譯文來源：三泰虎 http://www.santaihu.com/48840.html譯者：Joyceliu
In his 2016 book Alibaba: The House That Jack Ma Built, author Duncan Clark wrote about how the founder of one of the world’s biggest e-commerce companies hires.
When building up his team Jack preferred hiring people a notch or two below the top performers in their schools. The college elite, Jack explained, would easily get frustrated when they encountered the difficulties of the real world.
Hiring strategies at Indian companies couldn’t be more different. Not only do they want to hire the top performers, they want to hire them from elite colleges such as the Indian Institutes of Technology (IITs) or the Indian Institutes of Management (IIMs). A top e-commerce firm in the country is even notorious for hiring its early team from a specific hostel at IIT Delhi.
All over the world, employers like to hire people who are similar to them. In India, however, they do so without an iota of guilt or embarrassment. Most tech founders, often graduates of top schools themselves, publicly and proudly declare that hiring from an IIT is the “most natural thing” for them to do.
在2016年出版的《阿里巴巴：馬雲建造的房子》一書中，作者鄧肯寫到了全球最大的電子商務公司之一的創始人如何挑選員工。
在組建自己的團隊時，馬雲更喜歡僱傭比學校裡表現最優秀的人略低一兩個等級的人。馬雲解釋說，當大學裡的精英們遭遇現實世界的困難時，他們很容易感到沮喪。
印度企業的招聘策略截然不同。他們不僅希望聘用頂尖人才，還希望員工都出自印度理工學院(簡稱IITs)或印度管理學院(簡稱IIMs)等精英院校。印度一家頂級電子商務公司甚至還因從印度理工學院德里分校(IIT Delhi)的一個特定宿舍樓裡僱傭早期團隊而臭名昭著。
眾觀全球，僱主都喜歡僱傭與自己相似的人。然而在印度，僱主們這樣做沒有一絲內疚或尷尬。大多數科技公司的創始人(往往自己就是頂尖商學院的畢業生)都公開自豪地宣稱，從印度理工學院招聘是他們“最自然的選擇”。
Part of the bias comes from years of brainwashing by Indian middle-class parents, who convince their children that their success, self-worth, and marriage prospects are directly tied to the college they attend. As an extension,they tend to trust, invest in, or mentor only people like themselves.
While there is a widespread perception that institutes such as IITs and BITS Pilani celebrate meritocracy, it may not be entirely accurate. Where and to whom one is born often plays a role in deciding where one studies, especially since the route to top universities is paved with expensive cram school fees.
Given the competitive selection processes they undergo, engineers or managers from premier universities do bring a lot to the table, from academic excellence to a strong alumni network. They also typically have sharper soft skills, especially fluency in English, still critical to success in corporate India.
However, those who go to non-elite schools tend to bring to the table something else of great value: a need to prove themselves.
這種偏見部分來自印度中產階級父母多年來的洗腦，他們讓孩子相信，他們的成功、自我價值和婚姻前景與他們上的大學直接相關。因此，他們也只信任、投資或指導像他們一樣的人。
儘管人們普遍認為，印度理工學院和印度理工學院等機構推崇精英制度，但這種看法可能並不完全正確。一個人在哪裡出生，在誰那裡出生，往往是決定他在哪裡學習的一個因素，特別是因為通往頂尖大學的道路都是昂貴的補習班學費堆出來的。
考慮到他們所經歷的競爭激烈的選拔過程，一流大學的工程師或經理們確實獲得了很多東西，從學術卓越到強大的校友網絡。他們通常還擁有更敏銳的軟技能，尤其是流利的英語，這仍然是個人能否在印度企業取得成功的關鍵。
然而，那些進入非精英學校的學生往往能獲得一些擁有巨大價值的東西：證明自己的需要。
“Graduates from tier 2 or tier 3 schools have a hunger to over-compensate for what they perceive they lack,” says Dinesh Jain, who has been CEO of organizations such as Nissan Motor-India and Zee Turner. He now runs IndianMaze Advisory, a strategy firm, and wrote on LinkedIn recently about the benefits of hiring from smaller towns and colleges.
