'Certain' organizations do not prefer to encourage the ‘Lateral Recruits’ in their organization , so as to develop and put them on a faster or better career track.. (Assumption is a laterally recruited fellow is excellent at the job) There are certain valid reasons which can be produced in support of this view. To understand the situation one has to experience corporate environment at some point of time, so that the issue could be better comprehended.
Most of the companies depend largly upon laterally recruited employees and thus have to share critical data with them. A lateral recruit is an individual who has come from other organization, not selected by the campus recruitment process.
To move ahead in the career and to seek growth a candidate shifts companies. He/She feels it’s inevitable if one has to grow, grow fast, particularly in the environments where they feel their growth is stuck. There are various reasons why one switches from one company to another. Reasons could primarily be better pay, better responsibility or ‘post’ which are said commonly. Also better work culture, better brand value of the organization. Crux is, there is always some sharp motive behind this movement, which a person wants to achieve, at times unsure of the fact that whether it really exists there or not !
Particularly in companies which have their Directors, General Managers and other senior management staff, who had joined the respective organizations as a Graduate Trainee or Post Graduate Trainee and continued there till the End of their careers. Organizations see it as an act of the highest honesty, commitment or also Patriotism (in some cases) shown by the employee towards the organization. Such organizations remain indebted to their former employees/leaders . There lies a great sense of bonding with the organization in the minds of such employees. By and large it promotes a feeling that, company scores more in a process of acquiring talent through the screens of their own certified tests, GDs and personal interviews conducted on the college campuses of so called reputed institutes and thus heavily banks on these candidates. Organizations look towards these trainees as the future leaders of its own legacy.
A lateral recruit is one who can be an opportunist who joins an organization with a specific purpose. He/She can be very shrewd with their motives. They may have a fixed time frame in their minds about the duration which they want to spend in an organization. Long term commitment is missing in such cases. It’s hard to recognize on any campus, a person who has joined as a lateral recruit and the one who is selected through campus recruitment. For organizations the risk of losing a lateral recruit always lies. Thus they can not bank upon/depend on them for at least few initial years.
On the contrary there can be some individuals who genuinely want to build their careers with their new organization. They are neither deceptive nor tricky, they are just in search of good work which can challenge their inherent capabilities and also give a competitive compensation. These professionals are indeed required for organization's growth which they may identify as the ‘Talent’, but if prejudiced due to the previous experiences, organizations deliberatley take time to recognize and reward this talent. This pool of talent is not easily available. In such scenario a good professional tends to lose out if the organization is not equipped with proper appraising tools. Also organizations should be open, positive and vibrant towards lateral recruits, otherwise organizations may lose out because of the presumptions for lateral recruits.
Non encouraging attitude of the organizations towards lateral talent is a vital area of improvement for their own competence.
(Above article includes lot of speculation need not be true in all cases, readers kindly remain unbiased about the writer, He is very straight forward. This is an attempt not the quintessence..)
Most of the companies depend largly upon laterally recruited employees and thus have to share critical data with them. A lateral recruit is an individual who has come from other organization, not selected by the campus recruitment process.
To move ahead in the career and to seek growth a candidate shifts companies. He/She feels it’s inevitable if one has to grow, grow fast, particularly in the environments where they feel their growth is stuck. There are various reasons why one switches from one company to another. Reasons could primarily be better pay, better responsibility or ‘post’ which are said commonly. Also better work culture, better brand value of the organization. Crux is, there is always some sharp motive behind this movement, which a person wants to achieve, at times unsure of the fact that whether it really exists there or not !
Particularly in companies which have their Directors, General Managers and other senior management staff, who had joined the respective organizations as a Graduate Trainee or Post Graduate Trainee and continued there till the End of their careers. Organizations see it as an act of the highest honesty, commitment or also Patriotism (in some cases) shown by the employee towards the organization. Such organizations remain indebted to their former employees/leaders . There lies a great sense of bonding with the organization in the minds of such employees. By and large it promotes a feeling that, company scores more in a process of acquiring talent through the screens of their own certified tests, GDs and personal interviews conducted on the college campuses of so called reputed institutes and thus heavily banks on these candidates. Organizations look towards these trainees as the future leaders of its own legacy.
A lateral recruit is one who can be an opportunist who joins an organization with a specific purpose. He/She can be very shrewd with their motives. They may have a fixed time frame in their minds about the duration which they want to spend in an organization. Long term commitment is missing in such cases. It’s hard to recognize on any campus, a person who has joined as a lateral recruit and the one who is selected through campus recruitment. For organizations the risk of losing a lateral recruit always lies. Thus they can not bank upon/depend on them for at least few initial years.
On the contrary there can be some individuals who genuinely want to build their careers with their new organization. They are neither deceptive nor tricky, they are just in search of good work which can challenge their inherent capabilities and also give a competitive compensation. These professionals are indeed required for organization's growth which they may identify as the ‘Talent’, but if prejudiced due to the previous experiences, organizations deliberatley take time to recognize and reward this talent. This pool of talent is not easily available. In such scenario a good professional tends to lose out if the organization is not equipped with proper appraising tools. Also organizations should be open, positive and vibrant towards lateral recruits, otherwise organizations may lose out because of the presumptions for lateral recruits.
Non encouraging attitude of the organizations towards lateral talent is a vital area of improvement for their own competence.
(Above article includes lot of speculation need not be true in all cases, readers kindly remain unbiased about the writer, He is very straight forward. This is an attempt not the quintessence..)
