Haldiram
Senior Member
- Joined
- Jan 2, 2018
- Messages
- 5,708
- Likes
- 28,648
Saying this as a friend of a friend of a friend who runs an HR consultancy. In house HRs lack the ability to make a qualitative judgment call. Most of them are lakeer ke fakir. They don't even care about the pedigree of your alma matter. If they are told to get a STEM graduate with X years of experience, they go about sending mass requests like a horny teen sends Facebook requests to random users. If someone from IIT gets a gap before employment, the HR community will not differentiate such person from any other person with a gap.Also, what do you think is the most desirable skill in today's world, both civilian life and the military? (Appreciate input from all but especially someone who works or has worked as HR)
All HRs are from the humanities stream and they are the first interface in any hiring process (unfortunately). No matter how much you shine in the technical round, you first need to get your foot in past these lakeer ke fakeer. Have 2 CVs, one for the dimwit HR with the bare minimum sticking points, another for the technical round, with your Github profile and everything. No point putting Github on your first application, the HR can't differentiate between Java and Javascript. Make the first CV "stupid proof". Keep the qualification, certification and experience in bold, that's the only thing the HR is competent to understand. Your extra curriculars like IEEE papers published, patents, competitive coding badges don't hold water on the HR's empty vessel.
Even after the technical lead clears you and agrees to your compensation demands, the HR will again play a googly while giving you the offer letter and give you a lowball offer which does not match the terms agreed during salary negotiations. It's their last ditch attempt to see if you blink on your demands. They pretend like they don't care about interviewees and many are in the queue, but in reality scouting, filtering, interviewing and hiring is a very monetarily expensive exercise for a firm. They spend big $ on their hiring and there's a risk of losing a good catch to a rival firm. If you put your foot down, you'll get what was agreed to you.
Also be careful about bond clauses. It's illegal to have super long bond periods like 5+ years. The company has to show that they spent X$ on the employee to justify holding on to an employee for that long to extract their investment in training. To circumvent this, they will keep some sort of "training costs" in your CTC every year so that they can indefinitely keep extending your bond period by 2 years from the date of said training (i.e every year).
Pro tip : The inhouse HRs have very limited reach. They have a quota to show their superiors that they sifted through X profiles to hunt for candidates, so scout off LinkedIn and social media just to meet their quota. Most good firms are shifting to using third party staffing firms to scout for talent. This is a more favorable entry door. The firm will tell you what positions are open, and they'll tell you which certifications to get to fit the bill and then plug your CV in those gaps. Most of these are technically qualified ex-employees of the firms that one is trying to get into. They'll circumvent the humanities wali inhouse HR and plant you straight into the technical round. Baaki tumhara talent aur Allah ki rehem.
Last edited: