What is Campus Recruitment?
Campus Recruiting/Campus Placement brings employers to campus each year to interview and recruit students to work in their organizations. Campus Recruiting/Campus Placement refers to any effort made by prospective employers to recruit students from their college campuses, usually prior to graduation. Campus Recruiting/Campus Placement process gives students a big opportunity to showcase their talent to the companies visiting their campus and get hired, even before the completion of their course. However, any good company has a definitive benchmark with respect to the workforce that they intend to hire. Employers use campus recruitment to attract and screen students for a variety of different positions, both as interns and as full-time employees. In some cases, recruitment takes the form of small events sponsored by one or a few industry representatives. In other cases, the school and industry collaborate to arrange campus-wide job fairs that attract many potential employers. Corporate Companies are typically the most active recruiters, but the government and non-profit organizations also engage in Campus Recruiting/Campus Placement. Apart from the basic field specific skill-set, they also look for people with ambition, aptitude, effective communication skills and team work abilities.
Why Campus Recruitment?
Today, many top corporate houses are giving a lot of importance to Campus recruitment. Corporates want to hire and retain the best possible talent inorder to gain competitive edge over their rivals. During recruitment process, a company employs various selection tools to ensure that it hires right person for the right job. This quest to attain the right fit between a person and a job has magnified the importance of Campus Recruitment and not only engineering colleges but also degree colleges have started to adopt this process.In this context, it is worthwhile to mention that the job-market, today, is promising, not just, for engineering graduates but also for non-engineering graduates. Top notch IT companies are also hiring non-engineering graduates like BSc, BCA graduates, diploma holders. For example, in the year 2010-2011, Infosys made offers to 1000 non-engineering graduates. The compensation package offered to them was Rs 2.18 lakhs per annum. Similarly, TCS is recruiting commerce graduates for software development. The coding has been redesigned so that these graduates can do that part of the work, which doesnot involve engineering knowledge. This, surely, is an encouraging sign for all those who are from non-engineering backgrounds and who wish to take up jobs with companies like TCS, Infosys, Wipro etc. Not just IT industry, but other industries too are buzzing with recruitment activities. For example, the Mahindra Group, which has a wide range of businesses, plans to hire around 25,000 professionals by the end of this year.
Following are some of the salient features of the Campus Recruitment Training course .
- 72 hours of vigorous classes covering various questions asked in Aptitude Test.
- 100+ individual handouts / tests
- Experienced faculty members for each sessions.
- Mock tests each on Infosys, Wipro, TCS, and general tests for better improvement
- Classes on basic communication skills (GD sessions, speaking skills, listening & writing skills)
- Two individual mock interviews (one HR and one Technical) conducted by experts.
- Guidance about various corporate selection processes to ensure the right focus.
- Classes on computer fundamentals, operating systems, networking, C ,C++language
- Resume making and information Sessions on profiles of corporate, IT & ITES Industry updates, GD topics and interview questions.
- Individual Assessments
Each company has its own eligibility criteria in terms of age, qualification, year of graduation, % marks scored in Class Xth, XIIth, UG/PG. The basic eligibility criteria for entry level position in different IT companies may vary, slightly, from company to company, but broadly they do not differ much.
Procedure for Campus recruitment
Various stages of the selection process remain, broadly, the same for these companies, with some slight variations. These variations could be in the form of an additional or less number of stages for some companies.
The following are the stages that students normally go through as a part of Campus Recruitment:
- Aptitude Test
- Group Discussion
- Personal Interview (may consists of a Technical Interview and an HR Interview.
After short listing, candidates based on the Academic Criteria as stated above, the shortlisted students go through to the next round of placements, which are typically Aptitude and Technical tests conducted over one or two days at the college campus. Placement Tests can be conducted in Paper format or in a Computer-based format.
- Aptitude Test:
Aptitude Test is one of the integral components in the entire scheme of the selection process. The areas normally covered in the aptitude tests of most companies are Quantitative ability, Reasoning, Verbal Ability and Basic Computer Skills. These tests are well structured. The kind of questions that are asked or the topics that are tested depends entirely on the company conducting the test. Each company has its own pattern.
The aptitude test normally includes questions based on:
a. Quantitative Ability
b. Data Interpretation
c. Verbal Ability and Reading Comprehension
d. Logical Reasoning
e. General Knowledge and Current Awareness
The technical test, as the name suggests, is designed to assess your subject knowledge in your area of specialization (for eg. computer programming, mechanical, chemical, civil etc.)
