Hi there
This is following one of the first poss of mine in this group about
why recruiters’ should not lie, and how it impacts the recruits’
careers and lives. I came across this short news somewhere:
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Lies And Promises Hidden In Job Offers
Under pressure to hire, beat competition and recruit, employers are
bending many a rule these days. Companies are compromising on hiring
standards, misleading candidates on salaries and are making false
promises to lure job seekers. “Companies often seem to be saying -
damn the process, just get them on board,” says Mr Ronesh Puri, head,
Executive Access, a headhunting firm, adding that scarcity of talent
is pushing employers to another level of talent hunting. At a premier
B-school last year, a Mumbai-based business conglomerate hired
graduates amid stiff competition promising an exciting job profile and
career path. Six months into the job, they quit because promises
seemed too unreal and fudged. CTC is the most abused deception
mechanism for companies as they realise that the young upgrade-brigade
has a special weakness for money. So they puff up CTC with all kinds
of things under it. A Delhi-based company included EMI on laptop it
gave out to its employees as part of the CTC. Last year, some IIT
engineers, hired by a leading Delhi-based infrastructure company, were
given very high HRA as part of the CTC package. Soon they figured that
they were posted to small towns where four of them were staying at a
company-provided accommodation. Companies are also diluting hiring
standards.
Source: 20 Feb’ 07 The Economic Times New Delhi Edition
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This is just one part of it. Ethics seem to be losing out of this line
of business. I had a 1.5 hour notice on a joining date no-show. I
seriously got pissed off morning 7:30 when a candidate called to
inform that he would not be joining inspite me having taken a final
confirmation yesterday late in the evening. Nice way to start a day,
and an even nicer way to end it. At least we should try to keep our
best going in the industry while peoples’ standards are falling fast
like shooting stars.
1 response so far ↓
R.Karthik // November 27, 2007 at 10:27 am |
While it is certainly a reflection on the recruiter’s (rather the organization’s) work ethic as to how clear and unambiguous an expectation-setting job is done with the candidate, it is equally the candidates’ botheration to ask right questions and get them answered in the pre-offer acceptance phase. If recruiters don’t tell you you gotta ask them- “where do i fit in at your larger organization’s grade structure?, what is the minimum years of exp. (exact no. of yrs or range) required for this position?, do you look at only PGs/MBAs for this position or graduates with experiene are also considered?, do you FASTTRACK you high potential employees in all functional tracks (also mine) for leadership roles, is there a formal process-what special previleges in terms of exposure and opportunities do you subject them to?
Accepting an offer on the face of it without doing due research by weighing it in the light of the the scenario (grade or hierarchical ladder) prevalent in that organization might lead to post-purchase dissonance as they call it in the parlance of cognitive dissonance theory (behavioral theories)