Plz suggest me the right way for my carrier Respected Sir/Madam, I,m Rahul Singh from Kanpur i,m doing my graduation from Art Group(correspondence) i have 59% in 10th class & 47.4% in 12th Class.I have 4 year gap between my intermediate & graduation but i,m working as Network Engineer In a Engineering Collage from last 5 year I know that i,m not eligible for TOP MNC but plz suggest me that how company give opportunity or i,m change my field Deepak Singh
By
deepak singh, Network Admin/System Admin, Rama Group
| 10 20 2012 10:46:56 +0000
Moreover,, companies look for experience before they hire a candidate and don't prefer freshers to go for the opportunity. Tellme if they won't give the chance to freshers then from where the hell will freshers get experience????? Not all of them get placed through their respective campuses.....
By
Nupur Singhal, B.Tech/B.E. student, Amity University
| 09 22 2012 09:20:52 +0000
I don't see any other reason other than strict policies of HR department. There are many other rules and relaxations for employees in the companies abroad. When companies do not provide the same to the employees in India, then why should they not consider cases where a student might take gap from his studies due to various reasons. In India there is a huge monetary problems, which many students has to face, they should consider such cases. I think they should set up a team to see through the matter and then decide whether to consider or not.
By
Somraj Gupta, M.Sc student, University of Kalyani
| 08 10 2012 02:30:21 +0000
i think companies should not focus on the gap rather they test d knowledge f candidates..
By
Shatrujeet singh, B.Tech/B.E. student, priyadarshini college of computer sciences
| 05 29 2012 07:58:28 +0000
I agree...
By
Janaki Senthil, home maker, Unemployed
| 05 28 2012 08:34:10 +0000
Only coz of companies adhering to rules and rejecting employees they get stuck up with consultants who produce fake experience certificates.A women who tries to rejoin after a some 2yrs time gap is quite normal coz they also take care of the family.Why this stupid hr policies never respect one's knowledge and just go with papers..??
By
Janaki Senthil, home maker, Unemployed
| 05 28 2012 08:28:15 +0000
Consistency of a candidate is a very important factor and therefore before hiring it is very important to properly go through the consistency and stability part of a candidate.
By
Suresh Prasad Gupta, Freelancer, Pharmaceuticals
| 05 22 2012 10:37:27 +0000
Due to strict HR policies while as per my personal belief Its very unfair practise we are applying while we cnt say if someone is nt working he or she lost all his/her good qualities we need to give focus & attention towrds the details bcoz technology is incresing day by day & training is also playing very imp role so we need to stop such kind of policies & start giving focus to the person who are adaptable to change & having wonderful grasping quality................................
By
Tejaswi Dubey, CEO, Aastha HR Solution/www.aasthahrsolutiuon.com
| 05 12 2012 06:05:04 +0000
Yes companies can consider candidates with careeer gap,If candidate providing a proper reasong for the gap.
By
Ramesh K, Asst. Consultant CRD, Ma Foi Randstad
| 05 10 2012 09:57:04 +0000
If employee takes a break to become entrepreneur, returns after his/her venture fails... He should be welcome back as his learnings in the venture can be an asset for the organisation.
By
Jay Prasad, Freelancer, Telecom/ISP
| 05 07 2012 17:46:48 +0000
long carriear gap means not a forget or lack of intersat takenm by employee aftewr join it is just a miracles of higher authority due to it has been seemed thaT AFTER taking some carrear gap employee may be most fruitful res\ults due to their productivity may be boom or increase compare wsith earliear due to hios efficientiy would b e more enriched and concentration power may be intense
By
kamal2247 , Legal Advisor, heigh court
| 04 30 2012 14:05:45 +0000
Most of the software Hr policies are to have a people having updated idea day to day,development of software is in high demand,but basic engineering like mech,civil and EEE are adoptable by all Hrd department
By
VIMALAN , DIRECTOR, VIRGIN ENGINEERS
| 04 29 2012 03:11:14 +0000
eil is a killer
By
Ajay Blacksmit, administration, india
| 04 27 2012 05:25:25 +0000
Certain companies live in preconceived notion that career gap corrodes skills....they dont want to go extra mile, change their traditional recruitment processes.....at the end of the day, only skills and performance matters....