- Group Discussion:
Companies conduct group discussion after the written test so as to check on your interactive skills and how good you are at communicating with other people. A group discussion or GD is conducted to test the interpersonal, including communication, skills of candidates. It also tests a candidate's knowledge and his ability to link the facts.
In a GD, a group of students is asked to discuss a topic given to them. The topics that are given in GD are of two types – Knowledge based and Abstract. GD is conducted to test certain key attributes in you. You would be tested for your clarity of thought and clarity of language. The companies, also, test your ability to understand and structure a response to the topic. Your leadership skills are also put to test during Group Discussion. In order to do well in GD, you need to read newspapers, magazines regularly. The GD is to check how you behave, participate and contribute in a group, how much importance do you give to the group objective as well as your own, how well do you listen to viewpoints of others and how open-minded are you in accepting views contrary to your own. The aspects which make up a GD are verbal communication, non-verbal behaviour, and conformation to norms, decision-making ability and cooperation. You should try to be as true as possible to these aspects.
Companies conduct group discussion after the written test to know more about your:
- Interactive Skills (how good you are at communication with other people)
- Behavior (how open-minded are you in accepting views contrary to your own)
- Participation (how good an active speaker you are & your attention to the discussion)
- Contribution (how much importance do you give to the group objective as well as your own)
Aspects which make up a Group Discussion are:
- Verbal Communication
- Non-verbal behavior
- Confirmation to norms
- Decision making ability
- Personal Interview
After a round of Group Discussion, the candidates are short listed for the interview. Interview is the last stage in the entire scheme of selection process. Some companies conduct HR and Technical Interviews separately, while some other companies combine both types in a single interview. The interviews are conducted to test a candidate's knowledge of self, his career plans, hobbies, interests, achievements, knowledge about his specialization etc. Questions can be drawn from any area. It is expected that you have a clear career goal or objective when you face an interview panel. Overall, your confidence and your knowledge are the key attributes which would be checked here. For the employer, this is the medium to actually know the person beyond his test scores as well as to gauge his capabilities and talents and his ability to project himself as a suitable employee. The two phases of an interview are:
A. Technical Interview
The technical interview is designed to measure the student's learning and understanding of specific concepts in his field of specialization viz. C, C++, Java, microprocessors, Electronics etc. It tests the level of knowledge in the talent area of a student.
B. HR Interview
The HR interview is a very critical process in the entire recruitment drive conducted by any organization, as it deals with the evaluation of a student as a prospective employee of the organization based on his calibration with the benchmarks that are set for any employee of the organization. The HR interview tests a students on his/her exposure to the practical aspect of his talents, strengths and area of opportunity, basic mannerisms and team working abilities and clarity of objectives and future goals.
Module 1 : Training for General Aptitude
This training will be handled by subject experts in Quantitative, Verbal ability and Reasoning.
Module 2 : Training for Soft Skills
Key to a succesful career is how the individual relates and communicates with others. Being able to communicate clearly and openly, listen empathetically, being flexible, able to adapt, collaborate and influence are part of it. Understanding and managing yourself, working under stress and managing your relationships are another part. Success Academy has created modules crafted by senior trainers in soft skills from academics and corporates to make the training program very effective. Soft Skills training fully related with job and its atmosphere.
Module 3 : Training for Personality Development
A noticeable Personality is the need of the hour. Success Academy will train students at the hands of experts who will make a world of difference to the personality the candidates carry back to their place of work. Personality development is fully related with one's life development overall. Personality Development Training is given to a person by a qualified psychologist through psychometric tests and other assessment.
Module 4 : Training for Group Discussion and Personal Interview
Group Behavior is an integral part of a corporate. Thorough simulations of the GD tests are incorporated in this module. First Impressions are surely lasting impressions. The reason why institutes put you through a Group discussion and an interview, after testing your technical and conceptual skills in an exam, is to get to know you as a person and gauge how well you will fit in their institute. GD evaluates how you can function as a part of a team. As a manager or as a member of an organization you will always be working in teams. Therefore how you interact in a team becomes an important criterion for your selection. Managers have to work in a team and get best results out of teamwork. That is the reason why management institutes include GD as a component of the selection procedure.Industry Experts have put their heads together to create the module on Personal Interviews so that candidates make a lasting impression in the minds of the recruiters they face.
Module 5 : Tests for Practice
Simulated tests for continuous practice giving individual attention to the dynamics of each candidate will be conducted. The candidates will get the analysis of the test they appear and so will be able to make required changes in their preparations. 72 hours of vigorous classes covering various questions asked in Aptitude Test. 100+ individual handouts / tests Experienced faculty members for each sessions.Mock tests each on Infosys, Wipro, TCS, and general tests for better improvement