Hire after school, train for the job - Why's this model the most suitable for Bharat...

It will indeed bypass a lot of the distortions that India’s current college + reservation pipeline creates.

1. Why it would bypass reservation

Reservation applies to educational institutions and public sector jobs—but private sector hiring from 10+2 and training in-house isn’t bound by the same rules.

If companies don’t rely on government-affiliated degree programs, they sidestep entrance quotas entirely.

It removes the dependency on college “gatekeeping” where reservation heavily tilts admission.

2. Advantages

- Skill over certificate – You’re selecting for aptitude and trainability, not just paper degrees.

- Immediate industry relevance – Training would be tailored to current tech, tools, and methods, unlike outdated college syllabi.

- Cost savings – Companies save on hiring “already trained” graduates with mismatched skills and instead invest directly in relevant talent.

- Meritocracy – If hiring is based on an open aptitude test after 10+2, it can be far more merit-driven than current degree-based recruitment.

3. Challenges

Legal framework – The Apprentices Act and labour laws in India would need tweaks to allow large-scale recruitment at 18 without degree prerequisites.

Social acceptance – Many parents still see a “degree” as essential social capital, even if the job is well-paying.

Mobility – Without a degree, employees might face trouble if they later want to move to other companies or go abroad (though in tech, experience often trumps degree).

Training investment risk – Companies spend resources on training, and the trainee could leave for another employer after gaining skills.

4. Possible models in India

German-style dual vocational training – Students split time between classroom theory (private institutes or online) and in-company apprenticeships.

Company-backed skill universities – Firms like TCS, Infosys, or Mahindra could run accredited programs that give both skills and a formal qualification.

Industry-standard aptitude exams – Private “job boards” could run standardised tests at 18, letting top scorers directly enter company training tracks.

If this became mainstream, the traditional degree + reservation pathway would lose relevance, and hiring would shift to skills-first meritocracy.

But it would need strong industry coalition and a public shift in mindset—right now, most of India still sees “college degree” as non-negotiable, even if the degree adds little value.