Dear All,
I was wondering as why do some companies insists on recruiting only those persons who have consistent excellent academic record ( May be 1st class or distinction) !
It is not necessary that those people do well, are the ones, who score good marks through out, or is it ????
Your views are welcome !!
Regards,
Hemant Godbole
From India, Pune
3I was wondering as why do some companies insists on recruiting only those persons who have consistent excellent academic record ( May be 1st class or distinction) !
It is not necessary that those people do well, are the ones, who score good marks through out, or is it ????
Your views are welcome !!
Regards,
Hemant Godbole
From India, Pune
Hi Hemant,
A very good question which has been posed by many of my friends and colleagues time and again considering the job scene.
I guess the main reason is the education system is MARKS oriented....
it stresses more on gaining good marks / fairing excellent at the exams.
there is very less importance to the personal attributes... like maybe a person is more a peoples' person but the basic education a person is required to attain is a bachelors degree in the BA / B.COm/BSc.
Now ofcource there are variety of courses coming up but they in their infancy.
I would definitely like the Oraganizations to adopt better means while recruiting people cas its not always necessary a person who has scored excellent in academics has to be good when it comes to practical work
From China, Beijing
A very good question which has been posed by many of my friends and colleagues time and again considering the job scene.
I guess the main reason is the education system is MARKS oriented....
it stresses more on gaining good marks / fairing excellent at the exams.
there is very less importance to the personal attributes... like maybe a person is more a peoples' person but the basic education a person is required to attain is a bachelors degree in the BA / B.COm/BSc.
Now ofcource there are variety of courses coming up but they in their infancy.
I would definitely like the Oraganizations to adopt better means while recruiting people cas its not always necessary a person who has scored excellent in academics has to be good when it comes to practical work
From China, Beijing
Hello Hemant:
Having successfully completed probably 2000 interviews over the years across all levels of business up to the CEO and Board Member level, I can share with you that academic performance has represented but one of the many elements which would comprise my decision grid on the ultimate decision of either hiring or not hiring a candidate.
As a matter of fact, if one were to go back and examine my academic grades in undergraduate school, he/she might be a bit underwhelmed (should such a word exist).....I would no more expect a client, a potential partner, a financial underwriter, or an investment banker to ask for a copy of my undergraduate--or graduate--transcript to prove my management or professional abilities.
You're missing a key point, however.
As we progress in our lives, gain experience, and capitalize on opportunity, potential employers/peers/partners can see the results we've obtained from the scope of knowledge we possess, and how we have successfully demonstrated use of that knowledge by our experience.
When we are first beginning our careers, the avenue chosen by most employers is to analyze the scores you have achieved in schoolwork as a determinant of your ability to achieve goals against stated objectives. Is that a fair measure of your ability to successfully perform a specific job function? Maybe, and maybe not, but the objective criteria against which to judge a job candidate is extremely limited.
When I am asked to speak to College/University students (as I recently did in an Organizational Development class) I stress to them that they should consider extracurriculur activity paramount and second only to grades/marks achieved in their studies. Why?
Extracurriculur activities and jobs held during school demonstrate the student's ability to successfullly manage time and activities; the student's ability to take instruction and use it to benefit; the student's ability to work well with others as a contributing team member; the ability of a student to successfully multitask.
Absent these factors, an employer is hard pressed to decide which candidate to hire for a position except on the personal representation offered during an interview scenario, and the marks achieved in studies.
I hope this answer--although possibly not what you wanted to hear--is of assistance to you.
Good luck, and if I can assist further, please do not hesitate to contact me.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Having successfully completed probably 2000 interviews over the years across all levels of business up to the CEO and Board Member level, I can share with you that academic performance has represented but one of the many elements which would comprise my decision grid on the ultimate decision of either hiring or not hiring a candidate.
As a matter of fact, if one were to go back and examine my academic grades in undergraduate school, he/she might be a bit underwhelmed (should such a word exist).....I would no more expect a client, a potential partner, a financial underwriter, or an investment banker to ask for a copy of my undergraduate--or graduate--transcript to prove my management or professional abilities.
You're missing a key point, however.
As we progress in our lives, gain experience, and capitalize on opportunity, potential employers/peers/partners can see the results we've obtained from the scope of knowledge we possess, and how we have successfully demonstrated use of that knowledge by our experience.
When we are first beginning our careers, the avenue chosen by most employers is to analyze the scores you have achieved in schoolwork as a determinant of your ability to achieve goals against stated objectives. Is that a fair measure of your ability to successfully perform a specific job function? Maybe, and maybe not, but the objective criteria against which to judge a job candidate is extremely limited.
When I am asked to speak to College/University students (as I recently did in an Organizational Development class) I stress to them that they should consider extracurriculur activity paramount and second only to grades/marks achieved in their studies. Why?
Extracurriculur activities and jobs held during school demonstrate the student's ability to successfullly manage time and activities; the student's ability to take instruction and use it to benefit; the student's ability to work well with others as a contributing team member; the ability of a student to successfully multitask.
Absent these factors, an employer is hard pressed to decide which candidate to hire for a position except on the personal representation offered during an interview scenario, and the marks achieved in studies.
I hope this answer--although possibly not what you wanted to hear--is of assistance to you.
Good luck, and if I can assist further, please do not hesitate to contact me.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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