It is a challenging task of today for all organizations and sectors. People are submitting exceptional resumes that fulfill the requirements of the position, whereas it is a strenuous effort to identify the correct individual when all candidates hold the highest degree certificates. Candidates are well-trained to meet interview demands, resembling circus horses with no practical potential. The importance of experience is neglected, and management skills taught in various business schools are heavily relied upon currently. Human resource management cannot be taught in air-conditioned schools. Moral and ethical senses can be discerned by those wise individuals who have traversed many unforeseen events and faced unfavorable conditions in reputable organizations. Everyone desires money-making jobs with minimal work, reflecting the prevailing tendency among today's youth. The hidden motives of individuals need to be tactfully and strategically scanned to identify disciplined and dedicated candidates, posing a significant challenge for many organizations.
From India, Bangalore
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15From India, Bangalore
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Sir,
Whatever you stated is a matter of fact. Let me introduce the other side of the coin as well.
It is not true that there are no people who wish to increase their knowledge domain by actually undergoing all those situations they've either heard from professors or read in books.
If I can cite, I would like to give my own example. While I was looking for a job after my MBA (even though it was a campus recruitment), I have seen profiles getting rejected only because of average scores. They need exceptionally high scorers. While I and many others know that it is not necessary for the topper to know everything.
Instead of trying to hunt a person who has the best score and an "I know all" attitude, why not hire a person who is willing to learn and grow? I have always been asked, "You are a complete fresher, how can we trust your skills? Why should we experiment? Why should we pay you this much when we can pay a little more and get someone experienced?"
My answers have always been, "Give me a chance to learn, and I promise I will not give you a single chance to complain or regret." How can one expect a fresher to gain experience when you are not interested in the profile either? A vicious circle today is: No Experience, No Job... No Job, No Experience.
Luckily, my current employer put faith in me, but this was honestly after 8 months of hunting and going to several places seeking a job role. Salary was never the point discussed, so I was never rejected based on my salary demand. I made it clear that I'm more interested in the profile than in money as it is just the beginning. My focus is on growing, not on minting money.
Hope people understand the fresher's plight and are a little more willing to take risks when it comes to trusting their abilities, or we can give them situation-based questions to better understand how they would analyze a given condition.
Hope I wasn't rude. I just wanted to put forth my ideas and suggestions.
From India, Mumbai
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Whatever you stated is a matter of fact. Let me introduce the other side of the coin as well.
It is not true that there are no people who wish to increase their knowledge domain by actually undergoing all those situations they've either heard from professors or read in books.
If I can cite, I would like to give my own example. While I was looking for a job after my MBA (even though it was a campus recruitment), I have seen profiles getting rejected only because of average scores. They need exceptionally high scorers. While I and many others know that it is not necessary for the topper to know everything.
Instead of trying to hunt a person who has the best score and an "I know all" attitude, why not hire a person who is willing to learn and grow? I have always been asked, "You are a complete fresher, how can we trust your skills? Why should we experiment? Why should we pay you this much when we can pay a little more and get someone experienced?"
My answers have always been, "Give me a chance to learn, and I promise I will not give you a single chance to complain or regret." How can one expect a fresher to gain experience when you are not interested in the profile either? A vicious circle today is: No Experience, No Job... No Job, No Experience.
Luckily, my current employer put faith in me, but this was honestly after 8 months of hunting and going to several places seeking a job role. Salary was never the point discussed, so I was never rejected based on my salary demand. I made it clear that I'm more interested in the profile than in money as it is just the beginning. My focus is on growing, not on minting money.
Hope people understand the fresher's plight and are a little more willing to take risks when it comes to trusting their abilities, or we can give them situation-based questions to better understand how they would analyze a given condition.
Hope I wasn't rude. I just wanted to put forth my ideas and suggestions.
From India, Mumbai
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I faced a similar problem when I forwarded my profile to recruiters as I possess multiple skills and am willing to take up roles that interest me. Recruiters should request applicants to submit a cover letter (supporting their CV) stating their experience, competencies, and areas of interest. This will help recruiters understand and correlate their requirements with applicants' experience, skills, knowledge, and areas of interest.
With profound regards,
From India, Chennai
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With profound regards,
From India, Chennai
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It is really interesting to listen to my youngsters. I am the kind of person who categorically puts marks and scores aside to tap into their creative skills, aptitude, and multidimensional attitude. A person willing to grow in their own profession will not be swayed by money, glory, or recognition in the field but will find self-satisfaction as they build their devotional strength. In the later stage, knowledge-based skills will lead to wisdom, a doorway to the spiritual path called KARMAYOGA.
From India, Bangalore
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From India, Bangalore
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RECENT TRENDS IN TALENT ACQUISITION AND RETENTION.pdf
Talent Acquisition.ppt