INDUCT FIRST, INSTRUCT NEXT

Two weeks back, in one of the farthest suburbs of Mumbai, in the conference room of an otherwise pretentious but swanky office, I was asked a question by a stranger – How good are you with your interpersonal skills?

I hadn’t ever met this person before in my life. I hadn’t heard about him or read about him. I might have read about his agency’s name in the list of instantly mushrooming so called ‘digital’ agencies but, I never seriously considered meeting him in person.

The necessity to reply him didn’t seem of vital importance to me. In this scenario, I was neither a desperate seeker nor a desperate browser; I was just meeting up for some other purpose. His question left me miffed. In the past few years, I’ve been asked many such questions and I’ve also been party to people doubting my capability, my capacity and my calibre. So be it! But I need to ask one question – Why aren’t any of the recent organizations (in my knowledge) conducting induction programmes? I am not asking this question independently but this is a unanimous concern, which needs to be addressed by the so called thinking community of today’s changing advertising, digital or any tom-dick-harry culture in India. So I ask again, “Why aren’t any of the recent organizations (in my knowledge) conducting induction programmes?”

Every time, I’ve asked this question, I’ve met with failure or a long lull (almost mute). To be honest, none of the organizations are encouraging induction. The hiring culture has grown worse than ever. This is how the entire process takes place; this is with regards to the hiring marathon, appointment thereafter in most of the recent advertising and digital agencies:

An HR Manager calls up after reading the first few lines of your profile. In most cases, keywords like #CreativeBackground #Copywriter #Scripting #Experience #CampaignDevelopment seem to be enough for the HR girl or guy (I am saying girl and guy because serious individuals have left this space and jumped into the valley of invisibility) to dial your number and invite you for an interview.

• The first round of the interview is necessarily with the HR Manager. In some cases, the HR Managers are well read about the background, a candidate hails from. But, at times, I’ve been personally saddened to come across some hiring executives, who don’t know a thing about advertising or even the age of digital communication in India. I’ve met someone who thought Facebook is 20 years old in India. Shit, why wasn’t I on Facebook then? What a shame for me!
  
  
• The second round is usually conducted by someone who is loosely or tightly associated with the job profile that you might get appointed to. Now this girl or guy comes with his/her own excess baggage. The deadpan look on their faces tells you that they have been forced to conduct this interview. Secondly they are very upset about the candidate they had met last week and had eagerly desired to be appointed to the position, now under negotiation. Since the deciding committee hadn’t selected his/her desired candidate, this interview will be considered an additional burden. Your resume will be not scanned or read in this second round. You will be asked silly questions about yourself, your best campaign, your knowledge of a brand and some more extra queries (about which you might not have any inkling).
  
  
• The third round of your interview will be a rapid fire round with a person, who usually hangs around three departments; the Managing Director’s Cabin, The HR Manager’s Cabin and the Cabin of the Second Round Interviewer. This person might be a relative or a good friend of someone already working in the office and will come to you either with a sheet of paper or loads of attitude around him. The certain task in his or her hand – Ah, here is this product, create a campaign around it.
  
  
• The fourth round will be a negotiation round, which necessarily focuses on underestimating your talent. No matter, the years of experience you possess, you will still be made to realize that you are nowhere. 

Having cleared all the rounds, you are in the Bingo Zone. You are happily handed over an offer letter, an appointment letter, a bunch documents comprising illogical rules and regulations and yes you are told, “Our incoming times are fixed 9:30 AM but, we are very weak at outgoings.”

On the first day (in the event of you deciding to join on a demotivating, lazy Monday), you are hurriedly pushed into a conference room, which smells of neither a room freshener nor food but rather stinks with the pesticide sprayed over the weekend. The HR Manager from the first round makes a Godly appearance and promises to introduce you to everyone in the office. On your first day, you are made many promises and none of them are true. On the second day itself, you are put on task by the two people from the second and third rounds. They start acting like a boss to you. When you gather the courage to ask for some time to think over it, pat comes the reply, “Time is what, we are running against my friend. You better pull up your socks.”

The moral of the story – On the first day when a candidate is misled into an organization, the chances are thin for him/her to continue even for the first six months.

Therefore whey is induction necessary?

• A newly appointed candidate might come from the same sector that your organization operates in but the functioning might be different.
  
  
• Your organization might be following the theory of chaos to win accounts, lose accounts, adjust accounts or sustain accounts; the newly appointed candidate might like to do things in an organized manner.
  
  
• Some people in your organization might not be aware (either deliberately or unknowingly) about the appointment of a new candidate; wouldn’t it be nice to organize a 10 minute get together to help the new candidate break the ice?
  
  
• The hierarchies might be different in your organization; what if a junior talks to a senior like a boss or what if the candidate is dragged into some important pitch presentation, about which he has no knowledge at all.
  
  
• Every organization, every agency has a certain DNA of operating; are you sure the newly appointed candidate will come to know of it on the first day of his/her joining?
  
  
• Hold back your set of instructions before gauging if the candidate has found a proper place to sit in our office. If he/her hasn’t yet been shown the place to settle down, you seriously need a reality check. 

Hoping that I haven’t kicked off a controversy, I would sign off saying - INDUCT FIRST, INSTRUCT NEXT.

-Virtuous Vociferous