Introduction
Recently on some of the forums we discussed some of the factors that sway the selection Process. People don't want to accept that factors like mode of your master's or specialized areas; the type of commerce that you are working in; and the wages that you are drawing in your present job can sway your candidature and can tilt the equilibrium 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 development 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 turn 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 ready 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 incorporate on Hr related openings in India.
Crucial Factors in selection Process
1. Relevant sense is foremost and not the total experience
2. Industry type (The extent to which your present commerce is related to the commerce of your prospective employer)
3. Relocation (Are you willing to relocate?)
4. Your schooling and mode of your education
5. Salary Budget
Rare and normal Domains
Just to help the Hr People and let them know the varied domains where they can scrutinize opportunities, I have classified all ready jobs in two domains - normal 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 market Relations Experts
Rare Domain
1. Pcmm Consultants
2. Six Sigma Experts
3. Compensation and Benefits master (In some companies they might need two different person...one each for payment and Benefits)
4. Organization Development
5. Salary Tax master 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 straightforward speculate that the man who is already located at the place will not face any strangeness in joining the company. On the contrary, if the company is planning to source a man from different city, they might have to dispose for his accommodation; the man might face difficulties in adjusting with the environment and development adjustments etc. So, hiring a man from local store will nothing else but save the time and money of the company. But, we are in Global store and in the competitive market, where potential is a perquisite; it might not be possible to look for a prospective worker 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 store (within the city or state of operation)
2) Regional store (within 500 Kilometers of the area of operations)
3) National store (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 hereafter increase Prospects. Most of the females show their unwillingness to relocate to another place or city because of their families. However, males think the following options before relocating to the city of prospective employer:
1. Salary
2. Infrastructure of the City
3. Future increase Prospects
4. Safety
Based on the above mentioned, in India, a man 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 wages and with good salary. It is a well known fact that those who have moved out of their home town (Comfort Zone) have done nothing else but well in their career, profession and life. This world is full of such examples.
Relevant Experience
You think that you are master's in Human resource supervision and amelioration and can cope all the domains of Hr with ease, right? No, it is not that way. Let me explain. company Xyz is having an chance for Hr - manager (Generalist) and they are looking for man with at least 5 years of sense 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 puny doubt that you might not be able to cope 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 man 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 all the time a recruiter. That is not the case. Enlarge 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 turn over on the importance of Your Mode or Education.
Many People are of the view that Candidates with distance Mode of schooling are not getting similar weightage as their counterparts with regular Mba.
People also argued that those who have done their Mba straight through regular mode of schooling are less experienced and knowledgeable then their counterparts with distance Mode of Education. People with distance mode of schooling are feeling ignored and neglected and their discussion 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 invent but with good division 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 development an endeavor to justify 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 company Models
5. Planning Strategies
6. Planning Profits
7. Risk Taking
8. Time Management
9. Handling Finances and other related things
10. How to cope Success?
11. How to hanlde annotation and Failures
12. How to fight back from Adversity
These are the things that one cannot learn on his own and need permissible grooming from the experts.
Other factors that are in favor of regular Mba's are:
1. Entrance Exam
2. Cost and
3. Other puny sacrifices
Most of the people, if they want to get an admission into a good supervision Institute, need to face an entry such as Cat; XaT; Gre; Tofel etc. Such entry exams are followed by Group Discussions, Presentations and personal interviews. That shows the competitiveness in those people. Not many institutes, offering Mba straight through Correspondence or distance Mode of schooling 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 endeavor to justify 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 clean 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 man will come to one of those hotels and will eat there. He might like the food and might get so impressed to do company with that hotel guy. He and might sponsor him to turn 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 company 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 think as for whom you want to buy the card therefore look and appearance of the card is important; then comes the article 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 man will nothing else but come and pick them
Same way, those with distance schooling 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 commerce sense (Moving from One commerce to another)
Recently we also had another turn over on the necessity of having sense in relevant industry. People argued that as the work of Hr professional is more or less same, it doesn't matter from which commerce he or she is arrival from. I am of the understanding that the pace of the work, culture, type of people, expectations of the People and time of work (your office hours) differ from commerce to industry. There is a huge contrast in the Industries of Old economy and Industries of New economy and that contrast very vast. It is like managing illiterate workforce and knowledgeable or animated workforce.
Yes, you are an master in Hr functions but that doesn't mean that you can work and adjust with any commerce 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 commerce to another but the preference is given to the one with similar commerce 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 chance in a 5-Star Hotel the preference will be given to the one with sense in a 5-Star Hotel.
Similarly, though a Hr-person with a non-It sense can cope Hr activities in an It company...but preference is given to the one with an sense in It Company. The major issue or challenge that one face while animated from one commerce to another is "Cultural Shock". So, you can move from one commerce to another but first you have to compete with those People who are from the same commerce 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 commerce culture.
Salary allocation (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 allocation is 12-15 Lakhs. Don't you think that to get that holder and to get into that range...your present wages holder 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 very 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 man in the company), because that disturbs the equilibrium 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 man with low salary, but that is not the case. It will disturb the balance. It will sway the internal and external equity of the company. Tomorrow, you only will come and say that the other person...having similar sense (even lesser experience), from similar invent is getting more salary. If you fall in the kind 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 determined and in your favor but still there are some miscellaneous factors that sway 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 company model of the company;
3. If you are aware of the increase 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 wages 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 mean 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".
Conclusion
This article is an endeavor to outline out the factors that sway the selection process. This is to give a bigger photograph to the readers. Exceptions are everywhere but most of the time, the above mentioned are the factors that plays an foremost role in rejecting or selecting a person.
Looking forward to your views and comments
Regards,
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