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Author:BLN KUMAR
Project Manager at Target India
Project Manager at Target India
Just in Time Recruitment practice in IT industry
Recently I was going through a small article
on current recruitement trends in IT industry. This made me to think
and the result is this blog.
Over the years I have worked in different industries, as a Project Manager, the recruitement is based on Just In Time principle (JIT). Let me explain this below.
Consider a project is running successfully and one critical resource who is working in that project for more than year suddenly decides to move out. Alarm bells start ringing and the project is in big soup! But our good old friend (Client) wants only that person and none other than him he is willing to accept.
Then the whole marathon process starts to find suitable replacement for that person.
First advertisemnt is given in news papers, interanl job reference mail is sent out. At the end of all company receives hundreds of resumes and out of that only few are shortlisted.
Candidates are called for interview and the process of selection begins.
Now I am coming to real point which I wanted to stress upon.
The interviewers look for specific set of skills which is required for the replacement of guy who will be moving out, so that the project can run smoothly.
The intervieweres never look beyond project or about candidate's career path.
Isn't this strange. :!:
Let me explain this in detail. Let's say there are two candidates A and B.
A has worked in different technologies and has performed well in his job.
B has worked in same technology for quite a number of years and he is good at it.
Now the the million dollar question for our interviewers :?: whom to select??
Generally everybody want to select candidate B as he has worked on same technology which is required for the project.
Now comes the real challenge for interviewrs. As recruiters they don't want to take risk by selecting candidate A, this is because they are risk averse
For any good and progressive organisation should take risk and go for candidates who have worked on different technologies and they are asset for organisation.
Technology is ever changing and it's going to change. Companies should look for candidiates like A, who has worked in different technologies and he can be put in any project or technologhy and he will come out with flying colours :!:
Over the years I have worked in different industries, as a Project Manager, the recruitement is based on Just In Time principle (JIT). Let me explain this below.
Consider a project is running successfully and one critical resource who is working in that project for more than year suddenly decides to move out. Alarm bells start ringing and the project is in big soup! But our good old friend (Client) wants only that person and none other than him he is willing to accept.
Then the whole marathon process starts to find suitable replacement for that person.
First advertisemnt is given in news papers, interanl job reference mail is sent out. At the end of all company receives hundreds of resumes and out of that only few are shortlisted.
Candidates are called for interview and the process of selection begins.
Now I am coming to real point which I wanted to stress upon.
The interviewers look for specific set of skills which is required for the replacement of guy who will be moving out, so that the project can run smoothly.
The intervieweres never look beyond project or about candidate's career path.
Isn't this strange. :!:
Let me explain this in detail. Let's say there are two candidates A and B.
A has worked in different technologies and has performed well in his job.
B has worked in same technology for quite a number of years and he is good at it.
Now the the million dollar question for our interviewers :?: whom to select??
Generally everybody want to select candidate B as he has worked on same technology which is required for the project.
Now comes the real challenge for interviewrs. As recruiters they don't want to take risk by selecting candidate A, this is because they are risk averse
For any good and progressive organisation should take risk and go for candidates who have worked on different technologies and they are asset for organisation.
Technology is ever changing and it's going to change. Companies should look for candidiates like A, who has worked in different technologies and he can be put in any project or technologhy and he will come out with flying colours :!:
Any opinion or suggestions are welcome.
Comment 1: By Anand BS on 09th May 2008
Instead of commenting on A or B selection at a
later stage,
Its good to have a dedicated shadow resource for the below said reasons,
1. If the project is critical (running production),
2. number of resource are less and work is more,
3. If max number of resouce are working for more than 1 year. and many other reasons.
Below are my thoughts - developer point of view,
Consider the same situation (in this blog) if a critical resource move out, I do not understand why the particular project lead / manager FAIL to get the candidates from the business wait pool in the SAME company. Instead they go for recruitment and so on.
I have seen so many situations in many companies - Many people (same technology) will be in free pool / business wait, and they wont get any chance to work in project.
If you say - billing problem for dedicated shadow... Then why you paying for business wait people? My idea is to add free pool candidates to some project instead of making them to sit on bench.
Say the project is critical, one resource wants to take long leave, its not possible without a shadow.
In general, I prefer to have dedicated shadow resource to some project.
Can anybody throw light on this?
Its good to have a dedicated shadow resource for the below said reasons,
1. If the project is critical (running production),
2. number of resource are less and work is more,
3. If max number of resouce are working for more than 1 year. and many other reasons.
Below are my thoughts - developer point of view,
Consider the same situation (in this blog) if a critical resource move out, I do not understand why the particular project lead / manager FAIL to get the candidates from the business wait pool in the SAME company. Instead they go for recruitment and so on.
