Umakanthan53
Labour Law & Hr Consultant
Cite Contribution
Community Manager
+2 Others

Thread Started by #NovieSoftwareEngineer

Long back one of my friend was not allowed to sit in campus placement,reason in 12th class he got 54.
His profile was like,
10th-70
12th-54
Btech-67
In 2012 he is an IAS today..
Facebook latest recruitment process,solve their puzzles and you can be called for interview..
Google if you love programming irrespective of their marks you can apply for interview..
Top reasons for putting criteria,,
1.How can we take the process for such a large number of students..
2.We want the cream(they themselves know that 10,12 marks are nothing)
3.When every one is following this how can we remain behind.
There have been so many examples where people have been rejected due to this criteria..
There is a company name Tata CMC,sorry for naming,they advertise on bold,More then one gap year is not allowed..
what a laugh they deserved..
Google who is only arund 20% of TCS\'S strength,has 500% more revenues then TCS.
:)
If you see their engineers profile you would
13th June 2013 From India, Ghaziabad
#Anonymous
Long back one of my friend was not allowed to sit in campus placement,reason in 12th class he got 54.

His profile was like,

10th-70

12th-54

Btech-67

In 2012 he is an IAS today..

Facebook latest recruitment process,solve their puzzles and you can be called for interview..

Google if you love programming irrespective of their marks you can apply for interview..

Top reasons for putting criteria,,

1.How can we take the process for such a large number of students..

2.We want the cream(they themselves know that 10,12 marks are nothing)

3.When every one is following this how can we remain behind.

There have been so many examples where people have been rejected due to this criteria..

There is a company name Tata CMC,sorry for naming,they advertise on bold,More then one gap year is not allowed..

what a laugh they deserved..

Google who is only arund 20% of TCS'S strength,has 500% more revenues then TCS.

:)

If you see their engineers profile you would find mostly are just certificates holder and programming is their passion..

Mark zukerberg,Bill Gates,Steve Jobs all were even College Dropouts..

Most companies excluding Infosys removed filter of Throught out 60 after 3 years..

Whole India is suffering from this situation now..

Possible solution could be to let increase the hiring process time and more investment should be made on selecting the right candidate..

Why India's HR is not removing these criteria at initial level...

Why they not dare to take this step ....
13th June 2013 From India, Ghaziabad
Dear Novie,
Great to see your passion towards coding and development. Not defending what the firms follow as a fitment to shortlist candidates, however, shortlisting happens from both the sides.
Students prepare not just to offer a great service or build the next best product, but to work for the brands.
As they start working through the continuum, choosing the nature of work becomes more important than the company. Hence, after 10-12 years of work experience, it isn't the certificate that holds good , but the operational excellence and professional acumen gained .
Moral of the story, there is no stop-shop for the students who are willing to look for opportunities, beyond the name.
We wish everyone a great luck !
14th June 2013 From India, Mumbai
Dear (Cite Contribution),
I am glad at least one person has come to discuss.I was wondering if anyone even want to discuss this critical issue.
I have intentionally chosen the name of TCS,as it is number one employer of India.If we talk about TCS only i want to ask HR people why are you not changing the criteria funda.Invest more time and money in Recruitment instead of hiding behind this criteria of filtration.I want to ask them who make policies in private organization.I mean you dont need to pass laws in Rajya Sabha to change any laws.
I believe even Ratan Tata is not even aware of this fact.
I know business run on figures but still at least these companies can take the step so that other would follows.
Model of taking students from any branch and training them is failing.
14th June 2013 From India, Ghaziabad
Dear Novie,

Your concern with the screening of candidates for jobs based upon consistency of academic performance is highly appreciable. At the same time it would not be out of place to point out that present-day employment market is in the nature of perfect competition thanks to the mushroom growth of professional education institutions.But, employability of these teeming educated masses coming out every year remains highly disproportionate to their numbers.So recruiters are always in a fix and are moving across campus to campus.You have mentioned about the meritorious college drop-outs like Mark Zukerbeg, Bill Gates, Steve Jobbs. Yes, it is true that they are great people with less academic qualifications but they are exceptions and .exception can not be a rule.Here I would like to quote a historical anecdote.When Lord Macaulay presented the Bill for the recruitment of Administrative trainees for Civil Services ( the prototype of our I.A.S) before the British Parliament, most of the members grilled Macaulay about the correlation between academic performance and civil administration for the selection process devised in the proposed Bill comprised of written examinations in various academic subjects of under graduate degree courses.Macaulay politely responded: "yes, my lords; Academic performance has no relevance to administrative skills.But, I know not a suitable alternative. However it is my firm conviction that a person who consistently performs well in his studies would be second to none in any pursuit in the rest of his life. Let the learned members may be pleased to suggest any other suitable alternative." No more debate: the Bill was unanimously passed.We should not simply brush aside the fact that some companies in India like TISCO, TATA MOTORS, L&T, I.T.C, UNILEVER INDIA are still successfully run by paid Managing Directors with a free hand selected from among the existing employees. It is the other end of the spectrum.
15th June 2013 From India, Salem
Hi Novie,

I do agree with your point. Most of the big companies follow the percentage criteria which is not right. I am not saying that cream layer are not good. But just if you had not excelled in in one year (haven't got the required percentage) that doesn't mean the person is not good.

I & many of friends and people know to me who didn't got good percentages in 10th or 12th or degree had faced similar situation while applying for bigger brand names.

But now almost all are at good positions and earning good too. I am in HR now and when i worked in CMM level companies i had to follow their policies.

6 years back i started working for startups and small companies where we made the policies and till now in none of our companies advertisements we have mentioned that we need atleast this percentage.

Interviews are open for all, but surely the qualification and percentage give 1 added advantage if we have 3 people shortlisted and having same scores.

We have written test for freshers and there can be other ways also to check the eligibility of the candidate.

But in India, we still want to start big, Bigger brandname, bigger salaries and so on.

I think freshers and till 3 years a person should more concentrate on getting knowledge and enhancing skills.
15th June 2013 From India, Mumbai
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