“Appointment of companies to rest …”: Founder of the startup, reduce the defective culture culture in India that suffocates innovation

Amit Gobta, the director of Startup Factoryal, took to LinkedIn to challenge employment practices in India, describing it mainly. “Employment in India is not related to finding the best person for this position-it is related to finding the right person for the comfort of the decision-maker.” His publication sparked a hot discussion, as professionals share their experiences and frustrations with biases that exceeded the skills and experience.

The Gopta Publicity has dissected how employment in India often gives priority to “Culture Fit”, which, according to him, leads to biases related to personal background, language, regional affiliation, and even names. “Skills? Secondary. Experience?

He added that the referrals dominate the process, and the entire industries are filled with people from the same societies, and the transition-whether in sex, thought or approach to solving problems-suffers from a result.

“When the culture is a guard for the gate instead of a empowerment factor, companies rent to rest, not efficiency. Then they ask why innovation is missing.”

Many LinkedIn users agreed to his observations. One commentator noticed, “It comes to finding a controlled person … to the extent that dependency is the base or the worst, submission.”

Another user criticized how candidates for the pressures of fake answers: “Why can they simply say that they are looking for a better attack or took a professional break? Why is honesty mistake in the turmoil?” They argued that companies are under payment of salaries, and forced the candidates to meet unrealistic expectations, Which leads to text interviews and exaggerated skill demands.

The issue is not limited to India. “Welcome to Europe, where the same biases prevail on a larger scale,” a commentator wrote, citing nationality, language and regional preferences as repeated biases.

Others referred to systemic defects in the recruitment process, stressing how to reduce costs often outperform talent. “Budget (lower salary) determines employment opportunities. One user commented:

Not everyone agreed. Out of an opposition voice by giving priority to loyalty to the ability: “I can teach skills for an average but loyal employee. It is very difficult to manage a smart man who only uses the offer to get a better deal elsewhere. Loyalty outperforms the ability in any day.”