Hello Sir,
With reference to the above subject, I would like to know about the problems in campus selection. Whether it is a lack of technical knowledge or a deficiency in soft skills. I will have to deliver a session on 'Developing employability skills.' Can anybody help me develop such a topic? Please share your experiences and readings regarding the students and our faculty. Your valuable suggestions will be helpful for me in content development on the topic.
Thanks and regards,
Girish Kulkarni
From India, New Delhi
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1With reference to the above subject, I would like to know about the problems in campus selection. Whether it is a lack of technical knowledge or a deficiency in soft skills. I will have to deliver a session on 'Developing employability skills.' Can anybody help me develop such a topic? Please share your experiences and readings regarding the students and our faculty. Your valuable suggestions will be helpful for me in content development on the topic.
Thanks and regards,
Girish Kulkarni
From India, New Delhi
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hello girish, Please clarify first for our understanding as to what is your role ? Are you a student ? Faculty ? Employer ? & what is the aim of this lecture ? Then we can give you suggestions
From India, Delhi
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From India, Delhi
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Thank you, Kriyaz, for your response.
Sir, I am the Project Director of the educational project named as INDEEA (Inter National Development of Excellent Education Academy). We are going to start this project on 11th Aug. The objective of the institute is to increase the employability of our students through campus interviews. For this, we are conducting soft skill development courses as well as industry-oriented computer courses. This will benefit the students in seizing opportunities.
We have arranged a discussion on the above subject for Principals of the North Maharashtra University colleges, where I will have to make a presentation and conduct a session on this. I believe now you have an idea about me, my institution, and the session as well.
Thanks again.
From India, New Delhi
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Sir, I am the Project Director of the educational project named as INDEEA (Inter National Development of Excellent Education Academy). We are going to start this project on 11th Aug. The objective of the institute is to increase the employability of our students through campus interviews. For this, we are conducting soft skill development courses as well as industry-oriented computer courses. This will benefit the students in seizing opportunities.
We have arranged a discussion on the above subject for Principals of the North Maharashtra University colleges, where I will have to make a presentation and conduct a session on this. I believe now you have an idea about me, my institution, and the session as well.
Thanks again.
From India, New Delhi
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Thank you, Girish, for the query. I wonder whether you have done any search on this topic. If you have not, kindly look up at the following site: [Six Step Guide](http://leeds.ac.uk) ([Search On Cite](https://www.citehr.com/results.php?q=Six%20Step%20Guide) | [Search On Google](https://www.google.com/search?q=Six%20Step%20Guide))
Found at [employability skills - Google Search](http://www.google.co.uk/search?hl=en&q=employability+skills&meta)
The problem that recruiters have is the same the world over, and our experience in the UK is also the same as in India.
May I take this opportunity to request all those posting on the citeHR to give as much information about themselves as possible so that we can give advice without requesting for details in our posts.
"Girish Kulkarni, thank you for your response. Best wishes, Narasimhan."
"Sir, I am the Project Director of the educational project named INDEEA (International Development of Excellent Education Academy). We are going to start this project on 11th Aug. The objective of the institute is to increase the employability of our students through campus interviews. For this, we are conducting soft skill development courses as well as industry-oriented computer courses. This will benefit the students to grab opportunities. We have arranged a discussion on the above subject for Principals of the North Maharashtra University colleges where I will have to make a presentation and session on this. I think now you have an idea about me, my institution, and the session as well. Thank you again."
From United Kingdom
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Found at [employability skills - Google Search](http://www.google.co.uk/search?hl=en&q=employability+skills&meta)
The problem that recruiters have is the same the world over, and our experience in the UK is also the same as in India.
May I take this opportunity to request all those posting on the citeHR to give as much information about themselves as possible so that we can give advice without requesting for details in our posts.
"Girish Kulkarni, thank you for your response. Best wishes, Narasimhan."