“They have seen their counterparts from larger cities with ‘privileges’ and they want to achieve all that and more. Therefore, they are far more driven,” he wrote.
Hiring from lesser-known colleges can benefit companies in surprising ways. Those from better schools are usually uncompromising about the types of jobs they want: well-paid, intellectually-stimulating, cutting-edge. That leaves plenty of lower-level roles available for their less academically advanced peers, who can make productive use of the opportunity. “After four to five years, the grassroots level worker has a superior understanding of the ecosystem and can make a significant contribution to the company’s overall strategy,” writes Jain.
曾擔任尼桑汽車印度公司和Zee Turner等公司首席執行官的迪內什•賈殷表示：“來自二流或三流學校的畢業生渴望彌補他們認為自己所欠缺的東西。”他現在經營著一家戰略諮詢公司IndianMaze Advisory，最近他在領英上寫了一篇關於從小城鎮和大學招聘的好處的文章。
“他們看到來自大城市的同行擁有‘特權’，他們希望實現所有這些，甚至更多。因此，他們更有動力，”他寫道。
從不太知名的大學招聘可以讓公司以令人驚訝的方式受益。那些來自好學校的學生通常對他們想要的工作類型毫不妥協：高薪、能激發智力、前沿尖端。這就為那些學術水平較低的學生留下了大量的低級別職位，他們可以充分利用這一機會。傑恩寫道:“四五年後，基層員工對生態系統有了更深刻的理解，可以為公司的整體戰略做出重大貢獻。”
More importantly, as Indian startups expand into markets beyond major cities, the experience and knowledge that people from smaller towns and colleges possess becomes arguably more important to a company’s success. By hiring only from elite colleges, which have severely skewed gender and caste ratios, companies are unlikely to get on board diverse perspectives.
“You cannot continue to hire people based on ‘feels’,” says Apurv Agrawal, founder of workflow automation platform Squad.
This realization is creeping up on bigger companies as well.
“Companies like Flipkart…have a very diverse customer base. That means we have as many women shopping through e-commerce as men. The same sort of diversity in our employee fabric becomes critical for our success,” says Phanimohan Kalagara, senior vice-president of product and engineering at Flipkart Online. He did not go to an IIT, he adds.
How can employers become better judges of talent? Fighting years of conditioning and biases at the time of recruiting is hard, yet rewarding. I spoke to a few entrepreneurs about some practical measures companies can take while hiring.
更重要的是，隨著印度初創企業向大城市以外的市場擴張，來自小城鎮和大學的人所擁有的經驗和知識可以說對一家公司的成功更加重要。只從精英大學招聘，會嚴重扭曲性別和種姓比例，企業不太可能接受不同的觀點。
工作流自動化平臺班的創始人阿普爾夫•阿格拉瓦爾表示:“你不能繼續憑‘感覺’招聘員工。”大公司也逐漸意識到這一點。
“像Flipkart這樣的公司……擁有非常多樣化的客戶群。這意味著我們通過電子商務購物的女性和男性一樣多。”Flipkart Online負責產品和工程的高級副總裁帕尼莫罕•卡拉加拉表示:“員工構成的多樣性對我們的成功至關重要。”他補充說，他自己就沒有上過印度理工學院。
僱主如何才能更好地評判人才？在招聘時與多年的條件和偏見作鬥爭並非易事，但是是值得的。我與一些企業家討論了公司在招聘時可以採取的一些實際措施。
Ask “out of syllabus” questions
Anirudh Pandita, founder of digital entertainment company Pocket Aces, likes to ask candidates about things completely unrelated to the job profile in question, querying prospective coders, product designers, or>
How does an elevator work?
How will you explain this technology to your grandmother?
