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Better Campus Recruitment Is Just A 5 Steps Away

The process of hiring is frenzied, chaotic with tight deadlines but things become tough when you are the one who is hiring. Being an official from a company, you are the one who needs to make an extra effort to stick to the time-schedule and others details underlined. You may have come across schedule like the one given below: CAMPUS RECRUITMENT (Day 1, Slot 2) 10 AM: Pre-Placement Talk 11 AM: Written Test. 230 Candidates 2 PM: Shortlisted Candidates (Face-To-Face Interviews). 30 Candidates 3 PM: 5 Face-To-Face Interview Panels. Interviews Begins 9 PM: 10 Panel Members. 60 Rounds of Interviews 10 PM: Job Offers Rolled Out. 5 Candidates This is the world of conventional campus hiring. In the process of following rigid deadlines, one often compromises on the best. Campus hiring is the most effective way to hire recent graduates. About 800 organizations hire more than 100,000 graduates from 3500+ colleges in India annually. The primary goal of campus hiring is to provide exposure to new talents and make a name of its form among the top colleges in the country. Campus hiring is one of the most practiced recruitment practice but as we know everything comes with pros and cons, this process is as well as a hectic and often mismanaged process. Many things can go wrong during the traditional campus hiring due to various protocols delineated to be followed such as a   large number of candidates to filter from, stiff competition between companies hiring simultaneously, and so on. There are many things that can go wrong. Here are five quick steps to help you hire the best and make the most of out of your campus-hiring drive. Spice up the job description: A well-written job description can set the right expectations and will help in creating a better connection with the candidates. An extension of your brand is a technique in which a job description needs to be given. A one- or two-line company overview and mentioning the right job title, core responsibilities, minimum requirements, compensation and benefits. During campus-hiring drives, Applicants have to choose between multiple opportunities from various companies. Especially during the first few days of the campus hiring season. Compelling and crisp-yet-informative job descriptions can do the wonders. Be innovative with your pre-placement talk: Pre-Placement talk is of prime importance in attracting the right talent. As it plays the key role in setting the initial impression of your company. With a geographical expansion, growth/outreach-related numbers, and stats are key tools in creating an impression. It is how a person can contribute or make a long-lasting positive impact. Your pre-placement talk should cover the following points: How they will fit in as Fresher’s How can they create an impact Work culture Fulfillment of organizational hierarchy Types of projects New and Interesting market as well as technology trends Assessment based selection process: Filtering the right candidates for interviews is difficult with just two pages acts as a hindrance into successful campus-hiring drive. It is a fact that most college graduates have Basic resume-writing skills Little or no prior work experience Hence, choosing from resume only cannot be the only parameter to assess candidates. Due to the sheer volume, it is likely that relevant candidates may fall through the cracks. A more reliable way of assessing candidates is a Preliminary Written Test. The test is taken with an objective to filter out candidates who lack the required skills. It is captivating to cover multiple topics, such as technical aptitude, logical reasoning, verbal ability, psychometric quotient, and so on. However, short and focused tests work the best. Firstly, Identification of one most important skill for hiring need and then conduct a quick, relevant 45- to 60-minute test. Core skills could include programming proficiency, logical reasoning, communication skills, etc. That’s one less pain point in your quest for fresh talent. Minimize repetitive manual tasks: “How?” you ask—use an automated solution! Time is of the essence during campus drives. Take too long to decide and you may lose your candidate to a competing company. Conducting pen and paper tests is a cumbersome task as it requires a massive amount of manual work such as creating questions, getting question papers ready and printed, coordination, conducting the test itself, evaluation, and so on. During a manual evaluation, there is a significant possibility of an increase in assessment-related errors. Alternatively, an online recruitment solution helps to conduct online tests automatically to evaluate the different set of skills and analyze candidate performance. Smart Interview: The final decision is made via personal interviews. Taking back-to-back interviews can be a tedious job and this could result in errors. Here are the few techniques to minimize errors during an interview: Minimum 2 interviews should be conducted to allow an individual to prove his worth; one spoilt interview should not be the basis of rejection. The technical aptitude shouldn’t be judged through programming puzzles or questions. One can come across many candidates having aptitude in GitHub profiles and open source contributions which can serve as a relevant metric. Have a large question bank for the interviews to minimize the repetition of questions during interviews. Candidates discuss their interview experiences with each other. A well-planned and well-managed Interview slots is also an important feature to ensure that candidates don’t have to wait long hours. Waiting can be a tedious and de-motivating task, which in turn can affect performance. Conventional campus recruitment approaches are time intensive and not intelligent enough to assure top-quality hires. Attrition at the end could be high due to the failed evaluation process which aimed to assess the “purported” skills in real-world scenarios or check for cultural fit. If you have talent verticals that are diverse, candidates spread across multiple colleges, or fewer resources to spare for mundane screening tasks, then online assessment tools could be a blessing in many ways. Unbiased evaluation, quick turnaround time use of smart proctoring, and superior multi-skill challenges have become the witness to the authenticity of web-based test which gives the online campus recruitment strategy an edge over the traditional hiring method.


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