IF YOUR PRESENT SALARY IS LESS... WHAT ABOUT YOUR FUTURE SALARY?
One of my friends has around 10+ years of experience (reputed companies) in the HR field and is presently working in a consultancy company. Now, he wants to settle in a single company and wishes to handle all aspects of HR functions.
However, the problem is he is currently drawing a salary of, for instance, Rs. 13,000/- per month. But as per today's salary packages from all job portals and even if recruited through an HR consultant, the salary ranges are as follows:
- HR Executive: from 175,000 CTC to 250,000 CTC
- Sr. HR Executive: from 200,000 CTC to 400,000 CTC
- Asst. Manager - HR: from 350,000 CTC to 500,000 CTC
We all know that the above ranges of CTC have been recently observed through all job portals. However, the companies where my friend is attending interviews are fixing the salary slightly higher based on his previous company salary. For example, if he is currently drawing Rs. 13,000, they offer only Rs. 15,000 or Rs. 16,000 (for the position of Asst. Manager-HR/HR Manager).
Recently, even an HR Executive has been offered Rs. 12,000 in one garment company. Today, all HR managers know the prevailing salary range for HR personnel. Then, why are they refusing to pay a good salary to such an experienced person?
Is the only reason about the salary drawn in the previous company? If so, if he had worked for Rs. 5,000, would the next company hiring him pay only Rs. 7,000 to Rs. 8,000 per month based on his previous salary drawn? Would they not consider his experience, skills, personality, etc.?
I conclude that currently, companies offer salaries of Rs. 15,000 to Rs. 16,000 for freshers and those with less experience, i.e., 2 to 4 years.
Kindly share your views and comments and also try to provide a solution for the above issue.
From India
Acknowledge(0)
Amend(0)
1One of my friends has around 10+ years of experience (reputed companies) in the HR field and is presently working in a consultancy company. Now, he wants to settle in a single company and wishes to handle all aspects of HR functions.
However, the problem is he is currently drawing a salary of, for instance, Rs. 13,000/- per month. But as per today's salary packages from all job portals and even if recruited through an HR consultant, the salary ranges are as follows:
- HR Executive: from 175,000 CTC to 250,000 CTC
- Sr. HR Executive: from 200,000 CTC to 400,000 CTC
- Asst. Manager - HR: from 350,000 CTC to 500,000 CTC
We all know that the above ranges of CTC have been recently observed through all job portals. However, the companies where my friend is attending interviews are fixing the salary slightly higher based on his previous company salary. For example, if he is currently drawing Rs. 13,000, they offer only Rs. 15,000 or Rs. 16,000 (for the position of Asst. Manager-HR/HR Manager).
Recently, even an HR Executive has been offered Rs. 12,000 in one garment company. Today, all HR managers know the prevailing salary range for HR personnel. Then, why are they refusing to pay a good salary to such an experienced person?
Is the only reason about the salary drawn in the previous company? If so, if he had worked for Rs. 5,000, would the next company hiring him pay only Rs. 7,000 to Rs. 8,000 per month based on his previous salary drawn? Would they not consider his experience, skills, personality, etc.?
I conclude that currently, companies offer salaries of Rs. 15,000 to Rs. 16,000 for freshers and those with less experience, i.e., 2 to 4 years.
Kindly share your views and comments and also try to provide a solution for the above issue.
From India
Acknowledge(0)Amend(0)
Dear Prabhakaran,
It is not a matter of logic that is applied by the organizations in fixing salary for fresh recruits. They do it from the point of pragmatism. A person who is past his middle age and looking for a better career option would settle for a raise of a couple of thousands from his existing level. More importantly, the organization's brain senses that this person is beyond the age for job-hopping and doesn't command great market demand. (Funnily, the organization's brain doesn't have a conscience. Sadly enough, as HR professionals, you and I are part of this organization's brain.)
So they fix the salary as you described, knowing fully well that they have got their man nailed. It is a policy of getting your man at the minimum cost possible. This is widely rampant in the new generation private banks that absorb experienced, older hands from the nationalized sector. The poor chaps take what they get and settle down.
That's the way of life in organizations!
Regards,
Rajeev.V
From India
Acknowledge(0)Amend(0)
It is not a matter of logic that is applied by the organizations in fixing salary for fresh recruits. They do it from the point of pragmatism. A person who is past his middle age and looking for a better career option would settle for a raise of a couple of thousands from his existing level. More importantly, the organization's brain senses that this person is beyond the age for job-hopping and doesn't command great market demand. (Funnily, the organization's brain doesn't have a conscience. Sadly enough, as HR professionals, you and I are part of this organization's brain.)
So they fix the salary as you described, knowing fully well that they have got their man nailed. It is a policy of getting your man at the minimum cost possible. This is widely rampant in the new generation private banks that absorb experienced, older hands from the nationalized sector. The poor chaps take what they get and settle down.
That's the way of life in organizations!
Regards,
Rajeev.V
From India
Acknowledge(0)Amend(0)
Hi Prabakaran,
Thank you for your response. When considering whether an individual can demand a prevailing salary in an interview, particularly for a HR professional, there are several factors to keep in mind. Requesting a salary that aligns with the market rate, such as around 300,000/- CTC, is not uncommon. However, the likelihood of securing this salary depends on various aspects, including the candidate's experience, skill set, and the company's budget.
In scenarios where an individual has been patient and waited for 1-2 months to secure a role with a prevailing salary in a different company, the outcome can vary. While perseverance can sometimes lead to success, it is essential to evaluate the market conditions and the specific requirements of each organization.
Overall, it is advisable to conduct thorough research on prevailing salary ranges in the industry and tailor your salary expectations accordingly. Additionally, showcasing your value through relevant experience and skills during the interview process can strengthen your position when negotiating salary terms.
Feel free to reach out if you have any further questions or need additional guidance.
Best regards
From India
Acknowledge(0)Amend(0)
Thank you for your response. When considering whether an individual can demand a prevailing salary in an interview, particularly for a HR professional, there are several factors to keep in mind. Requesting a salary that aligns with the market rate, such as around 300,000/- CTC, is not uncommon. However, the likelihood of securing this salary depends on various aspects, including the candidate's experience, skill set, and the company's budget.
