Campus Placement or say CP is the most hyped word among MBA's. Its the best thing to achieve to make your life better. All the hardwork or say hardly work rewards you in the form of Placement that we get after Campus.
Their is a saying that companies select on the basis of your performance, Attitude, Ability to learn, etc etc. But according to my experience i think these all are mere saying with no weightage in it. Companies either shortlist in their mind whom to take and whom to not or they just see their future need and select on the basis of either Graduation Background or Experience in that feild.
I had been through many rounds of interviews with many companies and found that finally they selected only those students who have sector specific Graduation background and not on the basis of MBA. Few other companies selected based on Summer Internship Projects. I would like to know from those companies - Why the hell than you shortlist other candidates whom you are not going to select finally.
Well I have no grudges against any student, institution or Companies but my point is "Company shall not say we are global, give equal opportunity to all, blah blah". For eg: It has been found many a times that companies recruits only engineers for Operations, SCM and Logistics job. I would say If X person has not done engineering and have knowledge, ready to learn new things and interest in this sector, than why cant you give him a chance. Was it his fault that he dint pursued B.E/B.Tech due to past problems or the policy made by Firms.
Finally I think the system is robust with only talks for change but they cant & wont really like to change it.
3 comments:
Hey,
Fortunately Unfortunately I have been through the so called placement process.
What do companies want?
what shud i do so that the companies pick me?
what "exactly" is the company looking for?
Does the profile fit me ? if yes, why didnt the company think so?
These are some of the many questions..
Then, i cleared the test, i cleared the GDs, i got shortlisted, i gave all the answers. But rejected!
What went wrong ?, i dont know.
Is it my attitude ??
Is it my presentation ??
Did they not like the way i present myself ?
Did they think i am insecure ?
Now i know what the problem is ...
How do i overcome this ??
I show sincerity.
I show long term commitment.
I show interest. I show my communication.
I show i am stable. I show i am logical and strong.
I show i am a team player.
Yes.
Thats what they want.
They want assets. Human assets and not human liability.
I do agree to this - majority of interviewers have a tendency to judge the person based on their degrees, thier percentile, etc instead of the actual qualities of the person. I we cant blame them 100% coz if its so difficult to judge a person in given 15-30 mins, jus put your feets in their shoes and think. There are very few people who can indentify a person correctly in 1 conversation itself.
You know what...
"Sometimes it is not enough to do our best; we must do what is required."
to put things in different perspective:
- as a consumer u go for branded product, and are unsympathetic towards the unbranded.
Sameways, ur qualifications and ur percentile etc show ur brand attributes.
Employers when they leave you, do not claim u r no-good and u wont do well in life. They just do not want to take risk, and rather want to tow the proven path.
e.g. To contrast ur example of engg vs non-engg.
A employer in field of courier and logistics is hard convinced that a person damn good on managing 5kg and below stream (courier), doesn't do well when put in charge of heavy shipments of 50-200 kgs. And when we get into heavy tonnage logistics, the mindset needed is dramatically different.
Now to a layman it may seem a similar domain, and a layman may get emotional and allow the 'learning' possibility and take one guy for another.
But not business organizations.
After all, why shud I take a 5ft 6 inches tall (short) guy for basketball, when I do get abundant supply of 7 feeters. Not denying the chance of a short guy excelling on basketball (there is no impossible word), why still shud i take a chance!
and when attrition happens or role delivery is not there and the Top Mgt questions the HR, how does HR defend its fluffy decisions of taking people who 'seemed' to have talent.
To protect itself, HR walks the proven path. This is American culture; take a guy who has proven on similar domain, don't take chances with someone who hasn't proven.
An engineer in general is more mature (1 yr longer study), has stayed in hostel (self-mgt is better), and has shown cometitiveness by passing some test. So take a risk on him, not a non-engineer, esp. when the work demands technical orientation.
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