Amit Gupta, Director of Startup Factoryal, took LinkedIn to challenge Indian recruitment practices and call them fundamentally defective. “Hiring in India is not about finding the best person for this work-it will find the right person for the comfort of the decision-making creator,” he wrote. His contribution caused a heated discussion and experts shared their experience and frustration with distortion that exceed the evaluation of skills and experience.
Gupt's contribution discussed how hiring in India often prefers “FIT culture”, which, according to him, leads to prejudices related to personal background, language, regional jurisdiction and even surname. “Skills?” Secondary. Experience? Tradable. But culture fit? There will be real bias, ”he wrote.
The process is dominated by recommendations, the entire industry is full of people from the same communities, and as a result they suffer from diversity-and already in gender, thinking or approach to solving problems-Down.
“When culture is a guard instead of an activator, they hire comfort, not competence. And then he wonders why innovation is missing, ”Gupta added.
Many LinkedIn users agreed to observations. One commentator noted: “It is about finding someone who can be checked … to the extent that subordination becomes norm or even worse, submits.”
Another user criticized how candidates to take pressure on fake answers: “Why can't they simply say that they are looking for a better fit or take a career break? Why is honesty wrong for badmod? “They argued that companies inadequately apply, hold details of salaries, and force candidates to meet unrealistic expectations, leading to scripted interviews and exaggerated skill demands.
The problem is not limited to India. “Welcome to Europe, where the same bias prevail on a larger scale,” wrote one commentator, quoting nationality, language and regional preferences as frequent distortion.
Others pointed out systemic shortcomings in the hiring process and emphasized how to reduce costs often exceeds talent. “The budget (lower salary) determines the chances of hiring. I haven't seen people hired purely for skills, ”one user said.
Not everyone agreed. The disapproving voice confessed to favoring loyalty over the ability: “I can teach skills to an average but loyal employee. It is much harder to handle an intelligent guy who just uses a bid letter to get a better solution elsewhere. Loyalty trumps the ability every day. ”
