akakash
does a person need academic record or practical knowledge ?
Not sure what you mean. Practical knowledge of what?
akakash
how the person is being judged in an interview by his character or academics or by his practical knowledge
Any potential recruit is judged by his/her skills, past performance, past experience, knowledge relevant to the job position he/she is being considered for.
akakash
the recruitment companies are asking for cgpa >7.5 why ?
Because that's one simple filter they have to avoid spending time in checking every candidate. Think from the perspective of the company. If 1000 people apply for a job - are they supposed to really check each of them? That's not practical. That's why they short-list them to just about 200 or 100 through academic performance criteria and only make those who qualify appear for the test. Nothing more than that!
Of course, a person with less CGPA can definitely be an overall better candidate than the one with higher one; but how will the company know? There has to be a filtering mechanism!
akakash
i will ask u some question be sincere to me in answering
consider u are hiring persons for ur company
case 1-- a person with good academics of cgpa 9.5
case 2--- a person with cgpa of 7.5 and have done good internships and projects
1)who will u hiri???
2) how a person is judged in an interview( within that short span)
3) why they(companies) are asking for higher cgpa??
Have done this several times for multiple companies. When company hires through campuses, the academic performance definitely is a filter that picks only the constant performers.
The cases you have presented are
NOT the basis of hiring. They are just the 'filters'. Good internship or project does NOT guarantee that the candidate is a good fit. That said, it's NOT possible to judge a person totally in a short span of the interview.
Remember that recruitment process is often the 'elimination' process.
What the recruiters try to do is find out:-
- Has this person performed consistently?
- Does this person have the skills necessary for the target job?
- Does this person have the experience necessary for the target job?
- How does this person respond to questions?
- How does this person approach the problems?
- Is he good with the subjects he/she has learned during engineering?
- Does my intuition tell me that this person will be a good fit for my team or company?
...and there are hundreds of such question an interviewer will try to find answers for.
But if you are really GOOD, you can always be spotted by the recruiters. It's very easy, actually. Do you have anything that you can 'show off' to the recruiters? If you are good - you've got something to show to the recruiters that will grab their attention. For example, if you are applying for a job of software developer; and you're a regular contributor to WordPress core code or have built a complex project on your own - the recruiters will be more than happy to consider you; and even change the recruitment criteria. If you are into electronics - show a project that you've worked on your own - and trust me, it has to be EXCEPTIONAL. Not your regular academic project! Something that makes the interviewers think that it'd be the biggest mistake of their life to not hire you.
At CrazyEngineers - we do not pay attention to academic performance. But give candidates a fair chance to prove their skills; but as you'd understand - it's a fairly long process. It depends upon the company what kind of candidates they want.