Why MNCs Sometimes Hire Experienced Candidates with Less than 50% in Graduation
Multinational corporations (MNCs) are known for their stringent hiring criteria. However, it is not uncommon for these companies to hire candidates with less than a 50% percentage in their graduation. This article explores the factors that influence MNCs' hiring decisions and provides insights into why such hiring practices are sometimes necessary.
Academic Background vs. Practical Experience
Many MNCs place a high value on candidates with strong academic backgrounds, particularly those with high percentages in graduation. This preference is understandable, as academics can be a good indicator of intelligence, diligence, and knowledge retention. However, in a dynamic professional environment, practical experience often carries significant weight.
Experience as a Counterbalance
Experience can often outweigh academic performance, especially in roles where applicant experience is more critical. Irrespective of their percentage in graduation, candidates possessing significant relevant work experience in the field can be highly attractive to MNCs. Their skills, achievements, and practical knowledge can make a substantial contribution to the company's goals.
Valuing Specific Skills and Technologies
In today's technology-driven world, proficiency in specific skills or technologies can often be more valuable than a high academic percentage. MNCs are frequently on the lookout for candidates who can bring relevant expertise and cutting-edge knowledge to the table. Thus, proficiency in these areas can make a candidate stand out in the recruitment process.
Practical Experience through Internships and Projects
Practical experience gained through internships, projects, or relevant certifications can enhance a candidate's profile significantly. These real-world experiences provide candidates with practical insights and problem-solving skills that are highly valued by MNCs.
The Power of Networking and Referrals
Industry connections and referrals from current employees can play a crucial role in securing a position at an MNC. Personal recommendations and introductions from trusted sources can often override other factors, giving candidates a competitive edge.
Company-Specific Hiring Policies
It's important to note that the approach to recruitment varies among MNCs. Some companies have strict academic criteria, while others are more flexible and focus on overall potential. Companies may also have specific policies that influence their hiring decisions. These policies can be influenced by the industry, the role, and the specific needs of the organization.
The Bottom Line: Demonstrating Value
While having less than a 50% percentage in graduation can pose challenges, it is not a death sentence in the MNC hiring process. Candidates can still succeed by demonstrating relevant experience, proficiency in specific skills, and practical knowledge. Additionally, networking and getting referrals can significantly enhance their chances of securing a position.
Itapos;s essential for candidates to maintain a balanced approach, focusing on their strengths and unique value propositions. As long as they can add substantial value to the company, they can overcome occasional barriers related to their academic performance.
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