Skip to main content

Hey Johari window, please tell HR about their Doglapan Spot! -Why do Job Ads suffer from colonial era hallucinations?

Why do Job Ads suffer from colonial era hallucinations?
It is easy to notice, and you may have seen this bias or ignorance prevalent across most MNCs, who also have subsidiary set up/entity in India! 
Here is one case in perspective, though this menace is ubiquitous. 

Schneider Electric, a French MNC, has a business presence in 100+ countries. With 135K+ people globally, across diverse businesses, it clocks in at €35 billion in the top line. They have been in India since 1963 (yes, that old). Not just that, they have penetrated up to 500 cities and towns in India. We have 30+ manufacturing plants and employ 37K people.
What's the point?
I looked at their job postings for HRBP on LI, and they are actively hiring for this mid-senior role in some US locations, the Netherlands, France, China, and India too.
What's the point?
All JDs are similar but very different in the way they portray the role and the company! Confused?
Let me explain:
US and EU jobs, even China Job follows EEO Equal Opportunity Employer) norms as legal guidelines for employment in their countries as legislated by the state! But same is not true for Job Ad for India.
What's EEO?
EEO is the grandma of DEIB! Let me clarify: DEIB is rooted in the EEO but just that, it got baptized by Woke in the Obama era!
US job ads present this role as real as it should be for an "outsider" candidate. No internal jargons and such bells and festoons. Indian JD is full of internal terminologies, viz, Tejas, Ojas, Champions club etc. SWILP, TSL, etc
ETZ, ZTS, etc...I hear your frustrations!
US and EU and China Job post carry lots of respect for the role, while in India job post, it looks like , a tailor master, sizing the candidate up against the strictly "made to measure" BS! 36-24-36 wala inchi tape measure...Or, na 19 se kam ho na 21 se jyada, song by Kumar Sanu kind of North Korean restrictions!
Irony is that HR was created to unshackle and unleash talent, push boundries, remove biases and artificial barriers but Job details and so the whole hiring process succumbs to this Doglapan!


Pic credit: Leading Sapiens
US, EU and China Job posts provide company information, financial and growth data, other key updates on recent acquisitions, merger, etc. BUT India Job post denies it! Slavery is a mental state. Unfortunately, these 100% captive and Indian subsidiaries too behave like a colony!
Grow Up!

Note: Schneider Electric is just a sample case. Things are same for most older GCCs in India...Hammam me sabhi nange hain.

HR Manager | Schneider Electric | LinkedIn

General Manager- Talent Management | Schneider Electric | LinkedIn

Human Resources Business Partner | Schneider Electric | LinkedIn

Senior Human Resources Manager | Schneider Electric | LinkedIn

HR Business Partner | Schneider Electric | LinkedIn

HR Business Partner | Schneider Electric | LinkedIn

HRBP Manager | Schneider Electric | LinkedIn

HR Manager | Schneider Electric | LinkedIn

Comments

Post a Comment

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...
2 comments
Read more

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...
Post a Comment
Read more

Tech Recruiting in the AI Era: How LLMs Are Transforming Sourcing and Screening

Recruiting for technology roles has always been a high-stakes game. If sourcing and screening go well, recruiting wins; if not, it’s a black hole. These two functions are the backbone of hiring—everything else is communication. But in the age of Generative AI and Large Language Models (LLMs) , the rules have changed. The Old Way: Conventional Tech Recruiting For decades, recruiters relied on: Boolean searches on job boards and LinkedIn. ATS keyword matching for skills and experience. Hygiene checks like education, years of experience , and past employers. While these methods worked, they were rigid and often failed to capture the nuances of evolving tech roles. Recruiters were constantly playing catch-up with new stacks, frameworks, and delivery models. The Modern Way: AI-Powered Recruiting Enter LLMs and AI-driven platforms —game-changers for sourcing and screening. These tools don’t just match keywords; they understand context , generate structured outputs , and scale personalizati...
Post a Comment
Read more