Fake Interviews Involving Senior Managers!
Dear Friends,
A disturbing long-standing trend by the corporate big bosses is to float an opening for a key position which they need for increasing operations, strategic initiatives in new markets, etc.
Now the entire process of hiring begins; consultants are contacted. They work hard (as usual) and arrange interviews with some really top-notch candidates after a lot of effort, praising the client sky-high and selling the opening to him like mad.
The top boss has several rounds of interviews with various candidates in which he (very cleverly), in the guise of taking the interview and testing their knowledge, gains useful insight into the new markets, strategies, techniques, SWOT analysis, competitor analysis, etc.
He uses the bright candidates for loud thinking, brainstorming, has lunch with them...and finally, the position goes on HOLD!
Everyone is left high and dry!
What do we call this practice by corporates? They are taking consultants and candidates for a ride. Thinking nobody is wiser than them, they repeat this.
What do we do to stop this? We can't doubt their wrong intentions at any stage of this process. If we do, we are at loggerheads and we lose the client.
What do we do? How do we stop such exploitation? Can the Head of HR do something about this? They have to turn a blind eye and participate in this fraud for fear of losing their jobs.
I can cite numerous examples with names of companies, senior management, and HR professionals indulging in this practice, which is deplorable.
Any suggestions? Anybody?
Good HR Associates
From India, Chandigarh
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4Dear Friends,
A disturbing long-standing trend by the corporate big bosses is to float an opening for a key position which they need for increasing operations, strategic initiatives in new markets, etc.
Now the entire process of hiring begins; consultants are contacted. They work hard (as usual) and arrange interviews with some really top-notch candidates after a lot of effort, praising the client sky-high and selling the opening to him like mad.
The top boss has several rounds of interviews with various candidates in which he (very cleverly), in the guise of taking the interview and testing their knowledge, gains useful insight into the new markets, strategies, techniques, SWOT analysis, competitor analysis, etc.
He uses the bright candidates for loud thinking, brainstorming, has lunch with them...and finally, the position goes on HOLD!
Everyone is left high and dry!
What do we call this practice by corporates? They are taking consultants and candidates for a ride. Thinking nobody is wiser than them, they repeat this.
What do we do to stop this? We can't doubt their wrong intentions at any stage of this process. If we do, we are at loggerheads and we lose the client.
What do we do? How do we stop such exploitation? Can the Head of HR do something about this? They have to turn a blind eye and participate in this fraud for fear of losing their jobs.
I can cite numerous examples with names of companies, senior management, and HR professionals indulging in this practice, which is deplorable.
Any suggestions? Anybody?
Good HR Associates
From India, Chandigarh
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Dear Seniors,
I am surprised that no one has said anything about this. What is this with us Indians? We look the other way when we see something wrong happening. A common remark from a practical and wise person would be - "Arrey Yaar..wake up..yeh to chalta hai..business main yeh sab karna padta hai."
Can we equate business to stealing, fraud, deceit, unethical practices?
I have developed a strong opinion that this is a trait very strong and common in us Indians. We are a tolerant community. But tolerating fraud and cheating is cowardice.
So the question is, are we Indians cowards or plain lazy? Think.
Good HR Associates
From India, Chandigarh
Acknowledge(0)Amend(0)
I am surprised that no one has said anything about this. What is this with us Indians? We look the other way when we see something wrong happening. A common remark from a practical and wise person would be - "Arrey Yaar..wake up..yeh to chalta hai..business main yeh sab karna padta hai."
Can we equate business to stealing, fraud, deceit, unethical practices?
I have developed a strong opinion that this is a trait very strong and common in us Indians. We are a tolerant community. But tolerating fraud and cheating is cowardice.
So the question is, are we Indians cowards or plain lazy? Think.
Good HR Associates
From India, Chandigarh
Acknowledge(0)Amend(0)
Hi,
You may be right. You might have personal experience of such a case.
However, believe me, it's not a common practice, or we cannot say it's the usual practice in organizations.
It's true that a lot of information is being shared during interviews and over lunches, but how concrete and reliable is this information? Can an organization make decisions or rely on the information HEARD during an interview? No way!!!
Many research companies provide realistic analysis and suggestions with reliable data.
Also, such services are just a phone call away.
So, why would a whole management team waste a lot of time (Key Manager's time is worth more than money for good organizations) on such interviews where there is not even a guarantee of good information?
One SOLUTION to avoid such occurrences (it's a suggestion, and I have noticed some consultants practice this too) — Start charging a certain percentage of the total fee, let's say 40% of the expected invoice amount in advance, and maybe sign an agreement too whenever the client asks to process recruitment for KEY POSITIONS. After all, the client company also needs to put in extra efforts and use better ways to fill KEY POSITIONS.
I am sure it will work well.
Regards,
From Saudi Arabia, Riyadh
Acknowledge(1)
Amend(0)
You may be right. You might have personal experience of such a case.
However, believe me, it's not a common practice, or we cannot say it's the usual practice in organizations.
It's true that a lot of information is being shared during interviews and over lunches, but how concrete and reliable is this information? Can an organization make decisions or rely on the information HEARD during an interview? No way!!!
Many research companies provide realistic analysis and suggestions with reliable data.
Also, such services are just a phone call away.
So, why would a whole management team waste a lot of time (Key Manager's time is worth more than money for good organizations) on such interviews where there is not even a guarantee of good information?
One SOLUTION to avoid such occurrences (it's a suggestion, and I have noticed some consultants practice this too) — Start charging a certain percentage of the total fee, let's say 40% of the expected invoice amount in advance, and maybe sign an agreement too whenever the client asks to process recruitment for KEY POSITIONS. After all, the client company also needs to put in extra efforts and use better ways to fill KEY POSITIONS.
I am sure it will work well.
Regards,
From Saudi Arabia, Riyadh
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