In scenarios where an individual has been patient and waited for 1-2 months to secure a role with a prevailing salary in a different company, the outcome can vary. While perseverance can sometimes lead to success, it is essential to evaluate the market conditions and the specific requirements of each organization.
Overall, it is advisable to conduct thorough research on prevailing salary ranges in the industry and tailor your salary expectations accordingly. Additionally, showcasing your value through relevant experience and skills during the interview process can strengthen your position when negotiating salary terms.
Feel free to reach out if you have any further questions or need additional guidance.
Best regards
From India
Acknowledge(0)Amend(0)
Dear Prabhakaran,
The person may respond to calls for job positions that are commensurate with his experience and salary range. Alternatively, he may also seek the assistance of any of the reputed placement agencies. If he can afford to wait for better opportunities that come his way, then why not?
Regards,
Rajeev.V
From India
Acknowledge(0)Amend(0)
The person may respond to calls for job positions that are commensurate with his experience and salary range. Alternatively, he may also seek the assistance of any of the reputed placement agencies. If he can afford to wait for better opportunities that come his way, then why not?
Regards,
Rajeev.V
From India
Acknowledge(0)Amend(0)
Hi Prabakar,
This thread is going on alright. The alternate thread suggested is in a mess, with rigid arguments. (There is a certain high-handedness in making that suggestion, though.)
To come back to the subject, it is a common practice to recruit at the lowest cost possible if factors are favorable with the recruiting organization. This is purely a battle of supply and demand. If you are good enough and scarce, you can command your price; otherwise, be bought for peanuts.
Keep going...
Suresh
Acknowledge(0)Amend(0)
This thread is going on alright. The alternate thread suggested is in a mess, with rigid arguments. (There is a certain high-handedness in making that suggestion, though.)
To come back to the subject, it is a common practice to recruit at the lowest cost possible if factors are favorable with the recruiting organization. This is purely a battle of supply and demand. If you are good enough and scarce, you can command your price; otherwise, be bought for peanuts.
Keep going...
Suresh
Acknowledge(0)Amend(0)
Hello, Mr. Prabhakaran,
I have gone through the current topic as well as the URL given by Mr. Sanjeev. I am in line with Mr. Sanjeev. 90% of the companies in India will be ready to increase only 20-25% from the last drawn salary. Few companies are ready to pay even a 100% hike at present. But I think the trend will change soon. The right candidate will get the right salary.
But I would like to say, fate and luck are very important, as we must find and attend interviews in only a few companies.
Regards,
Ramya Shankar
From India, Pune
Acknowledge(0)Amend(0)
I have gone through the current topic as well as the URL given by Mr. Sanjeev. I am in line with Mr. Sanjeev. 90% of the companies in India will be ready to increase only 20-25% from the last drawn salary. Few companies are ready to pay even a 100% hike at present. But I think the trend will change soon. The right candidate will get the right salary.
But I would like to say, fate and luck are very important, as we must find and attend interviews in only a few companies.
Regards,
Ramya Shankar
From India, Pune
Acknowledge(0)Amend(0)
Hi everyone,
Are we all discussing the same thing? That a salary hike is not in tune with the market rate but with previous records. And why should someone suggest that we go to some other thread to know this? Does it matter in this forum that only certain persons have the last word, even when it is repeated by all and sundry?
My dear Prabhakar, I think you have a general idea of the situation from the posts provided, including the subtle attempts to divert it to some other court where the same thing is repeated ad nauseam!
Cheers!
Sunita
Acknowledge(0)Amend(0)
Are we all discussing the same thing? That a salary hike is not in tune with the market rate but with previous records. And why should someone suggest that we go to some other thread to know this? Does it matter in this forum that only certain persons have the last word, even when it is repeated by all and sundry?
My dear Prabhakar, I think you have a general idea of the situation from the posts provided, including the subtle attempts to divert it to some other court where the same thing is repeated ad nauseam!
Cheers!
Sunita
Acknowledge(0)Amend(0)
Hi Sunita,
Only today (29.12.06) Sanjeev Sharma sent me the URL link "YOU ARE REJECTED IN AN INTERVIEW....". After going through it fully, I came to know that the above topic has been discussed. However, my topic "IF YOUR PRESENT SALARY IS LESS......" is an ongoing one in his day-to-day activities for the past 10 days. That is the reason I have posted a topic and not as you mentioned "general idea of the situation from the posts given. Including the subtle attempts to divert it to some other court where the same thing is repeated ad nauseam!"
Prabakaran
From India
Acknowledge(0)Amend(0)
Only today (29.12.06) Sanjeev Sharma sent me the URL link "YOU ARE REJECTED IN AN INTERVIEW....". After going through it fully, I came to know that the above topic has been discussed. However, my topic "IF YOUR PRESENT SALARY IS LESS......" is an ongoing one in his day-to-day activities for the past 10 days. That is the reason I have posted a topic and not as you mentioned "general idea of the situation from the posts given. Including the subtle attempts to divert it to some other court where the same thing is repeated ad nauseam!"
Prabakaran
From India
Acknowledge(0)Amend(0)
Prabhakaran,
On the face value of the case, as briefed by you, it looks like your friend has been dealt a bad blow below the belt. It looks like an unethical/immoral act on the part of the HR manager of that company.
But if you put your two feet on the ground and look at the reality, the interviews are like selling situations, with the buyer (HR/employer) and the seller (interviewee).
The employer/HR is trying to get the best talent at the lowest/best deal for the company. The employee/interviewee is trying to sell himself/his talent wares at the best price (salary package). The recruiter uses the market facts as guidelines to attract the best talent for a good deal.
This case study also raises a number of issues:
- How does the employer/HR perceive you, despite your qualifications/experience, it does count.
- Did your friend find out more about the company before applying for the job?
- Did your friend quote his salary expectations?
- Did your friend position himself as a 300,000 rupees talent?
My suggestion for your friend, from this experience:
- Do more homework on the company.