What will happen in the future if cloning becomes a reality?
The intent is to see how candidates react to unexpected situations. “Even if they don’t know the technical answer, I just want to see how they behave,” says Pandita, who has an MBA from The Wharton School at the University of Pennsylvania. “It helps me figure out if they are the right cultural fit for our organization or not.”
He looks for people who have the humility to receive feedback and know it when they are wrong, a quality some top academic performers may not possess.
提問“教學大綱之外”的問題
數字娛樂公司Pocket Aces的創始人阿尼魯德•潘迪塔喜歡問應聘者一些與工作完全無關的問題，比如詢問未來的程序員、產品設計師或編劇下面的問題：
電梯是如何工作的?
你會如何向你的祖母解釋這項技術?
如果克隆成為現實，未來會發生什麼?
這樣做的目的是為了瞭解候選人對意外情況的反應。擁有賓夕法尼亞大學沃頓商學院MBA學位的潘迪塔表示:“即使他們不知道技術上的答案也沒關係，我也只是想看看他們的表現。”“這可以幫我弄清楚，他們是否適合我們的企業文化。”
他尋找的是那些能夠謙遜地接受反饋，並在犯錯時能意識到這一點的人，而這正是一些頂尖學者所不具備的品質。
Look for spikes in the resume
Given the rapid changes in technology and an evolving business world, what one learns in college can be outdated even by the time of graduation. It is important for employers to gauge an applicant’s curiosity and willingness to learn by looking at other activities on their resumes. Look, for example, at the quality of the internships or online courses a candidate has participated in.
“No engineer can say, ‘I can’t write as good a code as an IIT-ian’ now, because of online learning,” says Squad’s Agrawal. “I have met candidates from unknown colleges in places like Bareilly who have read more books on physics and philosophy than anyone I know.”
發現簡歷中的閃光點
考慮到科技的快速發展和商業世界的不斷髮展，一個人在大學裡學到的東西可能在畢業時就已經過時了。僱主可以通過簡歷上的其他活動來判斷應聘者的好奇心和學習意願。例如，看看應聘者參加的實習或在線課程的質量。
Squad的阿格拉沃爾表示：“由於在線學習，現在沒有哪個工程師會說，‘我寫不出像跟印度理工學生一樣好的代碼’。我遇到過一些來自巴雷利這樣地方的無名大學的學生，他們讀的物理和哲學方面的書比我認識的任何人都多。”
Find people who have failed
New entrepreneurs told me about a lesser-known problem with good students, especially those who have been top performers since kindergarten: They don’t know what it is to fail. To build something truly big, a startup founder needs a team that can handle failure. As Alibaba’s Ma told an audience in Nairobi: “If you cannot get used to failure—just like a boxer—if you can’t get used to (being) hit, how can you win?”
尋找曾經失敗過的人
新企業家告訴我一個不太為人所知的好學生問題，尤其是那些從幼兒園起就表現優異的學生:他們不知道失敗是什麼。要打造真正偉大的事業，創業者需要一個能應對失敗的團隊。正如馬雲在內羅畢對觀眾說的那樣:“如果你不能習慣失敗——就像拳擊手一樣——如果你不能習慣被打，你怎麼可能贏?”
Mentor
For those who’ve found professional success despite graduating from less-famous colleges, there’s a way of giving back: become a brand ambassador for your alma mater.
Go back and mentor students and let them know about the expectations they will face in the modern Indian workplace. “When I graduated from IIFT in 1986, it wasn’t what it is today,” notes Jain. “Not many blue-chip companies recruited from there. It would be a similar story for colleges like IMT Ghaziabad.”
The investment is worth it, for you and your company, because these graduates will remember that you picked them when no one else did.
