Recently, Chicago Tribune had an article titled "Lack of qualified workers threatens India's success" by Tim Sullivan. It was indeed a shocking as well as informative article. Though the article mainly looks through the IT, BPO and ITES industry...it has an alarming signals.
It says that nearly two decades into India's phenomenal growth as an international center for technology, the industry has a problem: It's running out of workers.
It further observes that Indian schools churn out 400,000 new engineers, the core of the high-tech industry, every year -- but as few as 100,000 are actually ready to join the job world, experts say and this leads to the increased cost for IT companies which can directly affect the profits and close competitors like China can take advantage of this.
Though, on the positive side, Indian IT giants (TCS, Wipro, Infosys, IBM etc.) are pretty hopeful of normalization of shortage. Infosys has even gone beyond to setup its own Training Center.
Let's hope for the best. You may read the whole article Here.
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The success of getting good human resource(worker as this article says)depends on the recriuter. Recruitment is a very delicate situation which can make or break a company. Recruiting the right people for the right work is the most important, yet, the most challenging thing to do. Not every employee has the same set of skills and hence, they are sometimes, more suitable for a particular position than any other. While recruiting,one should follow at least these basic strategies:
a)Find out what the company wants – A recruiter should find out what
the company is exactly looking for. It is very important to understand what the companies are looking for, e.g., whether they are looking for a help desk support guy to fix computers or an IT guy to create websites or a sys admin to maintain servers. Basically, all these jobs can be mistakenly lumped under one giant category – IT, where as each
of those responsibilities are far different from the others.
b)Communicating – A recruiter needs to do his/her research by interactingwith the current employees at the same position to find out how the present employees are handling certain key situations. Present employees are valuable source of information especially when they know
how to do a particular job effectively, and what key skills are required to perform a particular task. Talking to the current employees will give the recruiter an idea what to look for in the future employees.
c)Job description – A recruiter needs to choose his/her words
appropriately to describe the job description of the position in the
most effective way. Many recruiters confuse certain positions and sometimes do not provide a proper description of what particular skills they are looking for. A good job description will limit the job
position to the right set of employees possessing the right skills.
d)Exceptions/Special Notes – Recruiters should also mention anything special that needs to be done regarding the particular job position,especially when the position demands the employee to travel a lot, or deal with a lot of customers, or whether to work independently. These,if not mentioned earlier, might affect the employee's performance
later, especially when he/she might not be ready for any special
circumstances like these.
e)Target – A recruiter has to know where to find the right candidates
for the position. Usually they can target college students by
organizing career fairs, or on-campus company presentations.
Recruiters can also post on job websites like monster.com, or any
particular forums which they might have a lot of possible candidates.
f)Selection – Selection is a murky process. It depends on who the
candidate is and what the position is. If the position involves a
future (such as promotion and such), it's generally advisable to run the selection process through higher management who can meet the
candidates through interview process and identify the strengths and weakness of each. There are different types of interviews depending on different circumstances and that's a whole different story.
Recruitment is a very important process for many companies, especially when companies invest a lot of time, energy and money in the whole recruitment process and trainings to find the "right" candidate for the right job. Finding the wrong candidate will not only be a waste of company's time and money, but will also impact the employee's future,
confidence and career.
Hope we get some solutions.....
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