- Position yourself in the present company (that you are doing more than what you are being paid for).
- Position yourself in the new company interview (you have the potential to contribute more/expect significantly more).
- In interviews, please do not stress on the length of past experience but the skills/experience/outcomes you developed.
Regards,
Leo Lingham
From India, Mumbai
Acknowledge(0)Amend(0)
On the face value of the case, as briefed by you, it looks like your friend has been dealt a bad blow below the belt. It looks like an unethical/immoral act on the part of the HR manager of that company.
But if you put your two feet on the ground and look at the reality, the interviews are like selling situations, with the buyer (HR/employer) and the seller (interviewee).
The employer/HR is trying to get the best talent at the lowest/best deal for the company. The employee/interviewee is trying to sell himself/his talent wares at the best price (salary package). The recruiter uses the market facts as guidelines to attract the best talent for a good deal.
This case study also raises a number of issues:
- How does the employer/HR perceive you, despite your qualifications/experience, it does count.
- Did your friend find out more about the company before applying for the job?
- Did your friend quote his salary expectations?
- Did your friend position himself as a 300,000 rupees talent?
My suggestion for your friend, from this experience:
- Do more homework on the company.
- Position yourself in the present company (that you are doing more than what you are being paid for).
- Position yourself in the new company interview (you have the potential to contribute more/expect significantly more).
- In interviews, please do not stress on the length of past experience but the skills/experience/outcomes you developed.
Regards,
Leo Lingham
From India, Mumbai
Acknowledge(0)Amend(0)
As mentioned by Leo and as it has been emphasized by me also in other discussion...why an employer should pay you more than 100% on your present CTC? If your skills are rare skills as might happen in cases with IT professionals?
When sitting across the interview table you are selling your potential; your vision; your knowledge and your experience. While deciding the salary there are numbers of factors...that count:
1) Your education...which institute...including your CGPA.
2) The type of industry that you have worked in...Is that industry, in any way related to the industry where you are applying for the job?
3) Your leadership skills.
4) Your presentation etc.
For example…if you are applying in a XYZ company, they will be impressed if you have studied the business model of the company; if you are aware of the growth pattern of the company; if you know the competitors of the company… and knowing all this…if you are able to tell them that how you can help the company in achieving its goals. I am sure…they will give you the salary that you will ask for…without even asking your present salary.
As I have mentioned earlier...you should be able the impress the interview panel in such a manner that if you have applied for the post of HR-Manager...the panel should be convinced that you are worth for the post of VP-HR. In such scenario...the company and employers won't mind to offer you a salary...more than 100% of your present CTC.
You need to prove your potential...your worth. If you are just an average candidate and the company is in need...they will just give you 20-25% hike.
There is an old saying...which says, "Deserve, before you ask for".
I hope it will help.
Its all about Logic; knowing your basics and application of your learning and knowledge.
Regards
Sanjeev Sharma
From India, Mumbai
Acknowledge(0)Amend(0)
When sitting across the interview table you are selling your potential; your vision; your knowledge and your experience. While deciding the salary there are numbers of factors...that count:
1) Your education...which institute...including your CGPA.
2) The type of industry that you have worked in...Is that industry, in any way related to the industry where you are applying for the job?
3) Your leadership skills.
4) Your presentation etc.
For example…if you are applying in a XYZ company, they will be impressed if you have studied the business model of the company; if you are aware of the growth pattern of the company; if you know the competitors of the company… and knowing all this…if you are able to tell them that how you can help the company in achieving its goals. I am sure…they will give you the salary that you will ask for…without even asking your present salary.
As I have mentioned earlier...you should be able the impress the interview panel in such a manner that if you have applied for the post of HR-Manager...the panel should be convinced that you are worth for the post of VP-HR. In such scenario...the company and employers won't mind to offer you a salary...more than 100% of your present CTC.
You need to prove your potential...your worth. If you are just an average candidate and the company is in need...they will just give you 20-25% hike.
There is an old saying...which says, "Deserve, before you ask for".
I hope it will help.
Its all about Logic; knowing your basics and application of your learning and knowledge.
Regards
Sanjeev Sharma
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
This is an accurate generalization of salary, but we have different criteria for deciding the candidate's salary. Firstly, it depends on the candidate's capability to receive the salary they are requesting. Additionally, we also consider general gradings of cities and companies.
The salary structure of any organization is dependent on the HR policies of the company.
Suresh Sharma
From India, Jaipur
Acknowledge(0)Amend(0)
This is an accurate generalization of salary, but we have different criteria for deciding the candidate's salary. Firstly, it depends on the candidate's capability to receive the salary they are requesting. Additionally, we also consider general gradings of cities and companies.
The salary structure of any organization is dependent on the HR policies of the company.
Suresh Sharma
From India, Jaipur
Acknowledge(0)Amend(0)
Hi Prabhakaran,
It is a common experience for every interviewee. Interviewers are not looking to bargain or hire the best talent at the lowest cost. Instead, they aim to find the right quality at a fair price. If an interviewee is the best and expected candidate, I don't believe the interviewer would overlook the interviewee's talent for the sake of a few dollars.
Your present salary does not dictate your future; rather, your talent, deep domain knowledge, skills, etc., determine your future prospects. The world is seeking performers who are not solely focused on pay packages.
Thank you,
M.Felix.C
From India, Bangalore
Acknowledge(0)Amend(0)
It is a common experience for every interviewee. Interviewers are not looking to bargain or hire the best talent at the lowest cost. Instead, they aim to find the right quality at a fair price. If an interviewee is the best and expected candidate, I don't believe the interviewer would overlook the interviewee's talent for the sake of a few dollars.
Your present salary does not dictate your future; rather, your talent, deep domain knowledge, skills, etc., determine your future prospects. The world is seeking performers who are not solely focused on pay packages.
Thank you,
M.Felix.C
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Felix,
After going through those views and suggestions from those who responded to this topic, I began to give advice/suggestions to candidates/friends. However, now I have had shocking experiences and pathetic situations from my friends, colleagues, and those working in HR departments of reputed companies.