By
Rajiv Azad (Thinks out of Box), Manager, Communications, Branding and Content Development , Leading Hyderabad based organization
| 04 27 2012 04:23:15 +0000
indian inc are wary of experimantalists so they prefer experienalists
By
Ajay Blacksmit, administration, india
| 04 09 2012 08:30:10 +0000
A good H.R must see a candidate's capacity. If the candidate's profile looks good and suitable for Job, the person must justify with a valid reason for the gap.
By
Shree Venkatesh, Business Executive, Axis Mutual Fund
| 04 03 2012 19:32:56 +0000
According to me Process manager must & should be given more importance while selecting a candidate than HR Manager.For example for sap consulting jobs they will consider the candidate subject in required module in this case process manager must be considered more importance than HR particularly for this kind of jobs because candidates are expert.s process manager will take 30 minutes of interview and shortlist the candidate and HR people will reject them in 10 min with useless requirements.
By
Suresh Vrindaa, sap fico consultant
| 04 03 2012 06:29:12 +0000
companies avoid kamikaze employees they recruit coconut dundees
By
Ajay Blacksmit, administration, india
| 04 02 2012 05:59:50 +0000
Its the ludicrous recruitment policy some companies have, it defies logic....but then who will bell the cat. Skills, hands on experience and proven track record should be the criteria but gap.
By
Rajiv Azad (Thinks out of Box), Manager, Communications, Branding and Content Development , Leading Hyderabad based organization
| 03 31 2012 10:06:46 +0000
May be organizations prefer to hire candidates without any skill who are ready to jump companies but have no breaks in between rather than skilled candidates who are on sabbatical and looking forward for a long term career rather than just a job..
By
Anu , On Sabbatical
| 03 14 2012 07:38:55 +0000
If any x person do have a career gap (say 4 yrs), due to any xyz reason so the company will prefer candidates without gap bcoz of the cost, time & risk invested in taking a employee which can provide a solid base for damaging the company's inmage or biz by what so ever reason but, the co. still prefers to stay safe by ensuring it's not their cup of tea or i can say they strict to their so called hr policies which are of no use as their old assets. The company big policies are not made in a mature manner so that it should provide some exceptions like our India's Income Tax Act provisions. The hr policies are just for documentation & the documents are not capable to disseminate the volumes or revenue to strong co's bottom line.
By
Rajesh Talreja, Retail Store Manager, THE IT STORE
| 07 22 2010 13:45:15 +0000
Yea you are right in your saying....yet where to start and who will start....have you ever questioned your HR about their policies and succeeded in getting their attention......one more disturbing trend is the so-called back-door recruitment.....and that is why many HR donot show interest in genuine profiles....i have many examples and situations on this back-door concept.......even in worlds best companies....
By
krishna chaitanya devathi, QA Lead, Tata Consultancy Services (TCS)
| 07 17 2010 14:12:29 +0000
The gap in career leads to so many doubts. As such it is always advisable to shift job without gap in career.
By
malladi madhukumar, Senior Manager- Marketing, Cement company
| 07 17 2010 13:25:58 +0000
they want always without reason even you can hide that
By
Vivekanand , Research Consultant, Management Development Institute
| 07 11 2010 10:22:03 +0000
Due to strict policies of HR & daily new information grown up in industries ,long gap fall back to this employee & IT industry is the booming industry no time to cover or recover just updates are must.
By
avinash bidwe, Medical Rep., medical company(synergy)
| 07 09 2010 18:56:22 +0000
The general conception is that one goes on sabbatical, he is not update with the industry and hence not considered . This is a misconception since one does not remain prejudiced when he is long leave and learn to look at things without prejudiced ideas .
