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The IT recruitment process overhaul

By on Feb 4, 2010 | 0 comments

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This post is focused on recruitment of fresh engineering graduates.

I always had problems with the way candidates are recruited in IT companies. I’ve observed the process closely both as a jobseeker and recruiter and I can surely tell that its flawed. Majorly there’s not direct relation between the way candidates are selected and the jobs they perform. People (popularly labeled as ‘resources’ by HRs and Managers to put people in the same category as hardware, software, furniture and stationary) make or break a company and I believe any company should invest LOT of time in selecting the right people. But that seldom happens. Most of the companies in India are software services companies and most of the jobs don’t need ‘real engineers’ to perform them. It pains to see engineers working as data entry clerks with apparently no creativity, intelligence and sense of creation.

In Indian software industry, the basic criteria for rejecting a candidate is his/her overall grade/percentage in graduation. If you scored below 75% or 60% in your graduation; you don’t stand a chance to enter the IT. Those who clear this obstacle are made to clear the aptitude tests and those who clear the aptitude tests are asked to appear for the technical interview which is typically followed by HR interview.

Looking at the our education system, marks are awarded on the basis of ability to recall the mugged up stuff. If you can recall formula or divide one sentence answer into 10 points – you win. You score 90%+ marks. No one cares whether you really understand what you’ve written. I’ve personally worked with the so called ‘toppers’ {I’m not referring to my ex-colleagues, if you are reading this post 😉 } who couldn’t figure out simple solutions to simple problems. On the other hand, I’ve always met engineering grads who didn’t score great marks during graduation but were really good at ONE thing – either coding, problem solving, analysis, logic etc. They’d prove great assets to companies if they were hired for specific jobs.

Secondly, there was an occasion when I had to reject a candidate from a ‘development’ job because he had MCA degree and not B.E. The candidate was awesomely good at coding and it was his passion. The problem? He had no B.E! I say, why? If someone is passionate about coding – he’s ought to be given the coding job!

Interviews are also flawed. The already frightened candidate is asked to solve puzzles! MEH! Plus the interviewer asks questions on the basis of what he/she knows than what the candidate knows!

Wait…

I guess I’m changing my opinion. The ones who get selected deserve the job – mugging up and following insane instructions. The ones who get rejected are left to do something more creative. Maybe entrepreneurship?

huh?

-The Big K-



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