Posted by: alok | August 3, 2006

Weird Recruitment Processes….

One Saturday evening call it co-incidence or whatever, some of my cousins gathered at one place by chance. One of them is working as a marketing manager in a firm which sells office furnitures. She suddenly asked us if we had insurance… we all were shocked for a moment, coz her work is no where related to insurance products. Then she explained the funda which awed us even more. She had recently attanded the interview in a leading MNC insurance company and as part of the evaluation process, to judge how good marketeer she is, – she was asked to get a list of 30 prospective clients, who would take insurance products.

At first sight it might appear that the firm is very choosy about its employees, and wants to be doubly sure about the candidate’s marketing expertise. But on second thought, we all were wondering what the heck is this – this company might interview 100 applicants, and through this process create a database of 3000 potential customers, and that too without spending a penny…!!!!!! After this thought she decided not to give the list or join the firm. But the thought still lingers, is it a right way to judge a candidate.

Another instance – there is a software company (Tech******) in Bangalore, which has a very stringent recruitment process. When you apply, they give you a business problem, and you have to respond within a week, with a technical solution. If they like your solution, you are invited to work in their premises for a week, wherein they judge your actual hands-on expertise. You have face-to-face itnerviews only after these 2 rounds. Though this company is probably doing its best to recruit the right-talented people, can’t it be (mis)used to develop a complete solution, without paying anything to anyone.

One more incidence of a Gurgaon based start-up — Its sales guys bragged a lot about the company, number of resources, facilities etc. to a prospective US client. The client insisted on visiting the company’s premises to get a true picture. In reality the company didn’t had anything to showcase.

And do you know what the start-up did – a remarkably innovative thing — leased the premises of a call-center which worked during evening, and put an ad in a local newspaper for walk-ins. All the 100-odd ‘candidates’ were asked to give an online-computer test in the call-center’s premises. The day of the ‘interview’ was same as that of the client’s visit. The client was taken round the ‘office premises’ and was definitely impressed to see a state-of-the art facilities and so many employees in a startup…!!!!! Needless to say, not a single ‘candidate’ was recruited on-board.

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Responses

  1. Iam planning to apply to ISB after 10 yrs work ex.; planning a career shift; What is the probability that it will work out for me; Read ur ISB placement Blog
    do reply

  2. Shailesh,

    I appreciate your interest in MBA program at ISB. It’s not practical to give a right suggestion or to categorically claim the probability of a career shift, without knowing anything about your background and the field that you want to shift to.

    It would be great if you send me an email at alok.sri@gmail.com with a brief about yourself and your career aspirations, and then may be I can be of some help. Also I recommend contacting other ISB alumni to get a better and wider picture.

  3. If the last incident you mention of the Gurgaon company is really true then that is pretty unethical imho! And incredibly hard to pull off too!

  4. Gaurav,
    Its unfortunate, but true…!

    Like it on the face of it or not… we all resort to a bit of ‘unfair practices’ (the way we portray our capabilities to a prospective customer – usually the sales pitch or even resumes has lot of hype), and i am pretty sure even the customer knows this and discounts what we claim. But going to this extreme is quite unusual….!!

  5. Hello! I’m new here. Just wanted to say hi


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