Academic journal article IUP Journal of Management Research

Changed Job Market: The Art of Successfully Navigating through Job Interviews

Academic journal article IUP Journal of Management Research

Changed Job Market: The Art of Successfully Navigating through Job Interviews

Article excerpt


With the liberalization, privatization and globalization of Indian economy since 1991, the country has witnessed an unprecedented growth spurt. As the economy opened up, foreign investment through Fils and FDI has gone up. India became a major player in global IT services industry. Domestic savings rate too has witnessed a growth. Cumulatively, investment rate has gone up. Indian corporates started acquiring overseas companies too. Simply put, India is "resurgent and en route to prosperity!"

The technological advancement and convergence in communication and computation that ushered in "global web-enabled platform for multiple forms of sharing knowledge and work, irrespective of time, distance, and geography", making the world simply look flat, has dramatically changed the global business environment. Competition has become intense among the global players, as a result of which new business models-outsourcing and offshoring of manufacturing activities and services to countries that are endowed with low-cost labor-have emerged. And, India has emerged as one of the prime beneficiaries of these global developments.

Job Market: A Paradigm Shift

With the result, employment opportunities for professionals have gone up tremendously. Flowever, as organizations no longer remained monolithic or homogenous, jobs have become more amorphous, calling for knowledge from different origins/disciplines and the ability to work simultaneously in different ways. Jobs no longer remained structured-they are constantly evolving to catch up with the changing market demands. Simultaneously, employees too have become more choosy of their employers. They have started looking for organizations which offer them a chance to use their skills to the fullest extent-an employer who can tell them what they can do better, an organization that offers them excellent scope to grow intellectually, a job that challenges their wisdom, and a leadership that can be relied upon.

Amidst these developments, large organizations are spending a great deal of time, energy and money to recruit the best talent that can work like real entrepreneurs-who have the ability to look for opportunities and add value, rather than waiting for someone to goad them. No wonder if, in today's job market, recruiters are not asking what one's educational qualifications are, instead they are more focused on identifying what the candidate sitting before them in an interview is capable of doing and how his capabilities matter for the organization.

It is not uncommon today for a research scholar in statistics seeking a job in a pharmacy company, a physicist working for an investment company, a middle-aged history scholar seeking an appointment with a corporate house to map their execution of a sleek airport project, a mathematician looking for a job in a biotechnology company, or a postdoctoral research scholar in philosophy being interviewed by a multinational company for the job of 'corporate communicator'. Such cross-functional roles were unheard of in the past. There are thus no recorded experiences for a new entrant in the job market to fall upon and be guided by it- one has to draw one's own furrow to innovatively present himself/herself as the best fit for the job one is being interviewed.

In such a scenario, recruitment has become an extremely demanding and highly competitive exercise-both for the prospective candidate and the recruiter as well. It is not uncommon to hear private company executives often airing their anguish at not being able to find suitable candidates for filling the jobs, despite the number of applicants seeking employment rising year after year. It is also observed that a good number of candidates, despite having good academic background and track record, are not able to secure the jobs that they really want, for they are not able to handle personal interview-the critical phase in the selection process- meaningfully and competently. …

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