I believe that all the discussions in this topic prove futile when you observe/hear experiences from others happening in the job market. The practical situations happening right now are as follows:
1. Nowadays, both companies/consultants only view experiences and positions held from resumes during shortlisting, not considering candidates who possess in-depth knowledge, skills, and talent. Consultants now act as mere messengers, handing over/receiving resumes and passing them on to employers.
2. Nowadays, if you want to enter a company, you have to fabricate a fake resume to be shortlisted/called for an interview. Only then can you demonstrate your skills, knowledge, and talent. This concept has been followed and succeeded by many, with the idea that if you perform excellently and display in-depth knowledge and excellent skills, no one will doubt your previous experiences.
3. Upon hearing the above, I was shocked. Upon further analysis, it appears that the same is happening in the IT industry under the guise of "real-time projects." A significant portion of those applying to IT companies submit fake resumes.
4. Real-time projects entail small IT firms collecting payment from freshers (2002-2005 passouts), providing live training in foreign projects, offering interview preparation, salary negotiation training, and preparing resumes that artificially inflate candidates' experience levels. This practice allows less experienced/jobless individuals from small firms/offices to enter the IT field.
5. In conclusion, it seems that only through a fake resume can one expect to apply for a position and be called for an interview, even if possessing excellent skills, talent, and qualifications.
Unlike other discussions, this topic aims to provide genuine help and suggestions to candidates with excellent knowledge, talent, and skills who have yet to secure a job, despite the vast number of current openings.
I believe we all agree that you will only be called for an interview if you are shortlisted or if an employer has observed, heard, or discussed you. Without being called, regardless of your talent, skills, or experience, it will all be in vain.
Best regards,
Prabakaran
From India
Acknowledge(0)Amend(0)
After going through those views and suggestions from those who responded to this topic, I began to give advice/suggestions to candidates/friends. However, now I have had shocking experiences and pathetic situations from my friends, colleagues, and those working in HR departments of reputed companies.
I believe that all the discussions in this topic prove futile when you observe/hear experiences from others happening in the job market. The practical situations happening right now are as follows:
1. Nowadays, both companies/consultants only view experiences and positions held from resumes during shortlisting, not considering candidates who possess in-depth knowledge, skills, and talent. Consultants now act as mere messengers, handing over/receiving resumes and passing them on to employers.
2. Nowadays, if you want to enter a company, you have to fabricate a fake resume to be shortlisted/called for an interview. Only then can you demonstrate your skills, knowledge, and talent. This concept has been followed and succeeded by many, with the idea that if you perform excellently and display in-depth knowledge and excellent skills, no one will doubt your previous experiences.
3. Upon hearing the above, I was shocked. Upon further analysis, it appears that the same is happening in the IT industry under the guise of "real-time projects." A significant portion of those applying to IT companies submit fake resumes.
4. Real-time projects entail small IT firms collecting payment from freshers (2002-2005 passouts), providing live training in foreign projects, offering interview preparation, salary negotiation training, and preparing resumes that artificially inflate candidates' experience levels. This practice allows less experienced/jobless individuals from small firms/offices to enter the IT field.
5. In conclusion, it seems that only through a fake resume can one expect to apply for a position and be called for an interview, even if possessing excellent skills, talent, and qualifications.
Unlike other discussions, this topic aims to provide genuine help and suggestions to candidates with excellent knowledge, talent, and skills who have yet to secure a job, despite the vast number of current openings.
I believe we all agree that you will only be called for an interview if you are shortlisted or if an employer has observed, heard, or discussed you. Without being called, regardless of your talent, skills, or experience, it will all be in vain.
Best regards,
Prabakaran
From India
Acknowledge(0)Amend(0)
Factors that affects the Selection Process
Introduction
Recently on some of the forums we discussed some of the factors that affect the Selection Process. People don't want to accept that factors like mode of your master's or specialized areas; the type of industry that you are working in; and the salary that you are drawing in your present job can affect your candidature and can tilt the balance against you. Instead they think that the companies are biased; industries are not giving equal opportunities to all and somewhere, knowingly or unknowingly they are making a desperate appeal that…”Give me a chance” or “Kindly experiment with me”. Irony is that they are not willing to accept that they need to change their perception; that they need to do their “Homework” before looking out for a change.
The steps that we are going to discuss here are applicable in all functions and industries, across the globe. It is not possible to discuss all the available positions, in all the industries, across the world. So, for the purpose of this write-up, we will be concentrating on all the positions above the level of Assistant Managers (People with at least three years of work Experience) and will concentrate on HR related openings in India.
You can read the article at : <link outdated-removed> ess&id=400693
Crucial Factors in SELECTION PROCESS
1. Relevant Experience is important and not the total experience
2. Industry type (The extent to which your present industry is related to the industry of your prospective employer)
3. Relocation (Are you willing to relocate?)
4. Your education and mode of your education
5. Salary Budget
Rare and General Domains
Just to help the HR people and let them know the various domains where they can explore opportunities, I have classified all available jobs in two domains – General and Rare. Rare domain is the area, where companies need specialized people and the competition is less…as there are not many people who have expertise in these domains.
