I thank all our writer friends for having taken part in this wonderful poll. The poll aimed at capturing the facts that our friends might have experienced or observed in their organization.

Unlike other fields, technical writers have various active forums where they voice their intentions to make an impact for their betterment. One such forum is the “Technical Writers of India”.

Getting into the topic of discussion, the poll infers that there is an obvious and clear mismatch in the hiring policies of the companies. Sadly the absorption, encouragement and retention of talent also become a valid point for the Human Resources Department. When everyone wonders what needs to be done to control attrition, they come in terms of with the performance of candidate, expectations from client, and availability of projects. Frankly speaking no one cares whether they have a streamlined and systematic hiring process.

I don’t point my fingers towards the HR department for not being pragmatic, but expectations and extraction from the candidate is the prime factor for productivity of the company.

I would like to quote a small example:
In companies, the stores department identifies various dealers to purchase high end equipments (here equipments are resources). But ultimately, it is the technical person in the company that shall decide on the apt resource for the needs of the company. The stores department shall abide by the decision of the technical person to purchase particular equipment (resource)

Similarly, as the name HR suggests, they are the Human Resources. Their role requires identification of able resources to be presented to the panel for scrutiny. It is the technical panel that needs to decide on the ability of the person. Sadly, many candidates after qualifying the technical round get rejected in the HR round. Imagine the hard work put in by the candidate and the time wasted by the technical panel.

Currently, the HR is like the Supreme Court of India, where the final judgment takes place. If the company wants to give premium rights to the HR, then they can as well utilize them even before the candidate is called for the interview. They can just accept or reject in the initial resume screening process.

Let me tell you that failure and success in interview are evident for the candidates who have undergone technical interview, but this should not be the case for candidates who pass the technical interview. Such acts of rejecting candidates for the so called final round of HR is an act of demoralizing candidate’s capabilities.

I wish you all can make a difference in the society.

Best Regards,
Srip