By
S. Jayaraman, Freelancer, FMCG/Foods/Beverage
| 07 09 2010 18:33:06 +0000
Even i am facing the same trouble.Havin knowledge of different technologies does'nt help either.Right now TCS lucknow has openings on .NET technologies but they are not willing even to conduct an interview.
By
Abhishek Gupta, Software Engineer, Hewitt Associates
| 07 09 2010 12:01:45 +0000
Even i am facing this trouble.I have a gap of around 8 months.Now no one is willing to offer me a job.Having knowledge of lots of technologies does'nt help either.Even TCS lucknow has openings in .NET technology but they rae not willing to accept me.
By
Abhishek Gupta, Software Engineer, Hewitt Associates
| 07 09 2010 11:58:14 +0000
yes, when the policies are develop by the management, it only to implement. management should have little stress of the reality of such.....
By
Balaram basak, Asst. Director/Director, MPEDA
| 07 09 2010 11:47:03 +0000
ya I agree Punam being a gap in career it doesn't mean that a person is unfit for a job so I strongly believe that a candidate should be judged on his/her skills n knowledge not on the basis of career gap.
By
Anjana Singh, HR Executive, Sapieo Software India Pvt Ltd
| 07 09 2010 11:35:38 +0000
Thanks for referral, Punam. & I support your views. It's really not in hand of HR Manager , as policies are developed by the management & you are just implementing/following it.But management should consider or think of genuine reason.( case of accident/ critical illness/depression due to bad treatment by immediate boss or colleagues)
By
SHRIKANT MANOHAR DANKE, Project Manager, Phadnis Infrastructur Ltd
| 07 09 2010 06:21:49 +0000
As long as there is a need and justification for the gap, it should not matter
By
Satya Pal, Business Unit Head, MPS Technologies
| 07 09 2010 04:00:11 +0000
HR policies.......... As per my knowledge only in recent decade, these are actually in practice, for which lot's of changes is required, Today's youngsters (HR) have the capacity to do the same, but it's still hurting that this is not being done..Companies won't prefer such candidates, by keeping a thought that it might be a loss, But if a HR really feels that the concerned candidate has the ability to fulfill the profile req. than, why won't they come ahead & put a green seal...Wherein they have the authority to do so..in many companies
By
Ravindra Kamate, Service Engineer
| 07 08 2010 18:46:06 +0000
Having seen both sides of the divide - the corporate world and academia - I have observed a disturbing trend in the role of HR. In all but a few exceptional organizations, the HR function is seen primarily as a protector of management's interests, not of employees' interests. The policy of viewing any gap in one's career with skepticism if not suspicion has its roots in an era of Personnel Management and Industrial Relations - more a necessary evil than a strategic resource. Times have changed but the outlook and attitude have not. Can someone explain the logic if any in not allowing casual leave to be carried forward? Or on placing a cap on earned leave? Should employees avail of leave benefits even when they don't need it? You will observe a pattern in this. All the measures are designed to protect management at the expense of employees. There are certain fields in which one needs to be very current in domain expertise. Since the debate assumes such expertise, there is no reason to deny a deserving candidate merely because of a gap in one's career. There could be genuine reasons for the gap - illness, having to bring up a child, or a conscious decision to take a break. The prudent course of action would be to look at each case on merits and not have a retrograde generic policy. It is time for HR as a profession to assert itself and frame policies that strike a judicious balance between the demands of management and the aspirations of employees.
By
B V Krishnamurthy, Chief Academic Advisor and Distinguished Professor, RIMS
| 07 08 2010 14:03:53 +0000
Even we don't want to do, but the Hr policies which has been developed earlier is acting as a barrier. Companies should change this and start preferring candidates with gap.
