Amit Gupta, director of Startup Factoryal, went to LinkedIn to challenge the hiring practices of India, calling them fundamentally imperfect. “Hiring in India is not to find the best person for work-it’s about finding the right person for the comfort of the decision maker,” he wrote. His article sparked a lively discussion, professionals sharing their experiences and frustrations with prejudices that go far beyond the assessment of skills and experience.
The Gupta post disseminated the way in which hiring in India often favors “adaptation of culture”, which, according to him, leads to prejudices linked to personal history, language, regional affiliation And even family names. “Skills? Secondary. Experience? Negotiable. But the culture suits? This is where the real bias slips,” he wrote.
References dominate the process, entire industries are filled with people from the same communities, and diversity – whether in sex, thought or problem solving – suffers accordingly.
“When culture is a guard instead of a catalyst, companies hire comfort, not competence. And then they wonder why innovation is missing, ”added Gupta.
Many LinkedIn users agreed with his observations. A speaker noted: “It is a question of finding someone who can be checked … to a extent that submission becomes the norm or worse, submission.”
Another user criticized the way the press hiring candidates to simulate answers: “Why can’t they just say that they are looking for better adjustment or have taken a career break?” Why is honesty confused with badmouching? They argued that the companies underpayed, retain the details of the wages and force the candidates to meet unrealistic expectations, leading to scripted interviews and the allegations of exaggerated skills.
The problem is not limited to India. “Welcome to Europe, where the same biases prevail on a larger scale,” wrote a commentator, citing nationality, language and regional preferences as frequent biases.
Others have underlined the systemic faults of the hiring process, stressing how costs reduction often prevails over talent. “The budget (lower salary) determines the chances of hiring. I have not seen people hired only for skills, ”said a user.
Not everyone has accepted. A dissident voice admitted the prioritization of loyalty to capacity: “I can teach skills to an average but faithful employee. It is much more difficult to manage an intelligent guy who simply uses the letter of tenders to get a better deal elsewhere. Loyalty prevails over capacity every day. »»