I have seen so many situations in many companies - Many people (same technology) will be in free pool / business wait, and they wont get any chance to work in project.
If you say - billing problem for dedicated shadow... Then why you paying for business wait people? My idea is to add free pool candidates to some project instead of making them to sit on bench.
Say the project is critical, one resource wants to take long leave, its not possible without a shadow.
In general, I prefer to have dedicated shadow resource to some project.
Can anybody throw light on this?
Comment 2: By Anand BS on 09th May 2008
Instead of commenting on A or B selection at a
later stage,
Its good to have a dedicated shadow resource for the below said reasons,
1. If the project is critical (running production),
2. number of resource are less and work is more,
3. If max number of resouce are working for more than 1 year. and many other reasons.
Below are my thoughts - developer point of view,
Consider the same situation (in this blog) if a critical resource move out, I do not understand why the particular project lead / manager FAIL to get the candidates from the business wait pool in the SAME company. Instead they go for recruitment and so on.
I have seen so many situations in many companies - Many people (same technology) will be in free pool / business wait, and they wont get any chance to work in project.
If you say - billing problem for dedicated shadow... Then why you paying for business wait people? My idea is to add free pool candidates to some project instead of making them to sit on bench.
Say the project is critical, one resource wants to take long leave, its not possible without a shadow.
In general, I prefer to have dedicated shadow resource to some project.
Can anybody throw light on this?
Its good to have a dedicated shadow resource for the below said reasons,
1. If the project is critical (running production),
2. number of resource are less and work is more,
3. If max number of resouce are working for more than 1 year. and many other reasons.
Below are my thoughts - developer point of view,
Consider the same situation (in this blog) if a critical resource move out, I do not understand why the particular project lead / manager FAIL to get the candidates from the business wait pool in the SAME company. Instead they go for recruitment and so on.
I have seen so many situations in many companies - Many people (same technology) will be in free pool / business wait, and they wont get any chance to work in project.
If you say - billing problem for dedicated shadow... Then why you paying for business wait people? My idea is to add free pool candidates to some project instead of making them to sit on bench.
Say the project is critical, one resource wants to take long leave, its not possible without a shadow.
In general, I prefer to have dedicated shadow resource to some project.
Can anybody throw light on this?
Comment 3: By Roopa Ravindra on 30th Apr 2008
Well, this is the exact position in almost all the
companies and projects.
The decision to choose between A and B completely depends on the projects criticality and the managers ability to convince the clients.
If the project state is very critical and badly needs a resource to work on a single technology, then choose B.
Advantages:
Smooth running of project.
Successful an perfect replacement of the guy who is moving out.
Ultimately Customer satisfaction which is utmost important.
If the project is in a state where the manager or TL is capable of grooming the new resource to the level of their requriment, then Its always better to choose A who has expertise in all(Or many) tecnologies.
Advantages :
A will be able to catch up soon with the new technology and the project as He/She has experience in doing so.
Keeping other projects in mind , this person will be well suited for any kind of work irrespective of the domain and technology.
The decision to choose between A and B completely depends on the projects criticality and the managers ability to convince the clients.
If the project state is very critical and badly needs a resource to work on a single technology, then choose B.
Advantages:
Smooth running of project.
Successful an perfect replacement of the guy who is moving out.
Ultimately Customer satisfaction which is utmost important.
If the project is in a state where the manager or TL is capable of grooming the new resource to the level of their requriment, then Its always better to choose A who has expertise in all(Or many) tecnologies.
Advantages :
A will be able to catch up soon with the new technology and the project as He/She has experience in doing so.
Keeping other projects in mind , this person will be well suited for any kind of work irrespective of the domain and technology.
Comment 4: By Priyank Gupta on 29th Apr 2008
From my point of view this time i will go for
candiadte B as it's not feasible decision to hire
a new guy which may delay the project to
completion which in terms effects clients
expectation & also hampers company's
reputation....
The other point which i want to highlight is rather than hiring new guy why not giving chance to the next level-senior person who is involved in the same project, which boosts up the confidence of that person along with that he see's some level of scope above from his current hierarchy. which in terms sets example for other buddys to perform.
The other point which i want to highlight is rather than hiring new guy why not giving chance to the next level-senior person who is involved in the same project, which boosts up the confidence of that person along with that he see's some level of scope above from his current hierarchy. which in terms sets example for other buddys to perform.
Comment 5: By vidyardhi Nanduri on 29th Apr 2008
Sub:Technology Management needs highly skilled
personnel
This can provide a Talent pool if some groups join together to
start incubation centres of excellence.
