Hello Friends,
We have launched www.mohanchoti.com. A Third Generation Recruitment Portal.
Mohanchoti is primarily is an effort to remove hiring mistakes by giving an insiders preview of a candidate to prospective employers. and hence remove bad hirings. In the process it is adding value to everyone involved in the process Employee, Employer and Referrer..
For more details visit about us section of www.mohanchoti.com
Please have a look and do comment.
Regards-
Amit Raj
Latest posts by Amit Raj (see all)
- Let’s face it, fake CVs are ruining IT !!! - February 19, 2007
nice article on this topics – http://www.businessweek.com/managing/content/may2008/ca20080527_367723.htm
Hi,
What is fake? Can anyone prove that a candidate is fake or real? I know people who actually didn’t work in a company but are better performers than people who really worked. Come on you morons, this is the hard reality of the IT industry worldwide. There are TL’s there are PM’s there are Architects and HRs themselves who have faked in their lives. Whom are you gonna catch?
Companies are sometimes very clever. They hire fake people make them work for 1 full year get the juice out of the guy/girl and then… when there is no project they start all sorts of nonsensical verifications and fire a guy for the reason “Not Able to Produce Documents”. What did the f****** HR do then? Was she/he having an orgy party for the whole year?
Companies themselves fake their own profile. This does not stop here. If it is an outsourcing company then they fake the profile of the candidate who they are going to outsource.
Recruiters are dumb or sometimes pretend to be dumb.. when they need people they take whoever they find. India was quick to join the IT bandwagon but the mentality didn’t change. When companies complaint about fakes they should also look at what positive measures they have taken. IT industry is dependent on the workforce and vice versa.
Just ask some of these questions to a company HR:
1. Is the company an equal opportunity employer in the true spirit or essence?
2.When the company asks for a bond what guarantee can it give that it will not close shop in the next specified period of time mentioned in the bond?
3.Does the company provide a healthy open door policy and respect the personal preferences of an individual.[Would it not discriminate a person after knowing that he/she might be Gay/Lesbian/Trans-gender/HIV+]
4.Would you like to give an opportunity to a candidate after 2 or 3 years of passing BTech/BE who has not worked in S/W development but some other field maybe a call center, business, marketing or banking/Insurance e.t.c but is sincerely willing to get into software development and more than happy to join as a fresher?
The Answer to all/most of these questions would be a “Big NO”, under most situations. Most of the companies would say – “this is not our responsibility”. This exposes their exploitative nature.
So, its time to think…time to act..before it becomes a gargantuan [which it probably is] problem. Its unfair to blame the candidates who fake their CVs. NASSCOM can suggest something on this after all they would need more people to work for associated companies. Nasscom says employability is an issue. Correct…!!! I have never seen anything being done by Nasscom to address this issue. Maybe it was not correctly publicized..!!! NSR [nation skills registry] is not a fool proof system neither it is very positive.
Scenario: Client Interview
Client: I need a guy with 3+ years of exp in Struts, XML and Hibernate.
The HR finds Ramu who has only 2 years of exp. Fakes CV with 3+ years. The CV is presented to client and an interview is scheduled.
Client calls…..
The PM, TL and Ramu sit in a cofrerence room with a speaker phone.
Client: Good morning this is JZ. Am I speaking to Raamu?
Ramu: Hai dis iz Ramu. Good morning…Sir!!
Client: I am from XYZ InC and I have your profile with me which is being considered for our ongoing project with UVW Bank…
So the conversation starts….the PM and TL are listing to the conversation on the speaker phone. After a formal introduction with Ramu and his current project etc when the client feels that a certain level of comfort has been attained he asks a question related to a design pattern used and its tread-offs….
Ramu is baffled …. the PM is intrigued… however the TL one smart guy, immedeately puts the phone on MUTE
and tells Ramu to ask the client to elaborate a little more on the scenario…
Ramu does as instructed by the TL….
While the client is explaining… the TL is dictating what Ramu has to say once the client finishes his speech.
Then Ramu releases the MUTE, answers whatever the TL(a 6+ years experienced guy told him), like a
parrot.
The Client is impressed…!!! He has the impression that Indians are really smart…
The feedback says the candidate has exceptional technical skills though not very good in communications.
Ramu is put into the project…he starts wroking…toils hard…stretching himself to the limit and
performs well in the project. The project is a success…The TL gets a “Pat on the Back” the PM is applauded for his
exceptional ability to deliver the project in the best possible manner on cost-schedule-quality parameters.
In the process Ramu aquires skills that he wouldn’t have managed to, had he not been made to fake his CV.
So it adds another dimension to faking CV’s, clients want experienced people…but it is not necessary that all required skills would be available in a candidate at a particular point in time. One has to learn and all these skills are attainable so why not give a chance to a person without the required experience but willing to learn
and deliver?
I dont Agree on the Fake CV. Before the nterview ., After the interview ..there are so many rounds etc to evaluate the person before they hire This is just a throuwing mud on a white colar person. no body says the CV job has become so difficult to find people for different people and search. So they want a data base which is consoldate so that they can just pull based on the skill set like NSR . This is complete Cheating..why the hell for the convenience of some HR people we have to share the data. Any ways Hr people dont have much of work. let them do some thing atleast. They are the people who they have to the evaluation first then selecting other people . also I am the HR first ..i will ask them to go for an evaluation on that other HR under the Phycologist and cyatstetc doctors then select him. because he is going to select the other people . ITs nothing to do with CVs , First they have to set their process before setting employees process…
every now and then ..we hear HR promised this that and all..and finally…it will be con and employee decides to leave the company..why all this if they see what is the concern of employee they can reduce the ateration rate etc ..they dont ve to go for the NSr etc for Help…
SATYAM HR people among this cateogry..they need Minhans evaluation before the evaluate others as they dont know what select….hummmmm..
“All IT Companies need profeesional in IT Skills there is shortage”,If the software companies digest the truth that the candidate is unemployed for a year since passed out of graduation ,If the companies can evaluate his current skill in IT and give him the job irrespective of his graduation.Why will the candidates be faking .HR Department should gear their interview process and extend the offer .
In this world of competition everyone wants to be successful in their respective fields and those who have a engineering degree want to enter
into software field because of money and money.so those who don’t got
job within 1 year they make a fake experience certificate and enter in software field whats wrong in it afterall one fake experienced fellow would be selected on account of his/her knowledge so let them enter aferall they are humanbeing and has a right to earn money for their livelihood.