“If you can’t explain it simply, you don’t understand it well enough” ~ Albert Einstein
“If you can’t explain in 140 characters, you don’t understand it well enough” ~ Kunjal Kamdar
It was time for the 3rd edition of TechHR and time to meet, learn and connect with the Who’s Who of the HR community. PeopleMatters as always managed to bring in amazing speakers, topics and provide a common learning platform for HR folks. Considering we all have a short attention span (Reading too); following are the tweets aka 140 Characters.
Here you go:
Hope this collection of tweets might help you gain some interesting insights from the world of TechHR. In case you are on Twitter, you can also connect with the speakers in 140 characters right here : goo.gl/uYtxnJ
Looking forward to your views, comments and thoughts around TechHR16.
Well this question might not seem right, as everyone has the right to apply for a job, and every employer must not ideally ignore candidates with 60/90 days notice period. But does this actually happen in the real world!! Let’s try to find out the concept of hiring or not hiring resources with a higher notice period. For those recruiters who are hiring in Western countries might not have to worry about this scenario, as the Notice Periods are very rarely more than 30-45days. They believe in the concept of having shorter duration of Notice Period for employees. But for those recruiters hiring in India, they have to face the issue of 60 / 90 days policy.
So what is wrong in hiring professionals with 60 / 90 days notice period? Well, to be honest there is nothing wrong in hiring them. So what is the real issue? Who decides to avoid candidates with higher notice periods? The answer is not that simple, so let’s dig out some of those reasons. Let’s take a real life situation, a recruiter needs to hire Vanilla Skills (Java / Mainframe, Manual Testing professionals), So given an option, will the recruiter go for candidates whose Notice Period is 60/90 days? I guess most of you might say NO. Do you have a reason for that? Recruiters might end up saying that the Delivery / Management team need resources as early as possible. Hence we end up looking for candidates who can join in 30-45 days max. There are some exceptions where they need resources ASAP. But at the end of the day, this is business, company wants to bill the resources ASAP and earn profits.
So does this mean the candidates with higher notice period might lose on opportunities? Hmmm… Well the answers is YES and NO. Again it depends on what skills you are working on. To take an example, niche skills such as FlexCube, Vision Plus (Some might say that it’s no more a Niche Skill), TransactSM, Business Analysts, CRM etc are available in companies with 60 / 90 days notice. So in such cases recruiters can’t ignore these candidates. So do you think this is fair? Candidates might not agree with this distinction, and might call it unfair practice. But…. this is the reality. Many a times have heard candidate saying, “I want to look for a new opportunity, but can’t join early as NP is 60/90 days”. Again to make things worse, companies are not ready to release their resources even with a buy out option. Strange, but true.
So what you think about this situation? Are recruiters right / wrong in avoiding candidates with higher notice period? Looking forward to your opinion and views on this topic.