導師
對於那些從不太知名的大學畢業卻獲得成功職業的人來說，有一種回報的方式：成為母校的品牌大使。
返校指導學生，讓他們知道他們在現代印度工作場所將面臨的期望。“1986年我從IIFT畢業的時候，情況和現在不一樣，”Jain說。“去那裡招聘的好公司並不多。對於像IMT Ghaziabad這樣的大學來說，情況也差不多。”
對你和你的公司來說，這筆投資是值得的，因為這些畢業生會記得，是你在別人沒有選擇他們的時候選擇了他們。
以下是美國雅虎網站讀者評論：
外文鏈接：https://finance.yahoo.com/m/a93673a4-d59e-3ce9-962c-9c2199b18217/indian-employers-are.html
Timothy2 days ago
But graduates of elite universities very often are NOT top performers, they merely have parents who are top earners. So this theory makes no sense in the real world.
但精英大學的畢業生往往不是最優秀的，只是他們的父母屬於收入最高的階層。所以這個理論在現實世界中毫無意義。
GDLem
In my technical industry, I've worked and met many Indians, Chinese, Japanese, etc...brilliant (almost genius) minds that I'll never match up to....the problem with most of them is that they don't know how to make a decision, or afraid to, or want no such responsibility.....it doesn't leave me with much to work with....
在我的技術行業，我同事過、也遇到過許多印度人、中國人、日本人等，他們聰明的(幾乎是天才級別的)頭腦，我永遠無法匹敵…他們大多數人的問題是不知道如何做決定，或者害怕做決定，或者不想承擔這樣的責任……它沒有給我留下多少工作要做……
Nathan
Hiring "stars" based on college class rank is how Enron happened.
根據大學的班級排名僱傭“明星”學生是安然事件的起因。
El Whappo
I'm guessing that the two schools mentioned are full of prominent caste students. Time to shred that ideology and use your manpower to accomplish something good.
我猜上面提到的兩所學校都是高種姓學生。是時候打破這種觀念，用你的人力資源去做些好事了。
Sam Anderson
Check properly, they might be faking it or committing fraud while doing this.
要好好核實一下，他們可能作假了，或者犯了欺詐罪。
GG
I don’t care what school they went to. Just give me my Lotto ticket and $25 on pump #5.
我不在乎他們之前上了什麼學校。把我的樂透彩票和5號油泵的25美元給我就行了。
Pharter McScooter
I work for a tech giant and trust me...those I work with in India aren't all that "elite". Their culture in the work place is very siloed...ie, they don't think outside the box and there's only black and white in their processes.
我在一家科技巨頭工作，相信我……我在印度的同事並非都是“精英”。他們在工作場所的文化非常封閉……也就是說，他們不會跳出思維定勢，在他們的思維中只有黑與白。
Andrew
Interesting article. I can see how this can be a problem as some colleges are so set in legacy and others are just too expensive. Most of the education I have had or been exposed to seemed more like indoctrination than real education.
有趣的文章。我明白這是一個問題，因為有些大學太注重傳統，而有些則太貴了。我所接受的大部分教育看起來更像是灌輸，而非真正的教育。
Anonymous
Well... they do have an elite caste system, so.......
嗯...他們有一個精英階層制度，所以......
shockedoldDad
When I have worked with many Indians in American companies and locations, I've found that they got here as a function of money more than brilliance. One downside is that they are accustomed to working with and directing the work of servants, such as me.
當我在美國的公司和地方與許多印度人共事時，我發現他們來到這裡工作都是為了錢，而不是為了才華。缺點是他們習慣於和僕人一起工作，並指揮他們，比如我。
richard
i had a store right next to "the indian market" in bellevue wa. only a mile from micro-soft, where many indians work. there were some very nice and polite indians, but overall most were rude, let their young kids run wild, and expected us, to sell anything they wanted, for half price.
我在貝爾維尤瓦的“印度市場”旁邊開了一家店。離很多印度人工作的微軟只有一英里距離。非常友好和有禮貌的印度人有一些，但總體上他們大多數很粗魯，讓他們的孩子到處亂跑，並期望我們以半價出售任何他們想要的東西。
JJ
Oh jeez.....Indians are taking over in my industry. They are literally everywhere. Being smart is great, but being sensible and having business savvy is something else. On a daily basis some Indian is giving me grief about something.......
