Candidate dropouts, who was at fault?
Oh... what an evening it was, with colleagues/ex-colleagues who turned out to be good friends now.
Few weeks back, it was raining worryingly and we decided to halt for some time and share few memories and understandings. Of-course most of the experiences were common as all of us belong to the "Talent Acquisition" OR "Human Resources" fraternity.
It all started with lot of positivity, desire to change and philanthropy and later curved upto some degree like this...
Subject:
There are enormous drop outs from interviewees/new joiners. On an average a recruiter re-connects twice a week with a probable hire, who is already been offered. Trust me that he/she finds different motives to call the candidate. (i.e. do you have references, how is notice period going, why don't you come over for a coffee etc). Regardless of what the Karma holds for candidates and recruiters. In parallel, of course it's the applicants right to choose or to deprive an organization to choose them as an employee. But what activated me, was, why such a scenario today and the answer is pretty traditional and simple.
"Demand vs Supply". Followed by another question. "Did we not invest in the right places?"
It takes, 10 times more stretch and sweat for a recruiter when compared to time devoted by an applicant to process their candidature.
Present:
There is a very big chunk of applicants who appear for interviews but do not end up banking an offer. Which means the selection ratio for complex IT skills is 1:5 or sometimes 1:10. Which finally boils down to more interviews and more offers.
The joining % in large services giants is roughly 55%, which means only 55 people out of every 100 offered, joins an organization. Same figure improves a little for mid-size product/ other small midsize captives and even improves better for large product companies and big captives.
Going Digital, does not comes easy. The skills most of the IT firms require these days, categorized as “high-end” skills. Which they might not have in abundance in their firms but right now they want it in abundance and by all means. Imagine if ten IT firms are chasing one suitable candidate, only one firm will stand a chance of winning him/her.
On a serious note, a big pool of very talented IT professionals look at an onsite opportunity as a reward for their heightened capabilities with a long term vision of never coming back, if the Gods blessed. Hence, I so yearn… the education/employment veterans at regional/national levels could start thinking if not worrying, on how the gap will be bridged between skilled and unskilled in a long run.
With conviction of huge success, i wish the existing government could pick this up and integrate with PMKVY (Pradhaan Mantri Kaushal Vikas Yojana) or MAHASWAYAM and facilitate training of experienced/in-experienced in Digital technologies like (AI, ML, DL, Data Science, Analytics, UI, Java, RPA etc).
Future:
Fortunately there are so many technical skills that can be incorporated from second year of BE/B.Tech/MCA as a top-up programme for up-scaling and resetting benchmarks for college students. Relatively 11th OR 12th class student who have a profound curiosity for technology, could be guided well to pursue their passion. “For parents who think their kid will be overloaded if they do this - "if your kid can think of all other things happening around the world followed by questions which you are unable to answer. Let them think this way to avoid other unproductive engagements so that they can build their future their own unique/disruptive way”.
I was unable to identify an individual or a body to blame for the deficit of skilled IT professionals in the market. Which compelled me to look for individuals who can control the damage already done, for the benefit of the individuals followed by, benefit of organizations and thereafter finally for the benefit of the economy. The Power of young India is at it’s peak and the only relation that will help in the upliftment of all, irrespective of whether one knows someone or not, could be a relation between a “Giver” and a “Taker”. Help others rise…
The “Taker” will be benefited multi-fold, as their responsibility does not end by only receiving the knowledge shared by a “Giver”, but also demands them to impart the same to another set of “Takers” when they are equally equipped.
Two additional steps for ITians:
- Giver - If one is highly skilled in any of the trending and exceedingly demanded technologies, find out a mentee for yourself within/outside your professional network and let the knowledge be shared like wildfires. Coach them until they are ready to coach others.
- Taker - If one needs help in revamping of his/her technical skills, find out a mentor for you, who will coach you beyond a classroom training environment till you fall in the 1st category above.
As rightly said by Dr. Amit Ray “You can raise your potential, when you help someone to reach theirs'.”
Disclaimer: The above write-up is solely my personal view and is not encouraged/instigated/influenced by any person/body/organization and it does not intend to lessen brilliance of any esteemed organization or individual.