Skip to main content

Find the Villain: But wait, who's the judge?

 Sample this and find the villain!

You hired from campuses (from various engineering schools), remotely in most cases, used proctored tests and follow up interviews, etc. Out of 700 students, who passed tests, came on board, after, 6 months in the job/training, were given the same online proctored test and 540 failed miserably.
This analytics company was shell shocked!
In my home state Bihar, there is a saying: अप्पन हारल, और जोरू के मारल, कोई नहीं कहता है !  (Translation: Everyone conveniently hides one's own failures and beating by the wife.).
But like in the on-act play (एकांकी ) by Bhartendu Harishschandra : "Andher Nagri" , if the goat had died, king must find the culprit and justice must be done!

So, culprit was found (No RCA, No investigations, No investigating team, No fact finding committee, etc. ) Culprit was identified: The third-party test platform who provided the "Proctored" test platform for ~25 cents per test including "proctoring " services that they themselves bought from another service provider. No court, no jury, no attorney, verdict was pronounced by the Hangman! Test provider company failed. The whole campus hiring team who actually failed to even review the proctored videos and released offer and joining letters, were given clean chit! 

Test videos, when investigated by the third-party company, found that, test givers (Company) did not even review those videos, where candidates did all fake things, impersonation, group of folks taking test, use of all possible unfair means, etc.

Campus hiring team abstained from doing their BASIC task of reviewing test videos of candidates. Caeser's wives are everywhere.

इसे कहते हैं; अंधेर नगरी चौपट राजा, टके सेर भाजी, टके सेर खाजा ! 
This also reminds of the typical Corporate's Ant Story!/
Disclaimer: No holy Cow, aka Campus hiring Leadership team was harmed in this process.
This story above is an act of fiction. Characters are fictional too and have no semblance with anyone living or dead!

Comments

Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no...

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through...

Why Organizations are so BAD at Talent Management? A curious case below..

Founded in 2019 in South San Francisco,   ProcDNA has grown 2x in 24 months....from 100 to 200 as of Feb 25th as you see the snapshot below. I was looking at their India staff data looking actively for jobs as evident on Naukri.com, a leading job portal in India. For past 30 days, 39 staff in India looking out actively. If you check for past 2 months, this number inflates to 49. Median tenure of staff here is 8 months.  What interests me are the following: 27 jobs posted on LinkedIn and 9 out of them are just repetitions. Same job posted many times (5x at times).  There is only 1 Director level job is up there as far as senior open roles are concerned. Many jobs have titles like Senior/Associate/Assistant Engagement Lead, etc.  Below are 4 senior staff in key roles who are active on Naukri.com , looking for next job.  What's wrong here? Nothing....they are just looking out...:) ....But that's a self fulfilling thought, right, especially when you are the co...