Osmosis-Recruitment

                                                Osmosis-Recruitment

It is a process where a rookie experiences a gradual assimilation of ideas, knowledge etc. in the field of Recruitment. We often argue that a person has worked 5 different organizations in h/she 6 years of stint is considered to be unstable. Recruiter will not even make a call to the prospect and find out reasons of jumping the ships.

A Prospect might have worked in contract companies earlier or may a startup companies to mitigate the risk of being unemployed for a long time. It may also happen prospect might have been switching jobs because of the rising inflation.

Recruiter when inducted in the system always under the impression that the resume will be a misfit if the candidate has jumped more than 3 companies in 2 years unaware of the real scenario behind the scene. A candidate who has been switching his jobs frequently to meet his economic demands raised by his/her family vis-à-vis rising inflation.

Rookie (recruiter) assumes that the candidate would have been asked to leave because of xyz reasons, however if one has a robust verification check process in place all the doubts can be answered. Before that the candidate also has to go through resilient selection process.

I am sure the candidate if found misfit will not sail through the selection, background verification process.

I am contradicting the old adage, “The best predictor of future behavior is … past behavior"

We should not go by proverbs rather we should have a pragmatic approach, rational thinking while scrutinizing resumes. We may not go for the best fit; ideally we should go for the right fit.

We should give an opportunity to candidates in this rising inflation seen in our daily lives, not without proper scrutinizing and increasing time and cost to the process.

It is a gradual and systematic process where one gathers knowledge, experience in recruitment.

It is something which is not taught in the high reputed B-Schools or MBA colleges. One may realize there will be only one chapter on Recruitment & Selection in the course. Definitely can’t expect much from a fresher in Recruitment. It is the apprentice, intern who has to get proactive and learn from the veterans in the field. An experience which will be learnt on the job rather than in classrooms unlike courses in SAP, Java or any other technical courses.

                                I say it is Osmosis in Recruitment.

Movie reviews :Bewakoofiyan & Shaadi ke Side effects

Bewakoofiyan: Very nice love story. Strong performances by Ayushman, Rishi Kapoor,Sonam Kapoor.. The protagonist loses job in the economic crisis and how it affects their relationship.

Rishi Kapoor initially acting as a barrier for his daughter’s love affair and later turns into enabler in a  subtle way. Nicely woven relationship between Rishi Kapoor and his to be in-law.

Must watch.

Shaadi ke Side effects: Not sure why the movie was made. There is no clear intent, no soul to the movie. Director trying to touch a lot of aspects of life of a married couple but fails to concentrate on

Crux of the movie. Director trying to convey a message which is irrelevant, impractical and surely people do not connect with the movie. Albeit good comic timing by Farhan Akhtar in bits and pieces.

It is okay if you skipped this movie.

Why complain to HR?

                                               Why complain to HR?

Any and every organization wants to have best of the process, people, machines etc.  HR being the bellwether among other functions has influential authority to make a point in the management gatherings. Not that other team doesn’t.

Management wants to be nimble by listening diligently to their staff. CEO / Chairman cannot go to each and every staff member of the workforce and resolve problems. CEO /Chairman will be calibrated by the HR teams on various issues.

In an organization there are multiple departments working together apart from the projects, processes etc. To name a few Facilities, Canteen, Waste management, Transport, IT hardware support teams, Security, Gardening teams.

Staff facing problems consistently can notify the local HR team and in turn the HR team can take appropriate action. HR internally may address the problems to the management, where management can take agile action. If the staff is working in the same lukewarm manner, then there will no complains and no improvements in the process, machines or people. The process will not grow, people working in the process will be deprived of innovation and hence no growth in people. People do not grow then the organization will not grow. Everything is interlinked.

Process, people do not grow then it may affect employer branding also, the organization is deprived of attracting new talent.

Interact more with your HR teams, any innovative idea -suggest it to the HR teams, more and more ideas splurge to HR team that means the staff is pretty observant of things and light-footed in approach which is healthy sign for an organization. It is a process where one complains about something and that turns out to be an activism for other people too.

To name a few HR teams, Learning & Development, some companies knows as Training and development, Corporate HR, People Help Desk, Recruitment, Talent Acquisition, HRBP, Resourcing, Generalist, and Employee Engagement etc.

So if you have not complained on anything, which means have not contributed in the growth of the organization and in turn your own growth?

Start complaining J

The Iron is Hot-2014 elections

                                             The Iron is Hot-2014 elections

This is the time where the politicians are at their receptive best in listening to ideas. This is the time politicians are reaching out to masses in listening to ideas, solutions, thought process and sensing pulse of the commoners. The behavior is contradicting to their tyrannical behavior all these years. Thanks to the 2014 elections, where all the leaders showcasing urge for India’s top job.

