Don’t hang onto marks when recruiting…
12 March, 2021 | 3 min
Shiva Jayagopal
When I worked in an MNC, we used to filter STEM graduates with 60% marks, conduct Online Aptitude test, Technical, HR Interview and select. I thought that is the right way to recruit software engineers.
After we started WinVinaya Foundation, we came across some Persons with Disabilities (PWDs) with less than 50% Marks, Backlogs and found that they did better in software development than some toppers.
We trained our employees Vaishnavi, Dhanraj who came from non-STEM background in Java, Persons with Intellectual Disabilities with 12th pass – in Microsoft Power BI. It was successful.
In my 3 decades of IT experience, I have worked with the best brains in the industry and some of my greatest mentors had average marks in school/ college.
I am now convinced that there is no real correlation between Marks/ Education Background to what a person can learn or what they can contribute to the company.
Reg. Aptitude tests. Among 30+ topics in Aptitude, different MNCs choose different topics to assess. Trust me, most VPs who add tremendous value to corporates would fail these aptitude tests.
Dr Carol Dweck’s “Growth Mindset” is all about person’s interest, hard-work and NOT their past (Education/ Marks). Isn’t it? Let us embrace Growth Mindset, stop rejecting candidates based on education / marks/ aptitude test.
What next? One idea is – Do a pilot. Recruit PWDs without these filters as paid interns, provide training + real work experience and then convert them to FTEs. Based on results, extend it to other candidates.
Download “Best Practices to Recruit PWDs from WinVinaya” at https://tinyurl.com/Wvf-PWD-Hire
Let us know what you think. Send us your comments: info@winvinayafoundation.org