SOFTWARE INDUSTRY: MANAGING RECRUITMENTS 21ST CENTURY WAY

Two minutes flat. This was the time my niece took from switching on the PC to starting an online game "Barbie".Thats one of the many eye-openers I encountered. On the last trip back home, the velocity of technological undercurrents changing societal habits was deafening.

At his age, I was struggling with fundamentals of C and Java. Sachin at 20 years has started contributing to topcoder.com. And this is what brings me to central theme - "Software Industry: Managing Recruitments 21st century way."

So are we integrated enough to leverage latest technology when it comes to hiring. On the surface of it, the answer seems obviously affirmative. Forums like Monster and Naukri are used for screening. We have telephonic interviews and Video-con setup is also in place. Recently I heard of the term called Video resumes.
But lets for a moment step back, and look at it Objectively.
Does current process help us to clearly evaluate the suitability for job?
Candidate's comfort level with technology and tools?
More importantly, does it enable us to know how easily he is going to adapt into the company culture?

Situation is still worse in Campus interviews. It all boils down to Luck-By-Chance. Whats the guarantee that the best people are recruited to where they belong. Absurd factors such as the order of arrival, cliche driven impressions(often false), and these days mostly unreliable academic records(considering the subjective nature of papers and evaluation).

From the corporate standpoint, there is cost involved in integrating and training the individual. Coping with the arrival of wrong people; or worse, right people at wrong place. Of course, management focus is on getting the work done - as it ought to be. But then, can we ignore the foundations of technology - Priceless people with Objective outlook, Reality orientation and Free thought.

Coming back to current scenario. Clearly its an employer's market. IT boom and subsequent slowdown has led to supply overrun. But then, overabundance brings its own challenges.
Shrinking markets mean that the employees, for justifying their value, should be able to do variety of tasks. Criteria for selection complicates further therefore. So essentially, though we have the larger pool to choose from, the skill set needed is also greater than ever. Therefore, any random recruitment becomes even more risky.
Whats the solution?

Definitely, I am not qualified enough to give immediate answers. And I leave the study on handling crisis to more mature years. But here I analyze feasibility and prospects of integrating hiring strategy with the contribution to open source.

Clearly its flavor of the day. And the businesses are thriving on it. But as an individual I ask, why should I spend my creative energies in doing the work that has no instant returns.(I am sure you would have heard of few people making fortunes by contributing to the particular product. But as on today, primary reason for contributing is mainly to learn and corresponding creative satisfaction). Even if I have passion and find time, where is the mindspace to deal with similar problems outside office. Cost involved is simply too high, and value returns fickling.

Now here is the possibility of integrating haves and have-nots.

They enter with Enthusiasm and willingness. At least most of them. Coming out of their limited horizons into a bigger and prospectively brighter world, offering infinite possibilities to uncover their potentialities. Well, thats until they encounter lethargic system, obsolete syllabi, and lukewarm professors. The first year in college is sufficient to extinguish the spark of many. And allow unscrupulous and trivial elements to take over.

But there is silver lining that keeps the rusted machinery going. The need for placements to keep the reputation. And this is what offers the window of opportunity, along with Corporations opening up to open-source.

Lets start engaging students from the fresher year of college. Internet has penetrated into the hostels. Orkut, youtube and torrent have ensured that it gets into the psyche of young. So why not use this for making them more employable. Well documented integral web platform will definitely give a headstart. But more than that, we need Engineers willing to delegate prototyping of their pet-projects to students. (And few hours per week for support and queries). Colleges willing to accordingly streamline their assignments and projects, so that there is an added incentive without any burden on academics.This should also bring down the cost of experimenting in companies.

What more can be done so that it goes beyond Lip-service?
Have a tracking mechanism so that all the bug-fixes, queries, prototypes and features delivered by students in the course of their degree are tracked. An assurance that the records will be considered during placements. In regular interviews also this can be taken as an input for cross examination.

The mutual advantage such arrangement offers is tremendous. Companies can have fresh graduates already accustomed to their technology, processes, and certain degree of rapport developed. Absorbing time drastically reduced therefore. Also both the candidate and the Business unit would be aware of the exact skill set and improvement on person's part particular job requires. Screening process will drastically improve. Candidates can make an informed decision. Even if eventually the person does not make it, the communication channel developed can serve as a lifelong asset.

The problems we face, may be sometimes driven by factors beyond our control. But our response to them is not. Therefore all firms, big or small, have an obligation to promote best among us. Not out of any altruistic motive, but for their own sake. A selfish reason to survive and excel.