By
Punam Dutta, HR Executive , Eduquity Career Technologies Pvt Ltd
| 07 08 2010 10:46:16 +0000
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Generally,companies hire people after giving due weightage to their expertise in d required field, proactiveness, confidence, out-of box thinking, aggression and whether d candidate's recruitment would meet out d objective. D right candidates after due analysis based on their performance would b given additional expertise in d form of training and HR would plan for their further career growth. If a person has a gap in his service, Co., thinks not only he may b difficult to adopt to d present changing business atmosphere as market evolves on a daily basis in every field, but also he may not hv d aggression or go-getting attitude as he had gone to a gap in d service resulting in a mind stop-gap and cannot do justice like d one who is in continous service who updates & enriches expertise on d job & has a clear winning hand than d person with a gap in service.
By
Chandrasekar Subramanian, Marketing Manager, Italcementi Group
| 05 30 2012 14:49:52 +0000
Companies not only think that employee forgets everything after a gap, they think that employee's may not be a good performer that is the reason previous employer might terminate him/her. 2nd reason is the candidates may not be a team player (internal Conflict) etc...
By
Mrs. GLADISH ARUL MALAR JABU, HR Recruitment, Step Ahead
| 05 30 2012 04:17:59 +0000
One should go with a wrong impression that a candidate having a career gap is useless. Rather we should be willing to know why actually he had to have it. On satisfactory answers from the candidate he / she can be given a chance to serve and may he/she prove to be the the right one for the company. If politics allows a career gap then why should we not take it positively...?
By
Bhavin Naik, Asst. Manager-Logistics, Sahajanand Medical Technologies Pvt, Ltd
| 05 05 2012 07:54:09 +0000
I agree to the point that candidates who do not bother to update themselves and have a long career gap of more than an year are not fit for the job being offered even though they are academically eligible. Moreover, they begin to lose touch with the real life job setting and experience such that the potential employer begin to lose confidence in the prospective employee. I did/do have colleagues who after a long career gap faced difficulty in coping with the work pressures simply becuase they were not equipped to do so in terms of skills or otherwise. The long career gap did have some effect on them. This is the fact, And Krishan by the way, there is a lot of difference between a 2+ year of career gap and 3 month gap of rest that you were talking about in other countries. Therefore, I completely second this opinion that employee after a long career gap with no upgradation of knowledge are not fit to get recruited. If they do, they are at the peril of the employer.
By
Saibal Ray, SQA, confidential
| 04 07 2012 17:42:53 +0000
May be due to the obvious flexibility and a range of career skills
By
sheriff r mohideen, planning manager- engineering dept, FMG limited
| 04 05 2012 12:46:54 +0000
HR guys who frame the rules feel that if a guy who is between work, then it should be because something is afoul. They do not have sense to relate any issue with respect to family or personal reasons for the hiatus. Perhaps it is easier to hire a person with continuous employment than face the risk of somebody who quit sometime back and considers rejoining work, they see it as a mark of failure or weakness. Nothing more.
By
AMISH , Writer - Administrator
| 03 31 2012 11:26:16 +0000
This is just because still some of the companies think that if there is some gap that means the candidate had some issue with last organization or has some personal issue due to which he or she is not able to continue. But I think things are changing now companies do hire candidate with gap for senior position.
By
Prabha Rajput, Branch Manager/Regional Manager, Bharatmatrimony
| 03 31 2012 08:23:26 +0000
There is no essential rationale to this, but in India Career gaps are associated with some or the other stigma. Increasingly however, our company included, we are becoming more amenable to folks joining us despite their career gaps.
By
Shuchi Nijhawan, Head, Global Human Resources, Eka Software Solutions
| 03 30 2012 10:28:09 +0000
Indian IT companies have ridiculous HR policy on career gaps. As long as the candidate is true in the information that he provides in the CV and is fit enough for the role then there should not be any problem.
