Last week IBM (International Business Machine) asked 700 of its employees to leave and today it’s TCS (Tata Consultancy Services) which asked 500 of its employees to leave. The only reason both the IT companies gave was that those employees cannot meet the performance requirements of their company, a standard reply given by all the private companies. TCS appointed 24729 employees last year and recruited thousands of youngsters through campus interviews.
It is easy for a person to search for some other job if he/she is not appointed by the company. But if they are sent home after working for some period in their company, it will affect their whole career. Consider a man who is chucked out from a company. He may attend some other company’s interview and their first question will be why he was sent out of his previous company? The person should either tell them the truth or he should lie. If he lies, then he will have to face a tough time in future if the truth is revealed. If he says the truth, he won’t be appointed in that company. This is the problem faced by an individual. But what if an employee really underperforms in a company? He will have to be chucked out of the company in order to avoid any loss to the company. Then what is the solution for this problem?
Not only IT companies, all the companies who are recruiting the employees should check a person’s ability and his/her knowledge before recruiting them. The best place to check them is the interview. These days, in order to increase the man power in IT companies, they are recruiting thousands of people and as a result, interviewers are liberal during the interview. This is the place where the problem starts. If they recruit an underperforming candidate, trouble for both the company and the individual.
Most of the IT companies conduct a written test and a personal interview to recruit the students. Clearing the written test is easier these days. Those students who clear the written test will be asked to attend the interview. Interview panels consist of rejection panel and clearing panel. If any brilliant candidate attends the interview in rejection panel, he/she will be rejected even if they are brilliant enough to clear the interview. But if any underperforming candidate attends the interview in clearing panel, then they will be selected even if they underperform.
How many companies have group discussion in their selection process? The answer is very few. Most of the bulk recruiting companies doesn’t conduct any group discussion which is an effective way to check the spoken English of a candidate.
According to me, a candidate can be rejected but an employee should not be rejected from the company. If an employee is rejected from a company, there is a big flaw in the company’s human resource department. They should have recruited the best performers. The companies must conduct as many tests and interviews as they want so that they take only the best performers for their company. Once the candidate enters the company, he/she should not be sent home.
Today its IBM and TCS, but tomorrow?
No comments:
Post a Comment