14 Comments
Oct 10, 2020Liked by Abhijit Bhaduri

Loved the watermelon story. I guess, one needs to adopt a hybrid approach. Develop & utilize internal talent to the extent possible, however if there is a skill gap--then hire externally

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Excellent notes as always.

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Regarding lower interest rates for housing loans and the trend abroad on people preferring bigger homes - my experience in India is we cannot attribute any trend to few factors like either lower interest rates or the need for work from home. In India due to Covid there is uncertainty of employment and regular income source also a trend to save for future and to avoid capital investment. Also poor regulation with respect to builder buyer contracts, ownership of land, tenancy agreements present their own risk. My experience of majority Indians is "let fools construct houses and we wise men can live in them" as people whose livelihoods are migratory in nature from Labour to professionals to software and gig professionals having immovable assets like a house are actually a pain in the neck.

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Hearty Congratulations on completion of 4 years and wishing Abhijit Bhaduri & Associates many years of fruitful and rewarding relationships with their clients. Best wishes.

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What makes companies obsessed to recruit from outside - 1) when internally the required talent is not available 2)when company needs a turnaround and there is more hope on external person 3)when there are changes in top management either because of a merger and acquisition or new gaurd replacing old who wishes to have a handpicked team. There are multiplicity of factors like these.

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It is always better to invest in in-house talent as opposed to buying talent on need basis as trust, familiarity of the ecosystem and culture fitment remain as issues. Not only that when talent is brought at a high cost it will upset internal Apple cart as it means devaluing internal experience and skill set also buying talent in the long run proves expensive to investment cost in talent. However this always needs to linked with salary benchmarking and affecting corrections so that home gown talent is retained.

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Oct 5, 2020Liked by Abhijit Bhaduri

I think companies want to understand what other companies are doing, mainly their processes, how can they benefit from the experience and culture. Sometimes they might want to change the internal monotones that exist within and create some competition for employees by pushing them outside their comfort zones.

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Oct 5, 2020Liked by Abhijit Bhaduri

Interesting thought Abhijit and agree with you. In my view, a constant focus on developing talent within and investing on the key talent (than on every leader around), works best in favour of both the organization and the employees. However when there is a need to hire a skill that is needed to have that competitive edge in the market and the organization is not adept at (or could not envisage) , organizations should not hesitate. It should be a fine balance to strike.

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Great insights on Talent Management - Talent of the future are abundant just needs the right eye to spot them ... Many organization have deep pockets and so willing to look at internal options .... that may not be an agile approach !

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author

Sunita

The person who plays tennis well on the clay court may not be the best at playing on the grass court. Very few can play at the same level across the different types. Getting external talent and waiting for two years may be a luxury because in two years, skills needed may change. By which time the person hired two years back is no longer a new hire.

Would you agree?

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Yes and No - the solution has to be hybrid - in the short timeframe , even if you have the luxury of time ( and we do not have time as competition is not the old ones ) buy ready to deliver talent ... if we get round watermelons and over the years cultivate them as square watermelons when the market needs round you have a challenge in the short term .... long term solution can be internal when the ecosystem is designed for a intellectually diverse workforce that ensures diversity of prospective and solutions within ...Mindset Agility will be the differentiator :)

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* Perspectives ( sorry for the typo )🤓

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Oct 5, 2020Liked by Abhijit Bhaduri

I like the stories on book cover design and external hires. When I buy books, I prefer ones with a clean, easy and less-chaotic designs. Of course, the author and the brief on the back cover is also important.

On External Hires - Most companies do not make it easy for external hires. It is left to the employee to make it work. It makes me wonder why they hire externals at all! Also, going by this measure, Indian government jobs don't have many external hires and therefore they stand to gain from it!

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author

When you say clean and easy designs, I guess you would qualify for minimalistic cover designs. Let us see what the designers for Dreamers&Unicorns approve as the final choice for the book. Let me know if that meets your idea of good design.

You made an interesting point about the external hires. Some organizations make it hard for external hires to survive. Yet others make it hard enough for the existing fish in the fish tank 😄

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