Trending @Infosys; Laying off campus selection candidate after 2yrs.
Infy terminating candidate after 2years of campus selection without any justification. Asking the candidate you are on the bench for a long time. Is project allocation a candidate's responsibility or its project manager. Nowadays infy terminates candidates on a daily basis. Also kicking them with 4 Months advance salary which is hardly 1.5 lakh to 1.75 lakh. Really infy doing crime with campus hire talents. May God bless them.
Looking for the project is both candidate and manager responsibility . On the sad part here is, some of the SEs , not willing to take up the project responsibility. I had interviewed at least 50-60 SEs and i can see jealousy and jeal and enthusiasm to on board the project is less than 1%. They are okay to be on bench rather on the scale up and joining the project. In our unit we had given multiple chnaces to the SEs for project opportunity but at the end they decline citing various reasons..cannot learn new technology, location issues, project issues. Most funny part is they dont want to code rather want L1 or L2 support. Some of them even didnt care to respond in teams or to the calls.
Yes, termination will be a saddest part . Whoever got terminating, we would have given multiple oppurunties for the projects and they declined it.
How is a new joiner supposed to find a project ? Totally agreeing on the part where candidates throw tantrum if asked to learn new technology and doesn't want to code and definitely the non responsive on teams and email. However as the manager and HR , they should also understand we hired a candidate from a comp science background, some are good at coding , some are L2 support etc As per their needs and niche and as per the business requirements, they should match the projects. I have seen them hiring candidates from BCom, bca, engineering and all of them doing same work and difference is the JLs and ofc due to this skill mismatch they struggle and hence avoid joining new projects after taking release. On my personal note , I was trained in networking (comp network) even though my niche was in coding Java , and python , HRs promised training is like that however it will be different on base location based on requirements and then mapped to a networking project. I joined and learned a totally new domain , and is not anyway related to my bachelor's degree. although I upskilled and several others do aswell. But everyone doesn't feel so. So If you are asked and mapped to a project and made to doing coding , would you be able to do so ? I'm sure you'd say you'll upskill and blah blah but it's not a piece of cake, and with low performance you'll get need improvement. How is that justified ? Is it jealousy if someone thinks about their career growth for long term ?
Respect your view. In my experience I faced different cases. We had 6 candidates they are all from different units. We skilled them as per our requirement, candidates also cleared many certifications which are aligned to project requirement skills. The project manager is also ready to allocate but as per HR these profiles are blocked for crosspl. So allocation is not possible. Termination justifications like communication skill not upto mark. Here suprise thing is that HR telling communication skill problem to that candidate who won 1st prize in debate from DAV school,Another candidate who got qualified for UPSC. I think that if we don't care about the candidates then we r losing jewels. If some candidates r not good at coding let them go for another unit. In my experience these guys had projects for different units but unit transfer did not happen after many requests. So infy should recall and provide some scope. If infy hiring thousands of candidates from campus selection and laying off them after 2yrs without any proper justification then how will business grow?
Cross billing not possble. in our unit, i normally check on cross allocation . However, yes HRs are damn harsh and responding to mangers as well. Whatever they want they are doing and feeling like what ever they do is correct.
This company thinks you're supposed to find work for yourself
It's an hybrid model where not all managers are coming to office
And not like there are any meets arranged to find a project
It feels like they expect you to meet any random person and ask for work "IT kamgar chowk"
Its not like that, if we get any new project, we normally check raise a request for talents and we receive huge sheet. Based on the skillset we take interviews and shortlist. Still if you didnt get any call, try to post in viva engage and look for opportunity. I personally took SEs through the sheet i received from HR. May be for other units not sure how they follow.
Yes infosys bluffing the employees last 2years and continue to layoffs with out any reason I'm also suffering this issue..
We should think about Navigate Next...😀 I am thinking how to raise this in the right forum to help these guys. Unnecessarily infy spoilt candidates future and their emotions🔥🔥🔥🔥🔥. Can we raise this issue in X(Twitter) ?do we have any labour union or any law which can help on this?