"Sir, I am the Project Director of the educational project named INDEEA (International Development of Excellent Education Academy). We are going to start this project on 11th Aug. The objective of the institute is to increase the employability of our students through campus interviews. For this, we are conducting soft skill development courses as well as industry-oriented computer courses. This will benefit the students to grab opportunities. We have arranged a discussion on the above subject for Principals of the North Maharashtra University colleges where I will have to make a presentation and session on this. I think now you have an idea about me, my institution, and the session as well. Thank you again."
From United Kingdom
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Hello Girish,
The objective of the institute is to increase the employability of our students through campus interviews.
A more effective place to start is with the employers that interview on campus. Few employers know how to identify future successful employees. If you teach the employers how to hire for talent, students will not only get job offers but they'll be successful once on the job.
For this, we are conducting soft skill development courses as well as industry-oriented computer courses. This will benefit the students to grab opportunities.
More skills are better than fewer skills, but does that help students get job offers if the hiring companies are hiring for the wrong reasons?
We have arranged a discussion on the above subject for Principals of the North Maharashtra University colleges where I will have to make a presentation and session on this. I think now you have an idea about me, my institution, and the session as well.
Hiring for talent is the key to hiring successful employees. If we want to be sure that all our new hires and employees become long-term successful employees, we need to make sure that all employees are competent and have a talent for their jobs. For employees to find job success...
Talent is necessary, but not sufficient.
Skills are necessary, but not sufficient.
Training is necessary, but not sufficient.
Orientation is necessary, but not sufficient.
Knowledge is necessary, but not sufficient.
Competency is necessary, but not sufficient.
Qualifications are necessary, but not sufficient.
Effective management is necessary, but not sufficient.
Successful interviews are necessary, but not sufficient.
Appropriate behaviors are necessary, but not sufficient.
Talent is the only necessary condition for job success that employers cannot provide their employees and schools cannot provide their students. Employers must hire talent, see the book "First, Break All the Rules, What the world's greatest managers do differently." Read my review of "First, Break All The Rules, what the world's greatest managers do differently" at http://tinyurl.com/cwpa9
Most employers don't measure talent, so they can't hire for talent even if they do hire the best and the brightest.
Competence and Talent are necessary but they are not the same. The following ties competence and talent together in a short guide for selecting the right people for a position. Talent and competence are necessary but they are two different things.
Selecting for competence and talent avoids many performance problems. There are two conditions, see 3A and B below, when competent people should not be hired or selected for a position. Each position has its own talent requirement.
Job applicants can have:
1. Excellent Talent... greater than 85% job suitability
2. Adequate Talent... 85% to 70% job suitability
3. Inadequate Talent... less than 70% job suitability
Job applicants can also be:
A. Highly Competent
B. Competent
C. Not Competent
The following is the order in which applicants and/or employees should be selected for positions:
1A = Excellent Talent and Highly Competent
1B = Excellent Talent and Competent
2A = Adequate Talent and Highly Competent
2B = Adequate Talent and Competent
The following should be selected if they can become competent:
1C = Excellent Talent and Not Competent
2C = Adequate Talent and Not Competent
The following should not be selected:
3A = Inadequate Talent and Highly Competent
3B = Inadequate Talent and Competent
3C = Inadequate Talent and Not Competent
Talent must be hired since it cannot be imparted or acquired after the hire.
From United States, Chelsea
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The objective of the institute is to increase the employability of our students through campus interviews.
A more effective place to start is with the employers that interview on campus. Few employers know how to identify future successful employees. If you teach the employers how to hire for talent, students will not only get job offers but they'll be successful once on the job.
For this, we are conducting soft skill development courses as well as industry-oriented computer courses. This will benefit the students to grab opportunities.
More skills are better than fewer skills, but does that help students get job offers if the hiring companies are hiring for the wrong reasons?
We have arranged a discussion on the above subject for Principals of the North Maharashtra University colleges where I will have to make a presentation and session on this. I think now you have an idea about me, my institution, and the session as well.
Hiring for talent is the key to hiring successful employees. If we want to be sure that all our new hires and employees become long-term successful employees, we need to make sure that all employees are competent and have a talent for their jobs. For employees to find job success...
Talent is necessary, but not sufficient.
Skills are necessary, but not sufficient.
Training is necessary, but not sufficient.
Orientation is necessary, but not sufficient.