哦老天.....印度人正在接管我的行業。他們確實無處不在。聰明固然重要，但明智和商業頭腦是另外一回事。每天都有一些印度人因為某些事情讓我傷心。
Jukti2 days ago
One can't get into an IIT or IIM by bribing or giving donations. Admission is strictly based on merit. Graduates from these colleges do very well in research and teaching. Doing well in large companies is an entirely different thing.
一個人不能通過賄賂或捐贈進入IIT或IIM。這些大學的錄取是嚴格根據成績進行的。這些大學的畢業生在研究和教學方面做得很好。在大公司幹得好完全是另一回事。
Junk2 days ago
Standardizes test taker and exam crammers are top performance in India, they spend 5-6year to prepare for IIT (3 subjects), none has much of soft skill neither any one can write simple essay.
標準化考試和填鴨式考試在印度表現最好，他們花5-6年備考印度理工學院(3個科目)，沒有多少人擁有很多軟技能，也沒有人能寫出簡單的論文。
scs872 days ago
No one can fake himself or herself as representing from IIT or IIM. All of these on site in person interviews. Even US (especially the top investment banking companies) and European companies have the same bias, they recruit graduates from IIT and IIM directly by going to these colleges. However now, the top performers from even the second tier colleges are equally good or better so many companies within India do recruit from there, however the US/Euro companies do not.
沒有人可以假裝自己是IIT或IIM的代表。所有這些都是現場採訪。甚至美國(尤其是頂級投行公司)和歐洲公司也有同樣的偏見，它們直接從印度理工學院(IIT)和印度管理學院(IIM)招聘畢業生。然而，如今，即便是二流大學的頂尖人才也同樣優秀，甚至更為出色。印度國內許多公司確實從二流大學招聘人才，而美國/歐洲公司則沒有。
Eric
Here in the U.S. too many students do just what they need to get by, and expect top grades for minimal work. We need to make America great again.
在美國，太多的學生只是做他們需要做的事情，期望以最少的工作得到最好的成績。我們需要讓美國再次偉大。
Shyerrylittle
It is the same everywhere. Walk over to Google (three blocks from my office) and you will find it filled with Stanford and other elites. So what if you got a degree in English. You will get a job there.
全世界都一樣。走到谷歌(離我的辦公室三個街區遠)，你會發現那裡擠滿了斯坦福大學和其他學校的精英。如果你有英語學位呢？你會在那裡找到工作的。
Princess
Most academic elites usually have type A personalities. They are not good workers because spend too much time trying to control situations and other people, lack compassion and unable to go with the flow. Some times because of their innate controlling tendencies, they also lack creativeness, hence poor problem solvers i.e. only one solution they are able to see..their way or the highway!
大多數學術精英通常都是A型人格。他們不是好員工，因為他們會花太多時間試圖控制局面和其他人，缺乏同情心，不能跟隨大家的意見。有時，由於他們天生的控制慾傾向，他們也缺乏創造性，因此他們是糟糕的問題解決者，他們只能看到一個解決方案。要麼走他們的路，要麼滾蛋!
urine troubleyesterday
these elite students, especially the indians, have absolutely no common sense. most are terrible employees and you typically find them going back to school to get more degrees after they fail at their first job. They never successfully realize that it is them that is the problem and not the education. I've seen it over and over and over.
這些精英學生，尤其是印度人，完全沒有常識。大多數都是糟糕的員工，你通常會發現，他們在第一份工作不順後，就會回學校攻讀更多的學位。他們從來沒有成功地意識到問題出在他們自己身上，而不是教育。這種事我看過無數次了。
The Greys Are Here
Good let them run their businesses into the ground.