By
Ravi Ramanujam, Senior Consultant, Verinon Technology Solutions UK
| 03 30 2012 05:54:27 +0000
My personal experience, just due to a very short term sabbatical i have, i was interrogated by HRs (of reputed organizations i do not wish to name) as if i have committed a crime. Not to mention somebody whom i know is less than half capable of me got selected !! This is what the organizations follow now a days and crib about not finding the right type of candidates !! Hats off ..
By
Anu , On Sabbatical
| 03 14 2012 07:42:53 +0000
WHY do you want companies to change.....everything is with the HR ( you are the starting point for outsiders ).....why dont HR think they should change and keep the policies clean.....This is the fundamental perception of HR...they always point towards something when something does not work........Y cant HR take the responsibility when it is with them
By
krishna chaitanya devathi, QA Lead, Tata Consultancy Services (TCS)
| 07 17 2010 14:16:00 +0000
can you write two examples of recruitment in IT field where you have seen such things happen really.....i will learn about those companies. About JUSTIFICATION -- in my case, i quit a company bcos my father met with an accident and he was in hospital, he was in ICU for 3 months.....our whole family were shaked and taken aback from all our responsibilities....we prayed and everything went fine after 8 operations. My brother was at US and so i am required to be at home. After an year, things looks better and then i wanted to come back to IT.....RECESSION impacted....even worsening the gap....so add 2 more years to that....finally now i have 3 years of career gap..... how can i justify......honestly speaking, i tried hard to get an MBA admission, but could not succeed in getting admission....so in JAN-10 i decided to update my knowledge in IT and so did some certifications and am active on many forums abd blogs related to my technology and domain......NOW hearing all this, please advice me how i can convince / Justify HR .....I have been kept aside for many job postings bcos of career gap
By
krishna chaitanya devathi, QA Lead, Tata Consultancy Services (TCS)
| 07 17 2010 14:06:11 +0000
I support your view, but where to start, with the employers or with the education system....i say both need to upgrade
By
krishna chaitanya devathi, QA Lead, Tata Consultancy Services (TCS)
| 07 17 2010 13:57:47 +0000
dont add vague points...but yes....your point is right.......companies/employers are on the track of increasing employee count without having the knowledge of whom they are recruiting....and subsequently suffering a lot .....but the question is " How much responsible are the HR and recruiement teams when something goes wrong and found that the employee is showing poor performance"
By
krishna chaitanya devathi, QA Lead, Tata Consultancy Services (TCS)
| 07 17 2010 13:55:04 +0000
Then why are many women accepted to re-join at work after a long leave an year( be it parental leave or maternity leave ).....are they updating knowledge ....definitely no....HR perception is totally different.....
By
krishna chaitanya devathi, QA Lead, Tata Consultancy Services (TCS)
| 07 17 2010 13:52:00 +0000
They are loosing the working atmospare and gradually working knwodge will reduce
By
N M Goudar, Project Finance Manager, Bhagyodaya Motors Pvt Ltd
| 07 17 2010 12:12:56 +0000
Not exactly, But a co. gets insecure. A currently employed candidate means that all discussions will be on today's context, regarding remuneration, designation etc., from a very recent point of reference & comparison. Also, it is easy to reference check someone right now employed. Both these present difficulties in case of someone with a gap. Also, if the gap is for a reason other than academics, relevant to co. in question, they are bound to think that the individual places personal duties at a higher preference. An employer does not like that !!! All the same, people do acquire jobs even after a gap, they are, after all, deserving :)
By
Shreela Sen, Administrative Officer, Oriental Insurance Company Limited
| 07 10 2010 16:01:31 +0000
../
By
abcdefgh , Project Architect, mmmmm
| 07 09 2010 06:32:34 +0000
this is not good practice.. consideration should be given to candidate's knowledge and talents, and not to the gap in studies or work..
By
PV Divya Nair, research scholar, IIT Bombay
| 07 08 2010 12:41:16 +0000
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