Hello Vinayak Khare,
Radhika Bhatia & Sajal Kumar have given you very realistic & practical inputs to work on.
It's no use blaming the freshers or even expecting them to understand FULLY whatever you say in the Pre-Placement talks/presentations—at this point in their life & career, the language they understand is different from what we are used to.
When I say 'understand FULLY', what I mean is the complete consequences & import of what's being said—not just the literal meanings.
Even MNCs face the problems that you mention—despite the brand image they have.
From an employer's perspective, please note that it's TOUGHER to psychologically judge a fresher than any lateral candidate.
As Radhika Bhatia mentioned, suggest focusing on the 'WHY' of the fresher's decision to join you.
I would even suggest going farther back in time—why did he/she choose the particular specialization in college in the first place—everyone has unique reasons. If you get the reply 'for money', 'friends' suggestions, etc., you can be at least 90% sure that this individual CAN'T make up his/her mind on his/her own [at least at this point]. The chances of him/her leaving soon are high.
As a general thumb rule, if it takes 10 minutes to psychologically judge a lateral candidate, be prepared to spend at least 20 minutes when judging a fresher [not counting the time needed for technical evaluation during interviews]. After all, that category is still evolving—both mentally & professionally.
And if you can, you may also need to double up as a career counselor—though how seriously the fresher would take your words/guidance is doubtful, as you would be VIEWED as part of the Hiring process. Quite often, that crowd gives far more weight to their classmates/peers than to a professional, however lopsided & misplaced it may be.
All the Best.
Regards,
TS
From India, Hyderabad
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1650Radhika Bhatia & Sajal Kumar have given you very realistic & practical inputs to work on.
It's no use blaming the freshers or even expecting them to understand FULLY whatever you say in the Pre-Placement talks/presentations—at this point in their life & career, the language they understand is different from what we are used to.
When I say 'understand FULLY', what I mean is the complete consequences & import of what's being said—not just the literal meanings.
Even MNCs face the problems that you mention—despite the brand image they have.
From an employer's perspective, please note that it's TOUGHER to psychologically judge a fresher than any lateral candidate.
As Radhika Bhatia mentioned, suggest focusing on the 'WHY' of the fresher's decision to join you.
I would even suggest going farther back in time—why did he/she choose the particular specialization in college in the first place—everyone has unique reasons. If you get the reply 'for money', 'friends' suggestions, etc., you can be at least 90% sure that this individual CAN'T make up his/her mind on his/her own [at least at this point]. The chances of him/her leaving soon are high.
As a general thumb rule, if it takes 10 minutes to psychologically judge a lateral candidate, be prepared to spend at least 20 minutes when judging a fresher [not counting the time needed for technical evaluation during interviews]. After all, that category is still evolving—both mentally & professionally.
And if you can, you may also need to double up as a career counselor—though how seriously the fresher would take your words/guidance is doubtful, as you would be VIEWED as part of the Hiring process. Quite often, that crowd gives far more weight to their classmates/peers than to a professional, however lopsided & misplaced it may be.
All the Best.
Regards,
TS
From India, Hyderabad
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