General Domain
1. HR Generalist (HR Operations)
2. Recruitments
3. Employee Relations
4. Training and Development
5. HRIS Specialist
6. Labor Law Experts or Industrial Relations Experts
Rare Domain
1. PCMM Consultants
2. Six Sigma Experts
3. Compensation and Benefits Specialist (In some companies they might need two different person…one each for Compensation and Benefits)
4. Organization Development
5. Salary Tax Specialist or Employee-Investment Planner/Expert
6. Human Behavior or Workplace Behavior Expert
Let's discuss
Relocation
Whenever there is an open position in any company, they prefer to source the candidate from the local market. This is done for the simple reason that the person who is already settled at the place will not face any difficulty in joining the company. On the contrary, if the company is planning to source a person from different city, they might have to arrange for his accommodation; the person might face difficulties in adjusting with the environment and making adjustments etc. So, hiring a person from local market will surely save the time and money of the company. But, we are in Global Market and in the competitive market, where quality is a perquisite; it might not be possible to look for a prospective employee in the local market. Hence these days' companies are open to search for a relevant talent in an open Talent Market. However the order of preference is as follows:
1) Local Market (within the city or state of operation)
2) Regional Market (within 500 Kilometers of the area of operations)
3) National Market (within the nation)
4) International Market
Based on the above mentioned factors, a company in Bangalore will look for talent in following cities (In Order of Preference):
1. Bangalore
2. Chennai
3. Hyderabad
4. Mumbai
5. Pune
6. Delhi-NCR
Not only the companies, even the candidates are not willing to relocate and they have different reasons. Some of the reasons are: Family, Infrastructure, and Future Growth Prospects. Most of the females show their unwillingness to relocate to another place or city because of their families. However, males consider the following options before relocating to the city of prospective employer:
1. Salary
2. Infrastructure of the City
3. Future Growth Prospects
4. Safety
Based on the above mentioned, in India, a person might show his willingness to move from Delhi to Bangalore or Mumbai but not from Delhi to Jaipur or Ludhiana or Dehradoon. I don't know why but most of the people have this mentality that they should get a job in their city of Birth; in a good company; at a good salary and with good salary. It is a well known fact that those who have moved out of their home town (Comfort Zone) have done really well in their career, profession and life. This world is full of such examples.
You can read the article at : <link outdated-removed> ess&id=400693
Relevant Experience
You think that you are master's in Human Resource Management and Development and can handle all the domains of HR with ease, right? No, it is not that way. Let me explain. Company XYZ is having an opening for HR – Manager (Generalist) and they are looking for someone with at least 5 years of experience in same. You have 6 years of experience. Three years in Training and Development, before your MBA and another three years in Recruitments, after the completion of your MBA. You are not even eligible for the open position of HR Manager (Generalist). That is the importance of relevant experience.
There is little doubt that you might not be able to handle the HR Operations but no one likes to take the risk or play gamble for such a senior position. It will be the wastage of time and money, both for you as well as the company. They like to play safe and will hire a person with relevant and desired experience.
You may argue that in such scenario you will get type-cast and will not be able to grow. Once a recruiter, you will always a recruiter. That is not the case. Expand your horizon. Diversify you experience, with in a company and then look out for desired profile. It will help.
Mode of Education
These days, the competition is so high that you will not be able to grow, if you are not Post Graduate or Master's. Recently we had one debate on the Importance of Your Mode or Education.
Many people are of the view that Candidates with Distance Mode of Education are not getting similar weightage as their counterparts with regular MBA.
People also argued that those who have done their MBA through regular mode of education are less experienced and knowledgeable then their counterparts with Distance Mode of Education. People with distance mode of education are feeling ignored and neglected and their argument is that they are not getting fair treatment from the employers.
So, first thing first, in this fast paced world and cut throat competition, no company like to take any chance or experiment with the talent. The order of preference that is followed in many companies at the type of screening is as follows:
1) Full Time MBA's from Good Institutes...with good CGPA and relevant experience.
2) Full Time MBA's from not so good institute but with good percentage and slightly more experience.
3) Correspondence MBA...from Good Institutes (Like Executive MBA's from top institutes)...with good experience.
4) Then comes...Correspondence MBA...from other institutes.
Secondly, here I am making an attempt to clarify as why regular MBA's get more weightage then those with distance mode of education? So, doing MBA is not about knowledge. It is about Grooming. It is about
1. Building Leadership Skills;
2. Strategizing the goals and vision
3. Building Entrepreneurship
4. Planning Business Models
5. Planning Strategies
6. Planning Profits
7. Risk Taking
8. Time Management
9. Handling Finances and other related things
Other factors that are in favor of regular MBA's are:
1. Entrance Exam
2. Cost and
3. Other little sacrifices
Most of the people, if they want to get an admission into a good Management Institute, need to face an entrance such as CAT; XAT; GRE; TOFEL etc. Such entrance exams are followed by Group Discussions, Presentations and personal interviews. That shows the competitiveness in those people. Not many institutes, offering MBA through Correspondence or Distance Mode of Education have such an exhaustive mode of selection.
Two Years, regular full-Time MBA Courses are much costlier than correspondence or Distance MBA.
Lastly, those people who do their MBA in a regular mode make more personal sacrifices than those with correspondence or Distance MBA.
I have made an attempt to explain why people with regular MBA get preference over those with correspondence or Distance MBA. Let me take an example from day-to-day life. When you like to eat out, where you like to go? Don't you get advices from your elders in the family to eat at a decent place and Hygienic place?? Will you take your food or lunch at a road-side shops or unclean restaurants?
It is not that all 5-star hotels cook good food, they also make errors but chances are less. It is not that all small hotels are unhygienic or cook unhealthy food but chances are more.
It is not that those small hotels or restaurants are not doing any business. They are earning well. There are chances that one day some good and rich person will come to one of those hotels and will eat there. He might like the food and might get so impressed to do business with that hotel guy. He and might sponsor him to change his shop to a nice place by financing him. Until then, he needs to wait.
Selection process of a “Human Capital” in this competitive era of Business Environment is very much similar to selecting a Greeting Card from the Gift Shop. You don't need to go and see all the cards. Do you? Go to the section where you can find your type of cards; Look at the cost or range; Then you consider as for whom you want to buy the card therefore look and appearance of the card is important; then comes the content of the card. The other cards…that you didn't even saw…don't feel neglected, because they know that if they are in the Gift Shop then one day someone will surely come and pick them
Same way, those with distance education or correspondence MBA... need to wait for the right time and right opportunity. They don't need to get frustrated or be impatience. Have patience. Wait for the right opportunity. Don't try to jump...immediately after the completion of your Correspondence MBA but continues with the same company...grow within. It will help.
Relevant Industry Experience (Moving from One Industry to another)
Recently we also had another debate on the necessity of having experience in relevant industry. People argued that as the work of HR Professional is more or less same, it doesn't matter from which industry he or she is coming from. I am of the opinion that the pace of the work, culture, type of people, expectations of the people and time of work (your office hours) differ from industry to industry. There is a huge difference in the Industries of Old Economy and Industries of New Economy and that difference very vast. It is like managing illiterate workforce and knowledgeable or intelligent workforce.
