Why do only a few individuals get selected from colleges during campus interviews? Despite having similar scores, only a few are accepted while many are rejected. What should candidates do to increase their chances of being selected? One of my friends is feeling dejected after losing out in a campus interview. He is blaming his placement officer in the Engineering stream for being biased. He is also concerned about the upcoming batch of Engineering graduates who will complete their studies in a few months. Please provide some tips for him specifically and for others in similar situations. What can current students pursuing their studies do to improve their chances of selection? Thank you in advance for your valuable advice.
Mukundhan
From India, Madras
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Mukundhan
From India, Madras
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This campus interview scheme works only for disciplines where there is scarcity of talent.
Nowadays, people forget the basic purpose of campus interviews. What is important and objective is to attract, reward, and retain talent in the organization for capitalization of opportunities in the market.
For example, NDTV, IBN, Aajtak, and similar organizations have the best talent hunt for their organization to stay in business with a big bang, and their quality of professional presenters is quite visible.
Unlike newly campus-interviewed talent hunted by corporates, resulting in among the same lots of people found everywhere and having nothing special to rate their potential or make any impact.
Campus interviews do not always work if they try to recruit people within a budget; they only work for extraordinary talent hunt cases that do not have limits, and companies that hire such talent do not restrict their budget for acquiring them.
This makes a difference in real campus interviews and "fill in the blanks" interviews as rituals, or some companies, rather than going for serious recruiting, just visit for publicity and propaganda of their company on campus. Believe me, the majority fall into these categories only.
BADLU
From Saudi Arabia
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15Nowadays, people forget the basic purpose of campus interviews. What is important and objective is to attract, reward, and retain talent in the organization for capitalization of opportunities in the market.
For example, NDTV, IBN, Aajtak, and similar organizations have the best talent hunt for their organization to stay in business with a big bang, and their quality of professional presenters is quite visible.
Unlike newly campus-interviewed talent hunted by corporates, resulting in among the same lots of people found everywhere and having nothing special to rate their potential or make any impact.
Campus interviews do not always work if they try to recruit people within a budget; they only work for extraordinary talent hunt cases that do not have limits, and companies that hire such talent do not restrict their budget for acquiring them.
This makes a difference in real campus interviews and "fill in the blanks" interviews as rituals, or some companies, rather than going for serious recruiting, just visit for publicity and propaganda of their company on campus. Believe me, the majority fall into these categories only.
BADLU
From Saudi Arabia
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Dear Friend,
You have received much invaluable advice here in this forum.
Just to add a few points:
One of the reasons for your friend's dejection could be that he was overconfident that he would get an IT job or another job. (I would be very happy if this is not the case). We find this attitude among many trainees these days. So, our suggestions would be:
1. Ask him to keep brushing up on his technical knowledge.
2. Ask him to have an assessment of his current skill set. Nowadays, employers look for people with a good skill set (communication skills, presentation skills, team building, working under pressure, etc.). Let him practice for group discussions and constantly try to improve his resume.
3. Let him not lose hope but work on improving his personality (knowledge, attitude, and skills) so he can become successful.
4. From his experience, all students should focus not only on gaining knowledge but also on developing skills and attitude.
We wish him all the best.
From India, Madras
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You have received much invaluable advice here in this forum.
Just to add a few points:
One of the reasons for your friend's dejection could be that he was overconfident that he would get an IT job or another job. (I would be very happy if this is not the case). We find this attitude among many trainees these days. So, our suggestions would be:
1. Ask him to keep brushing up on his technical knowledge.
2. Ask him to have an assessment of his current skill set. Nowadays, employers look for people with a good skill set (communication skills, presentation skills, team building, working under pressure, etc.). Let him practice for group discussions and constantly try to improve his resume.
3. Let him not lose hope but work on improving his personality (knowledge, attitude, and skills) so he can become successful.
4. From his experience, all students should focus not only on gaining knowledge but also on developing skills and attitude.
We wish him all the best.
From India, Madras
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Hi all,
We offer pre-recruitment assessment and candidate profiling services for Engineering and Management Colleges interested in assessing their students. Please feel free to contact me:
Saji Samuel
9312912939
saji.samuel@skillprofiler.com
For more information, you can refer to the following links:
- Search On Cite
- Search On Google
- IKM: Assessments, Testing, Training, Recruitment, Certification
- First Advantage
Thank you.
From India, New Delhi
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We offer pre-recruitment assessment and candidate profiling services for Engineering and Management Colleges interested in assessing their students. Please feel free to contact me:
Saji Samuel
9312912939
saji.samuel@skillprofiler.com
For more information, you can refer to the following links:
- Search On Cite
- Search On Google
- IKM: Assessments, Testing, Training, Recruitment, Certification
- First Advantage
Thank you.
From India, New Delhi
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