Crying foul over IIT-IIM "discrimination"? Here are 3 things to consider

Just in the last few weeks there has been a sudden spate of posts on how job applicants are being restricted with "IIT-IIM/Premier Institute only" criterion and the same rule, albeit unwritten, continues in the startup world also.

All the posts had a huge number of likes and comments. It appears then, that a lot of professionals resonate with that sense of "discrimination".

I have seen both sides of the "pedigree coin". At undergraduate level, I studied from a very ordinary college from a small town. Later I went to a "premier" college, and I almost take for granted the priviledge of never being bothered by a "Tier I college only" criteria.

Here's what I feel about this matter...

I think we should consider the following 3 things before choosing to cry foul.

#1) You are right, there is a problem

There definitely seems to be way too many job adverts putting the "Premier institute" criterion, to limit applicants. And I am not sure if that is well thought through.

The problem is not so much specifying which institutions you are looking to hire from, the problem is the lack of thought on why you want to do so..

And there are two sub-problems here..

Firstly, for many organizations, job description is a document that is ill-drafted, many times copy-pasted from "similar" JDs. There isn't any depth of discussion on what really are the skills required for this, and therefore what kind of candidate and from which educational institutions.

Secondly, the relationship between industry and academia is too transactional and superficial (a part of the blame lies with the academia for this)

Any corporation who can manage or afford to - only wants to build relationship with the handful of 'Tier 1' schools. No doubt employers are clueless about what other institutes could be offering - or even play a proactive role in developing those institutes and relationships.

Ofcourse, there is the other problem - the colleges themselves. Unfortunately many educational institutions are being run by businessmen wanting to make money by doling out the stale and recycled curriculum. So the few colleges, employers think might have better candidates, by some vague definition, has the entire world queuing up outside their gates.

When employers spend more time in meaningfully defining what kind of candidate they need (better role and candidate descriptions), and build a wider pool of potential talent, organizations will no longer...

live with the assumption that - doesn't matter if we are not clear what the role or candidate looks like, if we hire an IIT-IIM, "mota-mota" all is well!!

("mota-mota" is Hindi for "broad approximation".. or something like that)

#2) You are wrong, it is not "discrimination"

Yes there is a problem, but the problem is not discrimination.

The bigger problem is the way recruitment happens. Very few organizations do proactive workforce planning, leaving the recruitment team with sudden and huge requirements. Most recruiters will talk of being overworked. Also, the metrics is number driven - "how many positions did you close"?

So when you have a pile of positions to close, and you are only judged by the number of closures, putting a IIT-IIM tag is the easiest way to reduce CV shortlisting workload. Also, hiring managers (the business guys), want to minimize the number of interviews they have to conduct.

So professionals who are sour about this "discrimination", should understand that "IIT-IIM tag" is many times only a short-cut and timesaver

Also it is a safer bet. When we are not sure of the selection process efficacy, the pedigree is taken as a proxy.

Now it is extremely important that we make the distinction - else we will be running after the wrong solution.

"Discrimination" will lead us to a need for mindset change. Whereas, what we need is a selection process change.

Also, almost no organization gets the recruitment team to spend time on ideations like "oh we hired these 10 profiles, let us see how we interviewed them and how they have fared in the organization 1 year later". Those kind of things build depth of expertise in people who are into hiring, giving them confidence to beyond the IIT-IIM tag. That kind of thing is almost never done!

#3) Okay, it sucks. What will you do about it?

I am quoting what I heard Sadhguru say in one of his interviews (don't remember which one)

Do we want to solve a problem or revel in it?

Because if we want to revel in it, then cribbing on social media is a good way. I have no value judgement on it, only that it will not give a solution, and become boring after a point in time.

But if we want a solution, here are a few things that can be done:

I. If you are that candidate who is livid about not being able to apply to a job because of the IITians only criterion

No point telling-off the recruiter. S/he is most likely neither a decision-maker nor influencer.

Firstly,

• Are you sure you can match up to the IIT types they advertised for?
• Does this incident and job really matter in your life?

Then go ahead and write to the CEO, and politely request him for a chance to present your candidature.