Yes, you are an expert in HR functions but that doesn't mean that you can work and adjust with any industry and adopt any culture with ease. It is like asking a normal car driver to drive a Formula-One Car. Just because you know driving doesn't mean that you can drive any vehicle. Does it?
It is not that people cannot move more one industry to another but the preference is given to the one with similar industry experience. Just like a cook who is cooking in a small restaurant, though he know cooking and can cook in a 5-Star hotel as well but if there is an opening in a 5-Star Hotel the preference will be given to the one with experience in a 5-Star Hotel.
Similarly, though a HR-person with a non-IT experience can handle HR activities in an IT company...but preference is given to the one with an experience in IT Company. The major issue or challenge that one face while moving from one industry to another is “Cultural Shock”. So, you can move from one industry to another but first you have to compete with those people who are from the same industry and need to prove to the interview panel why they should take you, when they are getting people who are more likely to adept with the company or industry culture.
Salary Budget (Cost to the company)
Have you ever thought…have you ever wondered that at times when you appear for an interview, they reject you because of your present salary? Because if they will hire you that might disturb the Internal Equity of the company.
Example: Suppose I want to hire a HR Manager, and my budget is 12-15 Lakhs. Don't you think that to get that package and to get into that range…your present salary package should be a minimum of 7-9 lakhs. If you are below that range and even if all other things are as per the requirement of the company they might not hire you. Your relocation and other factors will be taken care of.
As per the practices...all over the globe...in a normal case...companies offer 20-25% hike on your last salary. If you are extremely good and best of the best...you can expect 50-75% hike. Not many companies offer 100 or 200% hike (Until and unless you know some senior person in the company), because that disturbs the balance in the system...better known as internal equity.
Argument: You may argue that the companies should feel happy that they are saving the money by hiring someone with low salary, but that is not the case. It will disturb the balance. It will affect the internal and external equity of the company. Tomorrow, you only will come and say that the other person…having similar experience (even lesser experience), from similar institute is getting more salary. If you fall in the category of rare domains or skill sets…then there are chances that the companies might offer you 100 or 150% hike but not otherwise.
Miscellaneous factors
If all the above mentioned things are positive and in your favor but still there are some miscellaneous factors that affect the selection process. These factors are your presentation skills, your leadership skills and your knowledge. In short, it all depends on your skills to “Sell Yourself”. The following factors will be of great help to you to impress the interview panel:
1. If you come prepared;
2. If you have studied the business model of the company;
3. If you are aware of the growth pattern of the company;
4. If you know the competitors of the company;
5. And knowing all this…if you are able to tell them that how you can help the company in achieving its goals.
If you have done your home-work, I am sure…they will give you the salary that you will ask for…without even asking your present salary. As I have mentioned earlier...you should be able the impress the interview panel in such a manner that if you have applied for the post of HR-Manager...the panel should be convinced that you are worth for the post of VP-HR. In such scenario...the company and employers won't mind to offer you a salary...more than 100% of your present CTC.
You need to prove your potential...your worth. If you are just an average candidate and the company is in need...they will just give you 20-25% hike.
There is an old saying...which says, "Deserve, before you ask for".
You can read the article at : <link outdated-removed> ess&id=400693
Conclusion
This article is an attempt to figure out the factors that affect the selection process. This is to give a bigger picture to the readers. Exceptions are everywhere but most of the time, the above mentioned are the factors that plays an important role in rejecting or selecting a person.
Looking forward to your views and comments
Regards
Sanjeev Sharma
(Blog: http://sanjeevhimachali.blogspot.com/)
(E-mail: ss_himachaliyahoo.com
; sanjeev.himachaligmail.com
)
From India, Mumbai
Acknowledge(0)Amend(0)
Introduction
Recently on some of the forums we discussed some of the factors that affect the Selection Process. People don't want to accept that factors like mode of your master's or specialized areas; the type of industry that you are working in; and the salary that you are drawing in your present job can affect your candidature and can tilt the balance against you. Instead they think that the companies are biased; industries are not giving equal opportunities to all and somewhere, knowingly or unknowingly they are making a desperate appeal that…”Give me a chance” or “Kindly experiment with me”. Irony is that they are not willing to accept that they need to change their perception; that they need to do their “Homework” before looking out for a change.
The steps that we are going to discuss here are applicable in all functions and industries, across the globe. It is not possible to discuss all the available positions, in all the industries, across the world. So, for the purpose of this write-up, we will be concentrating on all the positions above the level of Assistant Managers (People with at least three years of work Experience) and will concentrate on HR related openings in India.
You can read the article at : <link outdated-removed> ess&id=400693
Crucial Factors in SELECTION PROCESS
1. Relevant Experience is important and not the total experience
2. Industry type (The extent to which your present industry is related to the industry of your prospective employer)
3. Relocation (Are you willing to relocate?)
4. Your education and mode of your education
5. Salary Budget
Rare and General Domains
Just to help the HR people and let them know the various domains where they can explore opportunities, I have classified all available jobs in two domains – General and Rare. Rare domain is the area, where companies need specialized people and the competition is less…as there are not many people who have expertise in these domains.
