Hi,
Recently, in one of the IT organizations, a candidate with 4.5 years of experience was interviewed, and he had a gap of almost 8-9 months. He had also made quick switches, which reduced his experience to 4.5 years instead of 5.5 years. Despite this, he cleared the test and interview rounds at the organization where he appeared for an interview.
The candidate presented a valid argument for switching jobs based on his career aspirations and unfulfilled promises made during recruitment, indicating a lack of hope. Additionally, the candidate raised an interesting point: "In the Western world, people work for 6 months and then enjoy life for the next six months... Does that mean they are never eligible to get jobs again? It is not so... people work to make money to enjoy life, and they do get jobs again, maintaining a work-life balance."
In response to such a question, it is essential to consider the evolving practices in the IT/software development industry influenced by the Western world. It would be inappropriate to dismiss such practices outright by claiming that they do not occur in India.
Ethically, it is questionable for a recruiter to inform a candidate that their skills do not match after successfully completing tests and interviews. Treating a person with substantial experience in this manner, especially when they were referred, could be considered insulting.
Regarding the decision to recruit the candidate, it should be based on a comprehensive evaluation of their skills, experience, and fit for the role, rather than dismissing them based on mismatched skills after the testing and interview stages.
Please provide guidance on how to address these considerations.
Regards,
Dhananjay
From India, Pune
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Recently, in one of the IT organizations, a candidate with 4.5 years of experience was interviewed, and he had a gap of almost 8-9 months. He had also made quick switches, which reduced his experience to 4.5 years instead of 5.5 years. Despite this, he cleared the test and interview rounds at the organization where he appeared for an interview.
The candidate presented a valid argument for switching jobs based on his career aspirations and unfulfilled promises made during recruitment, indicating a lack of hope. Additionally, the candidate raised an interesting point: "In the Western world, people work for 6 months and then enjoy life for the next six months... Does that mean they are never eligible to get jobs again? It is not so... people work to make money to enjoy life, and they do get jobs again, maintaining a work-life balance."
In response to such a question, it is essential to consider the evolving practices in the IT/software development industry influenced by the Western world. It would be inappropriate to dismiss such practices outright by claiming that they do not occur in India.
Ethically, it is questionable for a recruiter to inform a candidate that their skills do not match after successfully completing tests and interviews. Treating a person with substantial experience in this manner, especially when they were referred, could be considered insulting.
Regarding the decision to recruit the candidate, it should be based on a comprehensive evaluation of their skills, experience, and fit for the role, rather than dismissing them based on mismatched skills after the testing and interview stages.
Please provide guidance on how to address these considerations.
Regards,
Dhananjay
From India, Pune
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Of course, he can be considered if he fulfills his eligibility criteria and when he clears rounds of interviews. Stability of any employee cannot be ensured just by his past experience. It is possible that the employee might not be happy with your company policies or with any other factor and is forced to leave. Moreover, anybody can be lured by a better offer.
As far as selection is concerned, an employee, in my opinion, cannot be rejected just because he had a gap in his career. If he smartly passes all the tests required for that position, the judgment should then be in his favor.
From India, Delhi
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As far as selection is concerned, an employee, in my opinion, cannot be rejected just because he had a gap in his career. If he smartly passes all the tests required for that position, the judgment should then be in his favor.
From India, Delhi
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A suitable candidate should be recruited on the basis of Credentials as well as merit and if the candidate is fit for the said position there should b no qualm about hiring him... Khan.
From India, Pune
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From India, Pune
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Special Challenges in Career Management - PPT 12.ppt
Making the Most of Work Experience.doc