MIGRATION: TO ACCEPT JOB SEEKERS OR NOT? - Chanukya's way

[Guest guest]

MIGRATION: TO ACCEPT JOB SEEKERS OR NOT? - Radhakrishnan Pillai

 

 

Migration is a natural process. Animals, birds have been said to migrate in

search of food and shelter. All of us are aware of human beings also migrating.

Some migrate for money, some for education, while some for a better life style

and comfort. But from the angle of governance, or even that of an employer, it

is important to check each migrant or candidate.

 

Migration does not automatically convert people into assets in the new place.

 

Chanakya says,

 

" And he should not allow in the city `outsiders' who cause harm to the country.

He should cast them out in the countryside or make them pay all the taxes "

(2.4.32)

 

This shows how particular Chanakya was in keeping a watch over each person

coming into his kingdom. If you read the above verse carefully, you will realise

that several centuries after Chanakya's time, this became a formal visa process.

 

It can even help you to choose whom to accept when potential candidates migrate

to your organisation:

 

 

Check your requirement

Firstly, be clear what your company, organisation or country's requirement is.

Based on that, allow migrants to come in. Many migrants add value to a new

place.

 

The labour class of India migrated to the Middle East and became a cheap but

efficient labour force. Indian doctors and engineers who migrated in the 1960s

added great value to countries like US and UK. A nation like Singapore, which

values human capital, has created intellectual assets from migrants.

 

So can your organisation, provided you know what you want and make that synergy

work.

 

Check their requirement

Understand the need of the person seeking migration or a change in job. It could

be economic, security, and even safety. War-torn countries displace entire

generations to neighbouring nations.

 

In the corporate world too, companies that suddenly close down end up generating

a huge pool of talent looking for work. Even otherwise, growing companies and

multinationals talk of global talent than just national talent.

 

But, even if that candidate migrating to your firm has this talent, you should

be clear on what that person's needs are and whether they can be fulfilled.

 

Win–win, or `no deal'

All those seeking migration need not be productive. Just be aware that both —

the one migrating to you as well as your firm which may accept him – should

benefit from the change. Therefore, it is necessary to have a win-win deal. Or

to, put it in the language of management guru Stephen Covey, " No deal! "

 

Also remember that you have to be open and tolerant as – be it in nations or

companies – people who migrate not only come with suitcases but also bring along

their culture, habits, and mind-sets. Therefore, be ready to adapt.