If he doesn't reply, write again. And then write again.

All our lives we spend cribbing about things. I am tired of it.

If it really matters to you, atleast stand-up for yourself.

Make it happen. Don't crib about discrimination. If you are really as smart as you claim to be, then claim what is yours.

You cannot change the system. But you can take charge of your own story. Do you have the courage to set an example for others, for them to change their story?

Do it. Just ask for a fair chance to be interviewed. And in the interview show your mettle.

Do you have the will and courage to initiate change atleast for yourself?

If not, then why waste your and other's time in all the discrimination rant.

2. For those in recruitment

I hope you are bored doing this. The mechanical, mindless sieving through resumes, coordinating interviews where the candidate becomes one number on the excel sheet. Oh yes I forgot, asking the same 100-year old questions and worse not knowing what to do with the answers.

When was the last time, you spend time with your business in discussing and observing what work they do?

No, I am not talking of meeting hiring managers where you are discussing which position to close. I mean when you really had discussions like..

"Tell me what your day looks like at this time of the year.."

"Tell me 3 things you have to spend the maximum time on, in getting work done from your team, that we help you hire.."

"Tell me about that candidate your were struggling with. What did we miss at the interview stage?"

That type of discussion - builds deep understanding on the human being you have to select. And you will be surprised with what you learn through these questions.

I don't know if you are keeping a tab.

AI and Data Science will not only render this CV shortlisting redundant - but also do a better job of it.

Guess who is going to lose the job?

So unless Ms. Rosy builds so much wisdom in being able to select a candidate and business managers swear by her ability to sense the 'right person for the job', Ms. Rosy will be replaced by a Robot.

Don't let the number-pressure bog you down. Make time to build skills that cannot be replicated by machines. Your job is under serious threat in the very near future, incase no one told you so.

And can you pledge to do atleast one thing differently while looking at candidates next time? Share your story with others, and let them feel energised to change another...

We need our best people in recruitment...

3. In general, the non IIT-IIM guys

First things first. There is a reason why few make it to these Tier 1 institutes and others don't. Ofcourse there always people for whom you might say "how the hell did this person get an admission" - but those people are everywhere. Maybe even Google has a few of them, who knows. It happens.

But largely these are capable and smart folks, and they have to work pretty hard at getting into the college and then not getting thrown out due to grades.

Secondly, just because you didn't get something when pitted against one of the premier college people, doesn't automatically imply discrimination. Maybe they were actually better than you in that particular situation. So let us keep it objective.

Having said that, there are many democratic ways to build your profile and presence to get past any pedigree disadvantage. Who stops you from becoming a TEDx Speaker, a writer/expert in your area? Adding more skills through Lynda.com and Coursera - the list of alternatives is endless.

I will go back to what I said: You want a solution or want to revel in the problem?

Finally, it is not "Tier 1 School" Vs "Rest of the world" problem. It is an industry problem. If we are not able to find the right person for the right job, and on the other hand the right job eludes the right person, it a matter of worry. We need to solve this problem, at an individual candidate and recruiter level - and also at organizational and industry level.

The issue may have been highlighted due to some individual cases. But, we must not let this opportunity slip by, to relook and rehaul the way we select the right human being for a role.

*****************************************************************

To connect with Swati and read her other blogs, use this link to Medium blogspot.

Her other articles include:

1. The Uber Case: VP-HR or CEO? Who is accountable for culture? Where the buck stops
2. LOL ... driverless cars for India??: When AI meets Cows, Rajinikanth and Ganpati
3. "If Robots will do everything, what will humans do": Why AI Rhetoric deeply worries me
4. The Monkey Catcher's Lesson: Why we get stuck in our jobs, situations, emotions..
5. Flirt with your product ideas, don't fall in love
6. Love in the time of Artificial Intelligence: Valentine's Day 2030
7. 3 unforgettable lessons I learnt from an Indian Ed Tech Leader
8. 3 taboo questions Millennials are asking, leaving hiring managers shocked

9. Why the corporate-style "Women's Day Celebrations" gives me the creeps