好，讓他們把公司搞得烏煙瘴氣吧。
Anonymousyesterday
What do you expect from the nation that invented the caste system
你對發明出種姓制度的國家還抱著什麼期待麼？
Raymond
Only 2% of India's engineers are able to use a keyboard. The rest are "unemployable" per Indian go nment.
只有2%的印度工程師會使用鍵盤。其餘的則是印度政府所說的“無法就業”。
Edward
Many have multiple degrees in a lot of countries but far and few has good communication skills or the capabilities to prove to me they are really utilizing the degrees that are on paper.
許多印度人在很多國家都有多個學位，但很少人擁有良好的溝通技巧或能力向我證明，他們只會紙上談兵。
FLX
they talk a lot, do little and copy or steal other people's ideas. Habitual liars.
他們說得多，做得少，還抄襲或竊取別人的想法。積久漸成的騙子。
Hank2 days ago
The best are the super intelligent that didnt see the need to do the useless work in school when the aced all of the tests. They ended up not getting scholarships or going to college. These tend to actually be the most creative and intelligent of the work force and are the ones I prefer to hire. They are diamonds in the rough and have never faked their way through life like a lot of the "elite" have.
最出色的其實是那些超級聰明的人，不認為那些沒用的功課有什麼必要性，卻還能在考試中得A。他們最終沒有獲得獎學金或沒上大學。這些人往往是勞動力中最有創造力和最聰明的，也是我更願意僱用的人。他們是未經雕琢的鑽石，從沒有像許多“精英”那樣在生活中作假。
Jam Greene
PM Modi should give very LOW interest loans to Entrepreneurs below the age of 25. If a young man or woman has a business idea, he/she should be given a VERY VERY ATTRACTIVE LOAN.....of course with a little background check and everything. It is very high time to do this. Farmers should be counselled to become entrepreneurs. They should be allowed to grow anything in their lands including SANDALWOOD TREES. The Farmer should be able to sell his produce anywhere at his price. This is the only way BHARAT can truly transform herself into a MARKET ECONOMY.
莫迪總理應該給25歲以下的企業家提供低息貸款。如果一個年輕人有商業想法，他/她應該得到一筆非常有吸引力的貸款。當然，要先做一些背景調查。現在正是這樣做的時候。應該建議農民轉變成企業家。他們應獲准在自己的土地上種植任何東西，包括檀香樹。農民應該能獲准在任何地方以自己的價格出售農產品。這是印度真正轉變為市場經濟的唯一途徑。
fred
Most TOP school grads, overseas or in America, are good at blowing their own horns, office politics, and putting others down. If you look at what they actually accomplish project wise, it usually ranges from failure to pathetic.
大多數頂尖學校的畢業生，不管是在海外還是在美國，都擅長自吹自擂，搞辦公室政治並打擊他人。如果你仔細看看他們實際完成的項目，你會發現他們的項目從失敗到可悲都有。
Richard
Asian Indian man pleads Guilty to Defrauding US Dept of Veterans Affairs with $29 Million.
一名亞裔印度男子承認詐騙美國退伍軍人事務部2900萬美元。
Cornholio2 days ago
Brilliant students don't always have the soft skills needed to be an effective leader/manager in a company.
優秀的學生並不總具備成為公司出色領導者/經理所需的軟技能。
IndependantVoteryesterday
No different than any other nation - top schools have more driven students and hence the correlation to succed. That does not mean folks from other schools do not suceed. If i could pick a person from Harvard or University of South Carolina or Alabama - all things being equal, i would pick the kid from Havard, despite the fact i did not go an elite school.
與其他國家都一樣，頂尖學校的學生更發憤圖強，因此也更容易成功。這並不意味著其他學校的學生不能成功。如果讓我挑選一個來自哈佛大學、南卡羅萊納大學或阿拉巴馬大學的學生——在所有條件相同的情況下，我會選擇哈佛的學生，儘管我沒有上過精英學校。
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