Knowledge is necessary, but not sufficient.
Competency is necessary, but not sufficient.
Qualifications are necessary, but not sufficient.
Effective management is necessary, but not sufficient.
Successful interviews are necessary, but not sufficient.
Appropriate behaviors are necessary, but not sufficient.
Talent is the only necessary condition for job success that employers cannot provide their employees and schools cannot provide their students. Employers must hire talent, see the book "First, Break All the Rules, What the world's greatest managers do differently." Read my review of "First, Break All The Rules, what the world's greatest managers do differently" at http://tinyurl.com/cwpa9
Most employers don't measure talent, so they can't hire for talent even if they do hire the best and the brightest.
Competence and Talent are necessary but they are not the same. The following ties competence and talent together in a short guide for selecting the right people for a position. Talent and competence are necessary but they are two different things.
Selecting for competence and talent avoids many performance problems. There are two conditions, see 3A and B below, when competent people should not be hired or selected for a position. Each position has its own talent requirement.
Job applicants can have:
1. Excellent Talent... greater than 85% job suitability
2. Adequate Talent... 85% to 70% job suitability
3. Inadequate Talent... less than 70% job suitability
Job applicants can also be:
A. Highly Competent
B. Competent
C. Not Competent
The following is the order in which applicants and/or employees should be selected for positions:
1A = Excellent Talent and Highly Competent
1B = Excellent Talent and Competent
2A = Adequate Talent and Highly Competent
2B = Adequate Talent and Competent
The following should be selected if they can become competent:
1C = Excellent Talent and Not Competent
2C = Adequate Talent and Not Competent
The following should not be selected:
3A = Inadequate Talent and Highly Competent
3B = Inadequate Talent and Competent
3C = Inadequate Talent and Not Competent
Talent must be hired since it cannot be imparted or acquired after the hire.
From United States, Chelsea
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Hi Girish,
You can tackle the problem from one more angle: the point of view of the companies that have been visiting these campuses for interviews. You can speak to the individuals in these companies who have conducted campus interviews and inquire about the specific skills they have found lacking among the students from such colleges. This will provide you with a clear idea of the topics you should cover during the training program for the students.
Generally, people do conduct programs for freshers on various topics such as:
- facing an interview
- English development
- business etiquettes
- team skills
- life skills
- time management
- presentation skills
- communication skills
- negotiation skills
- body language
etc.
Riyaz
From India, Delhi
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You can tackle the problem from one more angle: the point of view of the companies that have been visiting these campuses for interviews. You can speak to the individuals in these companies who have conducted campus interviews and inquire about the specific skills they have found lacking among the students from such colleges. This will provide you with a clear idea of the topics you should cover during the training program for the students.
Generally, people do conduct programs for freshers on various topics such as:
- facing an interview
- English development
- business etiquettes
- team skills
- life skills
- time management
- presentation skills
- communication skills
- negotiation skills
- body language
etc.
Riyaz
From India, Delhi
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Hello Sir,
Thank you for your valuable comments on the thread. Special thanks to Bob Gately. I still want more comments from the perspective I have mentioned. Bob mentioned selecting the proper candidate for the right position. Where students are lacking and where we should focus to enhance their employability.
Thanks and regards,
Girish
From India, New Delhi
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Thank you for your valuable comments on the thread. Special thanks to Bob Gately. I still want more comments from the perspective I have mentioned. Bob mentioned selecting the proper candidate for the right position. Where students are lacking and where we should focus to enhance their employability.
Thanks and regards,
Girish
From India, New Delhi
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Hello, Girish. Sorry I am a late entrant to this discussion. I am in Nashik, which is very near Jalgaon. I was the Director of Symbiosis Institute of Operations Management and currently CEO of KR Sapkal College of Management Studies in Nashik. I am currently working on a detailed Campus to Corporate program for B-schools. I have also designed and delivered a three-day workshop on "World Class Management Consulting Practice" at a few B-schools. I believe we can collaborate on this subject of common interest. You may respond to my email address ap_joshi@rediffmail.com.
From India, Nasik
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From India, Nasik
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