Dear Mr Aussie John ,
You have raised a very valid point. Your posting, narrating your own success story in the aftermath of a small set back that happened decades ago, makes an inspiring reading. As you rightly pointed out, logically the current performance should count and not what happened in the distant past. After all, everyone is provided with opportunities of continuous learning. While a smart person changes and improves, the others continue to do what they have been doing and also continue to be what they are. The recruiters and candidates are no exception.
Then what is the rationale behind fixing a percentage as the cut off score? This according to me is to ensure that the candidate is a consistent performer. Much weightage is given for consistency in some organizations. Unfortunately they fail to recognize that failure sometimes produces a stronger resolve in many to perform better. In the process they do miss out on recruiting good candidates!
So then what goes through the recruiter’s mind? A reason that comes to my mind is an easier ‘rejection’ in the application processing stage. Perhaps you are aware that competition is very severe in India. You advertise for one vacancy and soon you would find yourself sitting on a pile of applications. The perplexed recruiter has to begin somewhere and so a set of rules are created to commence the rejection process to short list the number of candidates!
V.Raghunathan
You have raised a very valid point. Your posting, narrating your own success story in the aftermath of a small set back that happened decades ago, makes an inspiring reading. As you rightly pointed out, logically the current performance should count and not what happened in the distant past. After all, everyone is provided with opportunities of continuous learning. While a smart person changes and improves, the others continue to do what they have been doing and also continue to be what they are. The recruiters and candidates are no exception.
Then what is the rationale behind fixing a percentage as the cut off score? This according to me is to ensure that the candidate is a consistent performer. Much weightage is given for consistency in some organizations. Unfortunately they fail to recognize that failure sometimes produces a stronger resolve in many to perform better. In the process they do miss out on recruiting good candidates!
So then what goes through the recruiter’s mind? A reason that comes to my mind is an easier ‘rejection’ in the application processing stage. Perhaps you are aware that competition is very severe in India. You advertise for one vacancy and soon you would find yourself sitting on a pile of applications. The perplexed recruiter has to begin somewhere and so a set of rules are created to commence the rejection process to short list the number of candidates!
V.Raghunathan