Hi HRs, I was not a good performer during my academic days and just scored 50% in 10th, 68% in 12th, and 40% in graduation (BA Pass – correspondence from DU). I accept it. When I started working in 2003 as an operations assistant in an insurance company, I realized the importance of having a good and quality education. So, I made plans to continuously grow my relevant education. I got a licentiate from III, an Associate in Reinsurance from LOMA USA, an Associate in General Insurance from AICPCU USA, a Post Graduate Diploma from ET&T, and recently, I have completed a Certified Business Analyst course from IIBA Canada. In 2006, I joined HCL Tech as a Business Analyst. They selected me purely on the basis of my understanding and experience in the insurance subject. From 2006 till now, I have grown to a Senior Consultant in IT-Insurance practice. So far, I am okay with my development in my career.
Problem
Now I want to move to the next higher level and sent my resume to Accenture and Cognizant Technologies, but they have rejected my resume stating that they do not consider correspondence education. I am surprised to see that they have not even considered my professional certifications and experience. I am stuck and don’t know how to move forward if many of the Tier 1 IT companies have the same sort of selection criteria.
Question
1. Yes, I accepted that I was weak in studies earlier, but now my certifications show how serious I am towards education and growing myself. How can I convey this message to HR if the company has a policy of not considering correspondence graduates?
2. Within the current organization, during promotions, I am sure education is one of the important factors. How can I convey the same message to HR that despite being low in education during my academic days, I am still eligible?
Looking forward to your expert advice.
From India, Delhi
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Problem
Now I want to move to the next higher level and sent my resume to Accenture and Cognizant Technologies, but they have rejected my resume stating that they do not consider correspondence education. I am surprised to see that they have not even considered my professional certifications and experience. I am stuck and don’t know how to move forward if many of the Tier 1 IT companies have the same sort of selection criteria.
Question
1. Yes, I accepted that I was weak in studies earlier, but now my certifications show how serious I am towards education and growing myself. How can I convey this message to HR if the company has a policy of not considering correspondence graduates?
2. Within the current organization, during promotions, I am sure education is one of the important factors. How can I convey the same message to HR that despite being low in education during my academic days, I am still eligible?
Looking forward to your expert advice.
From India, Delhi
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It is natural for any professional to desire growth, and you are no exception. Considering your post, the following deductions can be made:
a) Your qualification is not bad per se. We call someone superior because there are average persons in this world. Superiority becomes distinct because of the averageness of others.
b) Every company is free to make its own recruitment policies. As part of the recruitment policy, they are free to fix the qualifying standards. All the candidates cannot be kept on an equal footing.
c) You have been working in your current organization since 2006. If you can grow to the level of "Sr. Consultant IT- Insurance practice," then you can grow even further. The unstated part of your post is that your organization has reposed faith in your capabilities, which is why they have promoted you. Therefore, why not grow the crop of your career on the existing fertile ground rather than dreaming of pastures elsewhere?
d) In your second question, you wrote that "Within the current organization, during the promotions, I am sure education is one of the important factors." This is your assumption. Have you approached HR and talked to them? Have you found out what the promotional avenues and promotion standards are? Based on the promotional avenues, have you made your career plan? Have you identified the competencies required for future positions? Have you talked to the people who are holding those positions and tried to understand the intricacies of those positions?
e) What is the scope of lateral growth in your company? Lateral growth means in manufacturing companies, production personnel are transferred to purchase. This is done assuming they can add value to the ongoing purchase practices.
f) What about the quality of your work? Have you received awards like "Best employee of the month/year"? What is your performance score?
g) You have listed the courses that you have completed. It is good to note that you have upgraded yourself. However, have you implemented the knowledge gained from these courses? What is the scope of going further and giving suggestions to bridge the gap between theory and practice?
Final Comments: Rather than brooding over average academic performance or recruitment standards of other companies, look for avenues for growth. You cannot undo the past, but you can polish your present to make your future bright!
All the best!
Regards,
Dinesh Divekar
From India, Bangalore
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8072a) Your qualification is not bad per se. We call someone superior because there are average persons in this world. Superiority becomes distinct because of the averageness of others.
b) Every company is free to make its own recruitment policies. As part of the recruitment policy, they are free to fix the qualifying standards. All the candidates cannot be kept on an equal footing.
c) You have been working in your current organization since 2006. If you can grow to the level of "Sr. Consultant IT- Insurance practice," then you can grow even further. The unstated part of your post is that your organization has reposed faith in your capabilities, which is why they have promoted you. Therefore, why not grow the crop of your career on the existing fertile ground rather than dreaming of pastures elsewhere?
d) In your second question, you wrote that "Within the current organization, during the promotions, I am sure education is one of the important factors." This is your assumption. Have you approached HR and talked to them? Have you found out what the promotional avenues and promotion standards are? Based on the promotional avenues, have you made your career plan? Have you identified the competencies required for future positions? Have you talked to the people who are holding those positions and tried to understand the intricacies of those positions?
e) What is the scope of lateral growth in your company? Lateral growth means in manufacturing companies, production personnel are transferred to purchase. This is done assuming they can add value to the ongoing purchase practices.
f) What about the quality of your work? Have you received awards like "Best employee of the month/year"? What is your performance score?
g) You have listed the courses that you have completed. It is good to note that you have upgraded yourself. However, have you implemented the knowledge gained from these courses? What is the scope of going further and giving suggestions to bridge the gap between theory and practice?
Final Comments: Rather than brooding over average academic performance or recruitment standards of other companies, look for avenues for growth. You cannot undo the past, but you can polish your present to make your future bright!
All the best!
Regards,
Dinesh Divekar
From India, Bangalore
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