Kindly share a policy note on Campus Recruitment process. Thanks Shilpa
From India, Pune
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From India, Pune
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Hello Shilpa,
Campus Recruitment Drive means the colleges invite the IT or Non-IT companies to visit their colleges for the purposes of recruitment. The employer company would visit colleges to select the potential employees. Each one of these companies would have its own selection creteria like the students should have continuously 65% and above and they should have excellent communication skills (both oral and written) etc. They will conduct first, written tests, then, group discussions and finally the one to one interviews. This is the process of recruitment.
The other one is how to get these employer companies to our colleges? The college Placement Officer would do this job. He will visit these companies in person, and try to convince the HR guys of these companies about his college. The interesting point to the HR would be the selection ratio. If he gets one out of every twenty students, it is OK. In support of this trend, the Placement Officer would show his college website, or brochure. It should show the kind of infrastructure facilities, the labs, the training departments, the kind of activities, the potential strength of the students with high % and their achievements etc. If the HR believes that it is worth visiting the college, then they plan the visit. The college would arrange and facilitate their visit and extend its hospitality for the recruitment team. This is broadly the recruitment process. If you have any more clarifications, please write to mek. Thanks and regards,
From India, Hyderabad
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10Campus Recruitment Drive means the colleges invite the IT or Non-IT companies to visit their colleges for the purposes of recruitment. The employer company would visit colleges to select the potential employees. Each one of these companies would have its own selection creteria like the students should have continuously 65% and above and they should have excellent communication skills (both oral and written) etc. They will conduct first, written tests, then, group discussions and finally the one to one interviews. This is the process of recruitment.
The other one is how to get these employer companies to our colleges? The college Placement Officer would do this job. He will visit these companies in person, and try to convince the HR guys of these companies about his college. The interesting point to the HR would be the selection ratio. If he gets one out of every twenty students, it is OK. In support of this trend, the Placement Officer would show his college website, or brochure. It should show the kind of infrastructure facilities, the labs, the training departments, the kind of activities, the potential strength of the students with high % and their achievements etc. If the HR believes that it is worth visiting the college, then they plan the visit. The college would arrange and facilitate their visit and extend its hospitality for the recruitment team. This is broadly the recruitment process. If you have any more clarifications, please write to mek. Thanks and regards,
From India, Hyderabad
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While campus placement is an end result, you need to understand the ingredients that are required to obtain that particular result. Skills like professional ethics, communication, self-learning ability, and then core technical skills are what can get any company to a campus. There is a process that needs to be followed to develop quality engineers, and only then can you expect campus placements.
From India, Bangalore
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From India, Bangalore
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That is a very nice discussion. I would love to give my inputs so that the HRs involved in "campus recruitment for core industries" get a feel of it.
Core industry isn't growing in the manner we would love it to. That being the fact, we are faced with another problem of rapidly growing engineering colleges under the syllabus of UGC/AICTE/University... whatever.
In the whole affair, there is a mismatch of university produce and industry requirement. It's actually alarming. The facts reveal that 70% of engineers are not even trainable!
Colleges do what they can and should as an enterprise. They have their limitations in terms of who they can recruit to produce engineers. Unfortunately, the college management gets to pick from the crowd of left-out resources available, which have not made it to higher grounds in their careers.
The industry doesn't see the wow factor in institutions, and leaving alone hunting for talent, the industry hardly makes an effort to extend its expertise to do something about it. The effort doesn't seem like a good bargain to the industry.
But then, under some of their other social obligations, the industry takes and trains these engineers from basic engineering, only to see them do their "vanish and found elsewhere" act. This is a serious and real problem.
The recruitment process is simple, can be intellectualized - salt and pepper added to taste - but the crisis at hand is not with HR recruitment agencies or HR officers. It rests in the hands of the powers that be who run this valueless process of designing and delivering engineers!
The issue with the IT segment may not be all that bad. It's still a baby, and it doesn't need learned skills; it needs the ability to learn skills. So at least, that's not a problem, thankfully.
From India, Hyderabad
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Core industry isn't growing in the manner we would love it to. That being the fact, we are faced with another problem of rapidly growing engineering colleges under the syllabus of UGC/AICTE/University... whatever.
In the whole affair, there is a mismatch of university produce and industry requirement. It's actually alarming. The facts reveal that 70% of engineers are not even trainable!
Colleges do what they can and should as an enterprise. They have their limitations in terms of who they can recruit to produce engineers. Unfortunately, the college management gets to pick from the crowd of left-out resources available, which have not made it to higher grounds in their careers.
The industry doesn't see the wow factor in institutions, and leaving alone hunting for talent, the industry hardly makes an effort to extend its expertise to do something about it. The effort doesn't seem like a good bargain to the industry.
But then, under some of their other social obligations, the industry takes and trains these engineers from basic engineering, only to see them do their "vanish and found elsewhere" act. This is a serious and real problem.
The recruitment process is simple, can be intellectualized - salt and pepper added to taste - but the crisis at hand is not with HR recruitment agencies or HR officers. It rests in the hands of the powers that be who run this valueless process of designing and delivering engineers!
The issue with the IT segment may not be all that bad. It's still a baby, and it doesn't need learned skills; it needs the ability to learn skills. So at least, that's not a problem, thankfully.
From India, Hyderabad
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2-RECRUITMENT PROCESS-2.doc