Lot of initiatives in reservation, subsidizing gas cylinders affecting woman of the house, corruption free framework, development, growth, GDP, agriculture, IT, Pharma, Manufacturing industries etc. echoing during their pre-election campaigns. Some of them working on reference to context model, some on silent politics, few on populist politics.

Is it not ironical that these aspirants for the top job are so engaged during post elections and are made publicly available for pre-election campaigns? Leaders are also seen jumping the ships more often than not.

Government inherently has to provide physical security from externally and internally, congenial environment to do free trade, provide a robust judiciary. Pre-election candidates taking jibe on riots seems to be futile.

All the industry should join hands including all the IT, Manufacturing, Pharma, Automobile, Retail, Shop-keeper association etc.. define problem-arrive at solution approach should be adopted and notify the leaders of various groups.

                                        The idea is to strike while the Iron is hot.

                                          This is our chance to make a right vote.

                                                     Happy Electing!

Irrelevant- Relevance of Experience

Irrelevant- Relevance of Experience

With the breakneck competition for Talent, Employers are so much fascinated by the experience a person possess or carries.
How relevant is it? As employers claim they have a robust recruiting process. Recruiters evaluate / shortlist / screen / negotiate as per the experience. Is it justified to get compensation on the basis of work experience? Experience is just a number which will increase year on year.
Not undermining the importance of experience in a leadership position also. So, what is the framework to judge a person, skill, ability, and attitude, experience, education, behavior and communication?
As per the old adage, “No one is perfect “, then why do we select someone to do the job.
Rather than a person going a series of interviews, may set a parallel dummy projects, allocate certain
Responsibilities and then observe for couple of days. Don’t issue offer letter until satisfied. Offer a person based on ASK (Attitude, Skill and Knowledge).
The challenge is how you will get a person to come at premises, request to take a day off etc. etc. and spend time on dummy project. This simulation can be much used for newbies in the industry or people with no experience. For lateral entry, Biometrics and Cloud is the answer, as it provides services in Public, Private or Hybrid network.
So many times we feel that we carry certain amount of experience and eligible for promotion / hike etc.
We ought to earmark jobs according to experience and not the ability and not on attitude. Let me give you a real time example of my interview.
Background: There were 2 interviewers in the panel and both were trying to dissect my experience,
Which is bad? Interviewing is all about knowing what other person knows and not what he/she does not know. Was so bemused by their “insular approach” towards an interview. The interview was conducted at one of the leading organization (CMMI Level 5).
They were pointing to the baseless assumptions. The talk was not factual at all. The discussion was predominantly based on their assumptions.
Interviewer: How will you identify fake resumes?
Me: There is no algorithm to identify a fake resume, however there are many ways you may identify a fake resume by organization not listed on MCA( Ministry of Corporate affairs), asking the candidate to describe about the project and that will be based on more of gut feel or assumption and not on real facts.
Interviewer2: Well, I would not reject any candidate; I would allow all the candidates to be interviewed.
I thought, then why was the question asked to me in first place. I felt total disconnect between interviewer 1 and Interviewer 2.
Interviewer: Can you name 5 organizations where Java practice is there in Pune?
Me: Blah, Blah, Blah, Blah etc. (Well, listed more than 5 organizations)
Interviewer: Not satisfied, If you would ask me I would name many ?
Me: Okay! But the question was asked to me, to name any 5 organizations which I did.
I was sure that the interviewer was reading my eyes and he was preparing his feedback, (That the candidate has attitude).
The interviewers were keener on my number of experience and not on ability. There was not a single question thrown on how?
If one asks a “How” question in interview, it illustrates the problem solving techniques and approach toward a problem, whether one sees a problem as problem or a problem as an opportunity.
Rather, the panelist was keener on knowing what and when? “What” gave my solutions to the problems and “when” gave the time period. A question on “how” was not asked so that I would have explained in depth the strategies.
Interviewer 1 and interviewer 2: Explain end to end Recruitment
Me: Drew the complete end to end recruitment cycle.
Interviewer2: Where did you follow this process?
Me: XyZ company
Interviewer1: I see your achievements in your resume, when did you achieve this?
Me: I was conferred with so and so award in the year 2010 for achieving my KRA?
However felt having undergone interviewing skills programs couple of times, even the panelist should have undergone.
Interviews are not only about a certain number of experiences, but also about ASK (Attitude, Skill and knowledge).

Caveat: Absolutely no ambush is intended, the views and experiences unintentional.