I quite agree with you NEMOS, this isreally a big challenge in most of the developing countries, companies are always looking for finished products with so many years of experience.
While i,m not against opt for people with many years of experience, companies need to realise that they did not attain the height in a day. Opportunities are suppose to be given to young hands that still have more time to learn, grow and server the companies too.
Caria, through different rounds of interview, companies are trying to evaluate the candidate thoroughly. Most of the recruitments are happening in urgent mode and they don’t want to take any risk at last moment. Through such drastic interviews this they are making sure that they won’t repent later.
From candidature point of view, such interviews are teasing and mental torture, but for an employer they want to make sure that the candidate is apt for the post or project.
It is indeed sad to spend that much money and time to pursue a college degree to find yourself jobless or trying so hard to get one. But my question is: How many of college graduates would have started working if they were offered a job just after they had finished high school? We have been living in a society where the bar is already set so high that parents have no other choice than to continue to push their children accademic acheivements. The trend will aleays be let us get the degree first and hope for the best.
I see. In trying to find clear percentage figures, I came across a New York Times article entitled "Many With New College Degree Find the Job Market Humbling." It drew neary 500 comments; many feel ripped off by the false promise of college degree that saddled them with tens of thousands in student loan debt.
Ariella - Generally, we tend to kick around 4-5% for degrees. Masters degrees are certainly closer to the 4% figure, standard 4 year degrees 5% or slightly higher. Figures do vary by region and also industry. I don't have figures specifically for electronic/electrical engineers.
Carla, I think you nailed key points in your post. It all makes perfect sense to me. I'm just wondering about your figure of only 4% unemployment for people with degrees. My impression is that the figure is quite a bit higher than that. Do you mean specifically for engineers?
There is another interesting aspect of recruiting in enigineering inudstry. Currently, many of requirements ask for very specific skills - e.g. new type of interface or shematic design topology, familiarity with specific design tools etc. However, after recruitment with these specific skills, engineers are assigned new tasks which are not related to specific skills.
So in place of knowledge for specific skills, recruiter should stress more on education background and apptitude to solve new problems and learning many new techologies and tools. Good engineers can easily do on-line research and be at par with one with specific skills in one or two weeks time. Manager should get candidate with wider knowledge base and provide some extra time for engineer to learn new tools. These engineers are more effective in finishing projects better and quicker.
Agreed. Finding a good recruiter, one that knows your industry and understands the function of the position you are looking for, helps "screen in" only the individuals in that stack of resumes that are truly qualified and for whom you might be looking.
I concur with both Carla and Nemos. Finding and keeping suitable good candiate is fairly complex task. I may like to add following to it.
HR Department - I have faced few interviews at MNC. In these organizations technical interview were all good, but at the end HR person ask you typical questions. As engineer, you may reply it little differently and dissapointed HR person immediately disqualify you. HR department has little understanding and much more power as compare to technical requirement. It was little difficult for me to comprehend it.
Over Qualifications, differernt qualifications - I had many new projects and needed new engineers to finish them on time. Work was mainly PCB design and cable assembly. They approved two new engineer posts for it. I just wanted average engineer who is interested in PCB design and also enjoy making complex wire harness. However, my HR department forwards me all resumes with engineers with FPGA design experience. I tried to explain them need. But it was very difficult for them.
There is urgent need to enhance the recruitment process.
"In fact, other studies have shown that once the number of people in the interviewing and hiring process exceeds three, the probability of a bad hire is greater."
Passing from two or more interviews for one job position you will realize how hard and difficult is to have the job even if you have the qualifications that needed. The most common mistake that a lot of recruiters do in hiring process is that they are trying to find the "perfect" one and as nobody is perfect when you have three or more people responsible for hiring makes the hiring process too difficult.
In a conclusion, give to people the opportunity to prove that they have a value and they are suitable forthe position.
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Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Euro-Crisis: What It Means for High-Tech Firms Join EBN Editor in Chief Bolaji Ojo and Contributing Editor Jennifer Baljko on Thursday, July 12, at 10:00 a.m. EDT for a Live Chat on high-tech and Europe's economic difficulties.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
While no one really can accurately predict the future, we can take guidance from another Drucker saying which is the best way to predict the future is to create it.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.
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