Continuously searching for entry-level opportunities within my state, I've never experienced an HR professional providing a direct confirmation of an available position with a simple "Yes, we have an opening." Usually, the response tends to be either a "No opening at the moment" or no reply, even when there might be a vacant position.
It is confusing whether HR professionals are primarily meant to recruit individuals or inadvertently subject them to a bewildering process.
From India, Palakkad
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It is confusing whether HR professionals are primarily meant to recruit individuals or inadvertently subject them to a bewildering process.
From India, Palakkad
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This is not unique to India; it happens all over the world. In my previous life, I had exactly the same experiences.
No one nowadays ever gives a straight yes or no answer, something they have learned from politicians. You cannot have failed to notice that Modi and his team never say yes or no. Neither does the President of the United States nor the Prime Minister of the UK, or any other political leader for that matter.
A simple yes or no sounds too direct, so people find ways to tone it down for many reasons. Examples might be not wanting to hurt someone's feelings, or they don't want to commit to anything, etc. Learning how to say NO is not easy, and I can attest to that from experience. Think about interactions with your friends; do they answer your questions with simple yes and no answers? Chances are they don't; it will often be a maybe, we could, possibly, I'll think about it, etc.
One of the secrets is never asking a direct question such as "do you have any vacancies for XXXX." As you have learned, you get the same answer every time. Sit down and work out a new strategy. If you can get to talk with an HR manager, initiate the conversation with a series of questions that ultimately may get you the information you want. However, you have got to go in there looking and sounding like a winner; a half-arsed attitude will sink your ship in the first 60 seconds.
Above all, remember the golden rule WIIFM (what's in it for me?). This is the question the hiring manager is asking himself, and you need to convince him that you might be a good fit for his team and worth taking a look at your CV.
Give it a go and report back to us on how it went.
From Australia, Melbourne
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702No one nowadays ever gives a straight yes or no answer, something they have learned from politicians. You cannot have failed to notice that Modi and his team never say yes or no. Neither does the President of the United States nor the Prime Minister of the UK, or any other political leader for that matter.
A simple yes or no sounds too direct, so people find ways to tone it down for many reasons. Examples might be not wanting to hurt someone's feelings, or they don't want to commit to anything, etc. Learning how to say NO is not easy, and I can attest to that from experience. Think about interactions with your friends; do they answer your questions with simple yes and no answers? Chances are they don't; it will often be a maybe, we could, possibly, I'll think about it, etc.
One of the secrets is never asking a direct question such as "do you have any vacancies for XXXX." As you have learned, you get the same answer every time. Sit down and work out a new strategy. If you can get to talk with an HR manager, initiate the conversation with a series of questions that ultimately may get you the information you want. However, you have got to go in there looking and sounding like a winner; a half-arsed attitude will sink your ship in the first 60 seconds.
Above all, remember the golden rule WIIFM (what's in it for me?). This is the question the hiring manager is asking himself, and you need to convince him that you might be a good fit for his team and worth taking a look at your CV.
Give it a go and report back to us on how it went.
From Australia, Melbourne
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Hi,
"Perplexing Dance Of HR" 😊: HR being puppets in the hands of the Management; obviously, they are expected to dance as per the tunes of the Management!
You are just kick-starting your career. Please don't be frustrated. Unlike the old days (wherein we relied only on HINDU Opportunities page), today's generation has more platforms like web portals, social sites, WhatsApp groups, and many more. So just keep applying. First, identify your goal, be focused, understand the expectations of the employer, develop necessary skill sets, project how you are unique among other candidates, etc.
When there is a huge opening for Freshers, HR needs to follow so many processes right from preliminary approval from Management to the final go-ahead from Top Management.
There are instances wherein HR is advised to hold the Trainee batch at the last minute. So every move of HR is based on Top Management's signal. When responses are huge in numbers, responding to each and every candidate will not be a realistic task.
Please keep knocking the doors with hope that one day it will be opened.
From India, Madras
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"Perplexing Dance Of HR" 😊: HR being puppets in the hands of the Management; obviously, they are expected to dance as per the tunes of the Management!
You are just kick-starting your career. Please don't be frustrated. Unlike the old days (wherein we relied only on HINDU Opportunities page), today's generation has more platforms like web portals, social sites, WhatsApp groups, and many more. So just keep applying. First, identify your goal, be focused, understand the expectations of the employer, develop necessary skill sets, project how you are unique among other candidates, etc.
When there is a huge opening for Freshers, HR needs to follow so many processes right from preliminary approval from Management to the final go-ahead from Top Management.
There are instances wherein HR is advised to hold the Trainee batch at the last minute. So every move of HR is based on Top Management's signal. When responses are huge in numbers, responding to each and every candidate will not be a realistic task.
Please keep knocking the doors with hope that one day it will be opened.
From India, Madras
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HR Recruitment Process 112304.doc