Poaching
I came off an interesting, yet disturbing meeting with one of my business vertical team. I must post this and bring the LinkedIn fraternity’s attention to it.
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Poaching call from a competition’s HR department! Straight on! Well, at least hire a recruitment company to speak on behalf of you dear industry fellow.
“Hello, would you like to explore an opportunity with us?”
“No I think I am settled and thank you for your call. I am happy here. I am looking forward to the upcoming annual performance evaluation and rewards.”
“Okay, why don’t you still appear for the interview with us, you may decide if you get selected - we are offering 100% work from home, plus a 50-60% hike in compensation. You only will have to come for 3 days a month to the office and even for that we will pay you a travel allowance.”
Really, is that your pitch?
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100% work from home for a rich subject and domain-led industry like ours, where case study analysis, group discussion in the training room with colleagues, process rigor and training by shadowing an expert on the floor, clarifying doubts with an SME right then and there – aren't we compromising on what matters for tactical closure of an open position? A deep question for HR & recruitment departments who are promoting transactional gains over career building.
Are you offering 100% work from home as a ‘benefit’ or a ‘curse’?
IP prosecution and patent life cycle management are fine and nuanced skills, that require continuous learning, attention to detail & meticulous processing of data and documents. So, IP recruitment teams offering 100% work from home as their key pitch for an industry like ours - are you okay with the focus getting hampered by ringing doorbells through the day, attention to detail compromised because of courier delivery boys constantly calling you for directions, helpers & support staff (India is blessed) needing directions and instructions to do their chores and the neighbor’s dog having an anxious day barking all day through… that’s now how IP work is done!
Organizations are professionally and morally obligated to build talent, not make people lazy and mediocre, who will struggle to elevate themselves to higher, complex, wider roles in the coming years.
Let’s re-think guys… what are you doing to the brilliant workforce of India?
Managing Director, Patentwire IP Attorneys || Co-Founder, IPBazzaar || Founding Member, RIPA India || IAM Strategy 300 || ESG Advisor
9moAbha Jaiswal This is becoming a ‘go to’ strategy for few firms these days… despite being condemned in peer to peer discussions among fraternity, many established firms have become victims of this tactic.. also, some established firms are actually following it too!! ironically substantial pie of the workforce falls prey and end up getting baited.. glad that now it’s been called out openly..
Versatile HR Business professional with profound experience in HRBP, Transformational Projects, OD, D&I & Recruitment while working with senior and mid-senior leadership
10moWell captured thoughts Abha! I second the thought that nothing other than the right environment to work can help build the right talent. Work from home is a sugar candy for breeding mediocrity and poor knowledge ground.
CEO, Clairvolex Inc.
10moWhile some companies created scale in the global IP Docketing + IP information space, in the process of executing roll-up strategies through M&A two things happened: a) vision, culture and strategy got irretrievably diluted b) it became an EBITDA stacking exercise As a result, tactical methods took precedence over strategy-led, vision-led leadership approach to creating scale. India based back-ends of the IP industry is in that space today. Hence this. But Indian workforce is smart enough to see through these tactics and stay with organizations that help them learn and grow in their careers. IP first. Eat, sleep, breathe IP. Build processes & rigour around IP. Innovate and develop AI solutions around IP. Be part of that IP journey. Period.