This evidently is a missing link
This can provide a Talent pool if some groups join together to
start incubation centres of excellence.
This evidently is a missing link
Comment 6: By Sagar Nair on 28th Apr 2008
Though the situation started of with JIT, i think
it tapered down to which is the candidate of
choice. I think Kumar did not highlight a few
other issues too.
To start with this choice of candidate type should be decided prior to starting the search. Once all parties concerned are decided on what they are looking for the end confusion is avoided.
The issue of the large amount of time wasted in finding a replacement is as big as finding the right replacement. To solve this i think the companies should focus on what their most effective and fastest means of recruitment during crisis has been and only use that means instead of going through the grind. This will negate too many, including irrelevant, profiles to sort the few shortlists from.
Now the question of having a few A & B types should depend on the PM's right upfront when they decide on the team. That ways you would only be replacing a A or B type. for example in the composition of a football team, you cannot replace a defender with a striker!
To start with this choice of candidate type should be decided prior to starting the search. Once all parties concerned are decided on what they are looking for the end confusion is avoided.
The issue of the large amount of time wasted in finding a replacement is as big as finding the right replacement. To solve this i think the companies should focus on what their most effective and fastest means of recruitment during crisis has been and only use that means instead of going through the grind. This will negate too many, including irrelevant, profiles to sort the few shortlists from.
Now the question of having a few A & B types should depend on the PM's right upfront when they decide on the team. That ways you would only be replacing a A or B type. for example in the composition of a football team, you cannot replace a defender with a striker!
Comment 7: By Aparna Madiraj on 28th Apr 2008
Usually they will select B only due to his
experience in the technology, used in the project.
However nobody wants to take risk but few people
like A should also be recruited sometimes, as
people who have worked on various technologies
also may be useful sometimes.
Comment 8: By mrinalkm on 28th Apr 2008
ur conclusion is true but does any
organisation-good or bad works on that
principal.
My observation is no as the Director/BD of the company looks on the client and think if they doesn't lose their project to some rival and certainly per man per day will effect.
This case is possible only for RD organisation who belives in telescopic marketing.
Regards
Mrinal
ERP Consultant
My observation is no as the Director/BD of the company looks on the client and think if they doesn't lose their project to some rival and certainly per man per day will effect.
This case is possible only for RD organisation who belives in telescopic marketing.
Regards
Mrinal
ERP Consultant
Comment 9: By ram babu on 28th Apr 2008
In an idealistic situation, Candidate A is
preferred. However, lets not forget the
criticality of the project. Getting a suitable
replacement is imminent in this case. Hence it
would be wise to go for candidate B.
As a long term solution to deal with attrition firmly, organisation should look for candidates like A. This choice is good for the long run too.
As a long term solution to deal with attrition firmly, organisation should look for candidates like A. This choice is good for the long run too.
Comment 10: By Rajeev Agrawal on 28th Apr 2008
In My opinion, the hiring of B depend on
criticality of the project and revenue that
project is going to generate. If projects gets
company good money, a part of it might be invested
later on training of B on other technology. Here
one more critical point is B's willingness to work
later on different technology and his learning
cure.
Comment 11: By Janaki Satish on 27th Apr 2008
Generally now the trend is to have a backup for a
critical resource. One non billable resource who
also has a hang of the job. This could be a
typical low cost person who could be trained on
job and can easily take over if there is a
attrition.
Having Resource B is good but again it amounts to the same thing - Training and above all getting acceptability from the client.
Resource A is as mentioned ok but as said - when the demand is high - the supply is also scarce.
Having Resource B is good but again it amounts to the same thing - Training and above all getting acceptability from the client.
Resource A is as mentioned ok but as said - when the demand is high - the supply is also scarce.
Comment 12: By Dayakishan shokeen on 27th Apr 2008
Boss candidate A has some differrent set of skill
and B has different , but to build an asset for
the organisation, which is must also..., candidate
A should be selected but to decide on "Yes Boss"
terms candidate B is selected. that is what India
is performing i most ...but very soon it is
changing the scenerio and long term view is
cleared to all HR's and organisations too ....
Comment 13: By Girish Sahu on 27th Apr 2008
Both candidates will have learning curve as they
join new company and project.
Considering the requirement from client, candidate B would be the first choice as based on success of this project you can get new project in same technology from same client or different one.
Considering the requirement from client, candidate B would be the first choice as based on success of this project you can get new project in same technology from same client or different one.
Comment 14: By Sweta Singh on 25th Apr 2008
In the situation stated above company should go by
B as A may take time in learning the process so it
may delay the project. If they recruit B then they
the project won't be hindered. But when the
company is recruiting on normal basis it should
select candidates like A.
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