportunities to those whom they know and interact with. But ensure that you have a robust selection process in place to rule out bias and ensure hiring on merit.

5) Get the word out early and often! Build a buzz in the market about your new site. Crank up your PR machine and ensure wide coverage in the press. Make sure that your marketing department is involved in drafting the advertising for these new jobs.

6 Hire the top honchos early. Make sure that you have the future H.O.D.’s on board and involved in the hiring process. In fact they should be involved right from the time staffing requirements are being mapped out.

7) Use your new site for training freshers, but send some of them to the old site for exposure. Or send them all, depends on how many numbers and how much money is involved. After all it is better to spend money upfront on hiring the best and training them, rather than lose out due to poor quality of your people. On their return ask them to submit a report on what they learned.

8) As for your experienced hires, send them to the old site,if they are not already from there but ask them to submit a report stating what they recommend be done differently in the new site

8) Make sure that you select only those from your existing site, who will be able to fit into this new set-up. They should not only bring in phenomenal technical skills, but also great attitude. Be careful that you do not import existing salary structures with your hires from the existing plant.

9) By mix of people, do assume you mean how many to hire from existing plant. The new site should not be seen as a way by the departments to offload their problem employees. The new site is a new project, and is not started to solve the HR issues of the existing plant. Do not export the problems from your current site. However hire all those who are good, who bring a positive can-do attitude and who will contribute to building a new institution. You may use this as an opportunity to provide growth to employees who have shown signs of being ready to handle more responsibility.

10) Hire pan Africa, go out and interview across the country. Look upon this not only as a one time expense,(as it is, it will be drop of the total project cost) but as an HR- marketing cost. You are strengthening the employer brand and we all know brands are invaluable in today’s competitive market-place. For some of the top jobs, think regionally or even globally. Thanks to technological advances, geography should not be a limiting factor.

11) Stop thinking blue-collar and white-collar. Think of them as employees who contribute in different capacities. Ensure your canteens and locker rooms are not encouraging this segregation. They should be the same for everyone. Yes I know people are paid different amounts, but that is the only difference that you should have.

12) Hopefully as an existing employer, you have a strong employer brand and you will attract potential employees in droves and your only problem will be how to say no to so many applicants.


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