|
|
|
Campus Recruitment Training
What is Campus Recruitment?
The term Campus Recruitment refers to the system where various organizations
visit to the college (campuses) to recruit bright youngsters to work for them.
Students, who are keen on beginning their professional career as soon
as they finish studies, find the opportunity knocking at their doors.
They can thus get the training and acquire professional skills immediately after college.
This is good opportunity to enter the job market as entry otherwise becomes difficult.
Traditionally campus recruitment happened only at management campuses with the elite
IIMs taking the cake. Later it percolated to the engineering colleges, again with the
elite IITs showing the way. Now with the boom in the IT and ITES openings, corporates
are looking beyond the traditional colleges from which they recruited. This is
obviously a boon to all students who are studying in the areas that the corporates
want to hire from.
The excitement that one witnesses during the Campus recruitment has to be seen to be
believed. There is a palpable sense of anticipation,tension and eagerness when the
companies arrive on campus. After all every one wants to be on the list of recruits
of an Infosys, a Satyam, a Wipro or an IBM or Microsoft does one not?
|
|
Why Campus Recruitment?
Campus Recruitment provides a platform for the organizations to meet the aspirants and
pick up intelligent, committed youth who have the requisite enthusiasm and zeal to
prove themselves. In order to find the right candidates, organizations employ various
selection procedures. With the growth in IT/ITES industries, the need for talented
and self-motivated young people who can work tirelessly has grown. So organizations do
not confine themselves to only the select institutes but spread their net far and wide.
Campus recruitment has also spread from professional colleges (like engineering) to colleges
offering general degrees like B.Com, B.Sc, etc. Organizations seek to pickup the cream
from different colleges. Hence, students from most good colleges now have a favourable
chance to join a reputed organization without having to scrutinize diligently the 'wanted' columns. Organizations
recruiting through campus selection include leading players like Infosys, T.C.S., Satyam. C.T.S. and Wipro.
Now one also needs to understand why it is that corporates are beginning to lay a lot of
emphasis on campus recruitment. In today’s world it is a war out there. A war to hire the
right kind of talent. Capable and hardworking manpower is the best asset that any company
can have.And the company that manages to hire and retain the right kind of talent can hope
to best its rivals in the market place. Hence the importance of Campus Recruitment.
It is easy for companies to reach a particular college and conduct recruitments there
rather than reach out to a whole lot of individuals via newspapers etc. Now this trend
is here to stay. It therefore makes a lot of sense to be thoroughly prepared for the
Campus Recruitment by the companies.
The Selection Process:
The various stages of the selection process remain generally the same for these companies, with some slight variations. This could be in the form of an additional or fewer number of stages for some companies.
The following are the stages that students normally go through as a part of Campus Recruitment:
(i) Aptitude Test (ii) GD (iii) Interviews
Aptitude Test:
Aptitude test is a structured systematic way of evaluating how people perform on tasks or react to different situations. Aptitude tests are designed to test the presence of certain innate abilities required for a particular line of work or study. They generally test students in areas such as Quantitative Methods, Verbal Ability, Logical Reasoning and Basic Domain Knowledge. An aptitude test is used as a process of filtration to reduce the number of candidates for further rounds of selection process.
Obviously when the companies are hiring from campuses they are looking at certain skill sets in an individual. They would like to ensure that the candidates are good with their quantitative skills, reasoning ability and have acceptable levels of communication skills. These they check through a series of tests that they administer.
The Aptitude test that they administer tests the candidates’ quantitative ability to deal with figures and analyse mathematical data that may help arrive at sound business decisions.
The kind of questions that are asked or the topics that are tested depends entirely on the Company. For instance the Infosys test paper has a section on puzzles. The Wipro aptitude test paper has questions on subject knowledge. These sections are critical.
[explain briefly why]
So as mentioned earlier there is no uniformity on the kind of questions asked or the topics tested. This makes it doubly important to ensure that one is adequately prepared for the test. And we make sure that students who go through our course are prepared for any kind of a question that is thrown at them.
The importance of the Aptitude Tests can not be underrated .However good one might be in technical skills or in soft skills like language, communication etc. if one does not clear the Aptitude Test one will not go to the next stage.
The next stage in the selection process is the Group Discussion.
Group Discussion:
A group discussion or GD is conducted to test the following skills of candidates -
Inter personal - listening, speaking, receptiveness, team spirit, etc.,
Clarity of thought - Knowledge and the ability to link known facts
Communication skills - Coherence
A GD is a process of SELECTION as against a process of ELIMINATION. The intention is to select the best students who possess the desired skills and not to reduce the number of candidates being considered for the next stage/s.
In a GD a group of students is asked to discuss a topic given to them. The reason companies conduct a GD is to check on certain attributes of the candidate. The abilities that a company looks for in a person are clarity of thought and clarity of language. They also look for the ability to understand and structure a response to the topic. They also look for innate leadership skills that a student exhibits.
Interview:
An interview helps the recruiters to get to know the person behind the test scores and
what is mentioned in the application and CV. The recruiters use the interview process
to evaluate the candidate on various aspects such as goals, attitude, motivational levels,
ability to react to situations, etc. An interview also helps the company assess the cultural
fit between the company and the student.
The interviews that companies conduct can be of two kinds. The first one would be an HR interview and the second would be a technical interview. Certain companies depending on their requirement would conduct one or the both these kinds of interviews.
In addition to the above, some companies may also have a psychometric test as a part of the selection process.
Each of these stages is eliminatory.
Salaries: Different companies have their own salary structure, but an indicative range is between Rs.10,000 to Rs.25,000 per month.
Scope in BPOs: Various BPOs and Call Centres recruit people for software jobs like software programming, customer support or network administration. BPOs may not be dealing directly with software development but could be dealing in sales, customer support, networking and administration. Usually, BPOs select non-engineers for sales and engineers for network administration. If the BPO caters to technical requirements, then customer support is another option for a candidate.
Need for preparation: In order to find the best possible placement, students, good or mediocre, need to put up their best. While more companies are now recruiting one must realize that the competition has become stiffer. It must also be borne in mind that organizations do not want to compromise on quality, as the salary offered is good. So, even good students need to polish their speed and accuracy, through regular practice and thus give a credible performance.
The Campus Recruitment Training Offered by us:
T.I.M.E. has a programme designed to train students for all the stages of Campus Recruitment. This programme is continuously updated as per the changes in the recruitment procedures of various corporates to ensure right focus.
The subjects taught for the aptitude tests are - Quantitative ability, Reasoning, Verbal and Basic Computer Skills. To prepare the candidate for the next stages, i.e. Group Discussion, Interviews and Psychometric tests, classes are given in Communication Skills which include Mock Group Discussions, Mock Interviews (HR & Technical) and Psychometric tests.
Highlights: Following are some of the salient features of the Campus Recruitment Training course offered by T.I.M.E..
- 80 to 90 hours of vigorous classes covering various questions asked in Aptitude Test.
- Experienced faculty members to impart the best classroom inputs.
- Two individual mock interviews (one HR and one Technical) to equip the students with the questions and the skill set required to handle the real interviews.
Experts who have experience in recruitment process conduct these mock interviews.
- Eleven Comprehensive Tests - Two each on Infosys, Wipro, TCS, CTS and three general tests to prepare students better for the respective exams.
- Guidance about various corporates' selection processes to ensure focus.
- Additional web-based support (profiles of corporates, IT & ITES Industry updates, GD topics and interview questions for practice, etc.)
|
|
| |