General Domain
1. HR Generalist (HR Operations)
2. Recruitments
3. Employee Relations
4. Training and Development
5. HRIS Specialist
6. Labor Law Experts or Industrial Relations Experts
Rare Domain
1. PCMM Consultants
2. Six Sigma Experts
3. Compensation and Benefits Specialist (In some companies they might need two different person…one each for Compensation and Benefits)
4. Organization Development
5. Salary Tax Specialist or Employee-Investment Planner/Expert
6. Human Behavior or Workplace Behavior Expert
Let's discuss
Relocation
Whenever there is an open position in any company, they prefer to source the candidate from the local market. This is done for the simple reason that the person who is already settled at the place will not face any difficulty in joining the company. On the contrary, if the company is planning to source a person from different city, they might have to arrange for his accommodation; the person might face difficulties in adjusting with the environment and making adjustments etc. So, hiring a person from local market will surely save the time and money of the company. But, we are in Global Market and in the competitive market, where quality is a perquisite; it might not be possible to look for a prospective employee in the local market. Hence these days' companies are open to search for a relevant talent in an open Talent Market. However the order of preference is as follows:
1) Local Market (within the city or state of operation)
2) Regional Market (within 500 Kilometers of the area of operations)
3) National Market (within the nation)
4) International Market
Based on the above mentioned factors, a company in Bangalore will look for talent in following cities (In Order of Preference):
1. Bangalore
2. Chennai
3. Hyderabad
4. Mumbai
5. Pune
6. Delhi-NCR
Not only the companies, even the candidates are not willing to relocate and they have different reasons. Some of the reasons are: Family, Infrastructure, and Future Growth Prospects. Most of the females show their unwillingness to relocate to another place or city because of their families. However, males consider the following options before relocating to the city of prospective employer:
1. Salary
2. Infrastructure of the City
3. Future Growth Prospects
4. Safety
Based on the above mentioned, in India, a person might show his willingness to move from Delhi to Bangalore or Mumbai but not from Delhi to Jaipur or Ludhiana or Dehradoon. I don't know why but most of the people have this mentality that they should get a job in their city of Birth; in a good company; at a good salary and with good salary. It is a well known fact that those who have moved out of their home town (Comfort Zone) have done really well in their career, profession and life. This world is full of such examples.
You can read the article at : <link outdated-removed> ess&id=400693
Relevant Experience
You think that you are master's in Human Resource Management and Development and can handle all the domains of HR with ease, right? No, it is not that way. Let me explain. Company XYZ is having an opening for HR – Manager (Generalist) and they are looking for someone with at least 5 years of experience in same. You have 6 years of experience. Three years in Training and Development, before your MBA and another three years in Recruitments, after the completion of your MBA. You are not even eligible for the open position of HR Manager (Generalist). That is the importance of relevant experience.
There is little doubt that you might not be able to handle the HR Operations but no one likes to take the risk or play gamble for such a senior position. It will be the wastage of time and money, both for you as well as the company. They like to play safe and will hire a person with relevant and desired experience.
You may argue that in such scenario you will get type-cast and will not be able to grow. Once a recruiter, you will always a recruiter. That is not the case. Expand your horizon. Diversify you experience, with in a company and then look out for desired profile. It will help.
Mode of Education
These days, the competition is so high that you will not be able to grow, if you are not Post Graduate or Master's. Recently we had one debate on the Importance of Your Mode or Education.
Many people are of the view that Candidates with Distance Mode of Education are not getting similar weightage as their counterparts with regular MBA.
People also argued that those who have done their MBA through regular mode of education are less experienced and knowledgeable then their counterparts with Distance Mode of Education. People with distance mode of education are feeling ignored and neglected and their argument is that they are not getting fair treatment from the employers.
So, first thing first, in this fast paced world and cut throat competition, no company like to take any chance or experiment with the talent. The order of preference that is followed in many companies at the type of screening is as follows:
1) Full Time MBA's from Good Institutes...with good CGPA and relevant experience.
2) Full Time MBA's from not so good institute but with good percentage and slightly more experience.
3) Correspondence MBA...from Good Institutes (Like Executive MBA's from top institutes)...with good experience.
4) Then comes...Correspondence MBA...from other institutes.
Secondly, here I am making an attempt to clarify as why regular MBA's get more weightage then those with distance mode of education? So, doing MBA is not about knowledge. It is about Grooming. It is about
1. Building Leadership Skills;
2. Strategizing the goals and vision
3. Building Entrepreneurship
4. Planning Business Models
5. Planning Strategies
6. Planning Profits
7. Risk Taking
8. Time Management
9. Handling Finances and other related things
Other factors that are in favor of regular MBA's are:
1. Entrance Exam
2. Cost and
3. Other little sacrifices
Most of the people, if they want to get an admission into a good Management Institute, need to face an entrance such as CAT; XAT; GRE; TOFEL etc. Such entrance exams are followed by Group Discussions, Presentations and personal interviews. That shows the competitiveness in those people. Not many institutes, offering MBA through Correspondence or Distance Mode of Education have such an exhaustive mode of selection.
Two Years, regular full-Time MBA Courses are much costlier than correspondence or Distance MBA.
Lastly, those people who do their MBA in a regular mode make more personal sacrifices than those with correspondence or Distance MBA.
I have made an attempt to explain why people with regular MBA get preference over those with correspondence or Distance MBA. Let me take an example from day-to-day life. When you like to eat out, where you like to go? Don't you get advices from your elders in the family to eat at a decent place and Hygienic place?? Will you take your food or lunch at a road-side shops or unclean restaurants?
It is not that all 5-star hotels cook good food, they also make errors but chances are less. It is not that all small hotels are unhygienic or cook unhealthy food but chances are more.
It is not that those small hotels or restaurants are not doing any business. They are earning well. There are chances that one day some good and rich person will come to one of those hotels and will eat there. He might like the food and might get so impressed to do business with that hotel guy. He and might sponsor him to change his shop to a nice place by financing him. Until then, he needs to wait.
Selection process of a “Human Capital” in this competitive era of Business Environment is very much similar to selecting a Greeting Card from the Gift Shop. You don't need to go and see all the cards. Do you? Go to the section where you can find your type of cards; Look at the cost or range; Then you consider as for whom you want to buy the card therefore look and appearance of the card is important; then comes the content of the card. The other cards…that you didn't even saw…don't feel neglected, because they know that if they are in the Gift Shop then one day someone will surely come and pick them
Same way, those with distance education or correspondence MBA... need to wait for the right time and right opportunity. They don't need to get frustrated or be impatience. Have patience. Wait for the right opportunity. Don't try to jump...immediately after the completion of your Correspondence MBA but continues with the same company...grow within. It will help.
