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Senior
Pros Do Not Put CVs
With the
entry of ISP's in India, the Internet reach has increased tremendously
especially outside the software industry. All major cities in India
are covered by these ISP's. In some South Indian cities, cable TV
networks are trying to provide Internet connection through cable
route. If these experiments succeed in both infrastructure and cost
terms, we will have an explosion in the number of people with Internet
access.
But Why
are there are NO good resumes on Indian resume posting job sites?
There may be
several reasons, but I feel -
•
Achievers and senior professionals in Indian industry are yet to
get accustomed with the idea of posting their resume on the Internet.
They feel a need to be 'headhunted' or would like to approach through
a recruitment consultant, which increases their negotiating power
with the prospective employer.
•
Only junior level professionals have started to post their CVs on
Indian Web sites. But, the International job sites do get a substantial
chunk of their resumes from India; especially the technical recruiting
sites like http://www.dice.com
or http://www.hitechcareers.com.
The simple reason is that International sites provide International
openings.
•
Indian employment scenario has not reached that Maturity level where
a person hosting his resume on a job site is NOT looked down upon
as a "traitor". Thus, a resume on any Indian can spell
doom for the individual who owns that resume.
•
Even if the candidate's name & his current/ past employers are
not listed in the online resume, the recruiter can easily find out
the organization he is currently working with, by looking at the
experience and the type of projects, which have been undertaken.
•
On the other hand, CVs which do NOT have the previous companies
mentioned in them would not be viewed seriously by an Indian recruiter
as the previous employer is one of the main criterion for short
listing a candidate.
•
Till the private ISP's were allowed to operate in India, the Internet
was a bastion of software professionals in India. The Non-IT professionals
have yet to realise the potential of Internet for Job search.
•
In the USA, an employee leaving an organization for "better
prospects" is a routine event. Nobody tries to crucify the
person leaving or try to hamper his career. This truth is as indispensable
common as the "pink slip". Not so in India, unfortunately.
The problem
is actually caused by the nature of the medium, being new in India;
the web is not used optimally. Instead of this blind broadcast with
double barrel method of posting resumes on web sites where anybody
and everybody can read, it is found better to send the resumes to
specific employers. This may not matter to fresher and relative
beginners in their careers but after some experience is gained,
focused emailing of resumes is better.
The counterpart
from the recruiting side is to advertise opportunities and positions
available on the Internet, of course.
Recruitment
advertising on the Internet fills the gap left by the above problems.
As the cost of print advertising skyrockets day by day, using Internet
as an recruitment advertisement can be a very good option for the
following reasons:
•
Focused reach - Web sites/ e-zines with focused target audience
or communities are good news for a recruiter. Horizontal Portals
(search engines) are not of much use, same as with online newspapers
where most of the viewers are NRIs.
• Wide reach - you
can get a nation wide reach with a single insertion on a good-targeted
e-zine. For this you might have to spend tons of rupees in the print
media.
• Quality - You
are left with more quality than quantity responses as the advertisement
is targeted at a community. This saves time for you in browsing
the resume & short-listing the candidate.
• Instant response
- The Internet being an interactive medium, can crunch the time
between stimulus (seeing the Ad) and response (sending the resume)
• Serious responses
- As we have argued earlier, you need to use advertising to attract
Indian middle & senior management.
©
Anant Wadkar. Welcome to use the article with credits.
Design/edit by Ram
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