Relevant Industry Experience (Moving from One Industry to another)
Recently we also had another debate on the necessity of having experience in relevant industry. People argued that as the work of HR Professional is more or less same, it doesn't matter from which industry he or she is coming from. I am of the opinion that the pace of the work, culture, type of people, expectations of the people and time of work (your office hours) differ from industry to industry. There is a huge difference in the Industries of Old Economy and Industries of New Economy and that difference very vast. It is like managing illiterate workforce and knowledgeable or intelligent workforce.
Yes, you are an expert in HR functions but that doesn't mean that you can work and adjust with any industry and adopt any culture with ease. It is like asking a normal car driver to drive a Formula-One Car. Just because you know driving doesn't mean that you can drive any vehicle. Does it?
It is not that people cannot move more one industry to another but the preference is given to the one with similar industry experience. Just like a cook who is cooking in a small restaurant, though he know cooking and can cook in a 5-Star hotel as well but if there is an opening in a 5-Star Hotel the preference will be given to the one with experience in a 5-Star Hotel.
Similarly, though a HR-person with a non-IT experience can handle HR activities in an IT company...but preference is given to the one with an experience in IT Company. The major issue or challenge that one face while moving from one industry to another is “Cultural Shock”. So, you can move from one industry to another but first you have to compete with those people who are from the same industry and need to prove to the interview panel why they should take you, when they are getting people who are more likely to adept with the company or industry culture.
Salary Budget (Cost to the company)
Have you ever thought…have you ever wondered that at times when you appear for an interview, they reject you because of your present salary? Because if they will hire you that might disturb the Internal Equity of the company.
Example: Suppose I want to hire a HR Manager, and my budget is 12-15 Lakhs. Don't you think that to get that package and to get into that range…your present salary package should be a minimum of 7-9 lakhs. If you are below that range and even if all other things are as per the requirement of the company they might not hire you. Your relocation and other factors will be taken care of.
As per the practices...all over the globe...in a normal case...companies offer 20-25% hike on your last salary. If you are extremely good and best of the best...you can expect 50-75% hike. Not many companies offer 100 or 200% hike (Until and unless you know some senior person in the company), because that disturbs the balance in the system...better known as internal equity.
Argument: You may argue that the companies should feel happy that they are saving the money by hiring someone with low salary, but that is not the case. It will disturb the balance. It will affect the internal and external equity of the company. Tomorrow, you only will come and say that the other person…having similar experience (even lesser experience), from similar institute is getting more salary. If you fall in the category of rare domains or skill sets…then there are chances that the companies might offer you 100 or 150% hike but not otherwise.
Miscellaneous factors
If all the above mentioned things are positive and in your favor but still there are some miscellaneous factors that affect the selection process. These factors are your presentation skills, your leadership skills and your knowledge. In short, it all depends on your skills to “Sell Yourself”. The following factors will be of great help to you to impress the interview panel:
1. If you come prepared;
2. If you have studied the business model of the company;
3. If you are aware of the growth pattern of the company;
4. If you know the competitors of the company;
5. And knowing all this…if you are able to tell them that how you can help the company in achieving its goals.
If you have done your home-work, I am sure…they will give you the salary that you will ask for…without even asking your present salary. As I have mentioned earlier...you should be able the impress the interview panel in such a manner that if you have applied for the post of HR-Manager...the panel should be convinced that you are worth for the post of VP-HR. In such scenario...the company and employers won't mind to offer you a salary...more than 100% of your present CTC.
You need to prove your potential...your worth. If you are just an average candidate and the company is in need...they will just give you 20-25% hike.
There is an old saying...which says, "Deserve, before you ask for".
You can read the article at : <link outdated-removed> ess&id=400693
Conclusion
This article is an attempt to figure out the factors that affect the selection process. This is to give a bigger picture to the readers. Exceptions are everywhere but most of the time, the above mentioned are the factors that plays an important role in rejecting or selecting a person.
Looking forward to your views and comments
Regards
Sanjeev Sharma
(Blog: http://sanjeevhimachali.blogspot.com/)
(E-mail: ss_himachaliyahoo.com
; sanjeev.himachaligmail.com
)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear,
I would like to share my opinion on the issue. There is no doubt that the next employer considers the last package as one of the criteria for determining the present/next package. It is entirely up to the candidate to prove their worth during the course of the interview and highlight that they were underpaid, which is the main reason for switching jobs. During the interview, the interviewee is like a salesperson who should emphasize their strengths to the interviewer, demonstrating their value and effectively selling themselves to secure the position. Once the employer is convinced that the individual has the caliber and was underpaid, I don't see any reason why they would not receive a higher salary.
Regards,
JS Bisht
From India, Delhi
Acknowledge(0)Amend(0)
I would like to share my opinion on the issue. There is no doubt that the next employer considers the last package as one of the criteria for determining the present/next package. It is entirely up to the candidate to prove their worth during the course of the interview and highlight that they were underpaid, which is the main reason for switching jobs. During the interview, the interviewee is like a salesperson who should emphasize their strengths to the interviewer, demonstrating their value and effectively selling themselves to secure the position. Once the employer is convinced that the individual has the caliber and was underpaid, I don't see any reason why they would not receive a higher salary.
Regards,
JS Bisht
From India, Delhi
Acknowledge(0)Amend(0)
Hi Prabhakaran,
The points you raised are the facts existing in the market and witnessed by everyone. Fake businesses are always temporary. Later, they would be exposed and dismissed.
To prevent fake entrants, some companies conduct meticulous verification of their details. Fake resumes provide candidates with an opportunity to enter the organization, but their knowledge and skills determine their success within the organization.
Best regards,
M.Felix.C
From India, Bangalore
Acknowledge(0)Amend(0)
The points you raised are the facts existing in the market and witnessed by everyone. Fake businesses are always temporary. Later, they would be exposed and dismissed.
To prevent fake entrants, some companies conduct meticulous verification of their details. Fake resumes provide candidates with an opportunity to enter the organization, but their knowledge and skills determine their success within the organization.
Best regards,
M.Felix.C
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Salary Comparison Sheet.xls
Salary-Note.doc