Hello,
I want to write an email to the training and placement officer of a college asking for the reasons for dropouts. It is crucial that this issue does not repeat in the future as we are investing significant time and effort in campus drives.
Could anyone suggest how to write this email? During a recent campus drive, only one student showed up at the time of joining, while the rest did not join.
Please advise on a fixed format for the same, so that I can send an email to the TPO.
Thank you
From India, Bhopal
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I want to write an email to the training and placement officer of a college asking for the reasons for dropouts. It is crucial that this issue does not repeat in the future as we are investing significant time and effort in campus drives.
Could anyone suggest how to write this email? During a recent campus drive, only one student showed up at the time of joining, while the rest did not join.
Please advise on a fixed format for the same, so that I can send an email to the TPO.
Thank you
From India, Bhopal
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It has become a common issue these days as freshers drop out at the last moment. A clause in the MoU before conducting the placement interviews might be helpful.
Few colleges collect a hefty fee from students before allowing them to attend for the interviews to avoid these kinds of problems.
From India, Bengaluru
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Few colleges collect a hefty fee from students before allowing them to attend for the interviews to avoid these kinds of problems.
From India, Bengaluru
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'No Show' is a part of the hiring challenge. Please factor that in while making an offer. Not every candidate would join your firm after receiving the offer, which is why you issue a 'Letter of Intent' and not an Appointment Letter until they join in.
There is no fixed formula to counter No Shows and meeting the number of hires. It entirely depends on the role for which you are hiring. Generic skills have higher No Shows than niche ones.
Once you manage a few cycles of business, this phenomenon will settle in for you. I won't suggest stalking them on social media after they accept your offer; it will only make the situation worse. Inviting them for a day at your office where you arrange for a workplace tour and meeting the leadership is a far better idea. But then, that depends on the bandwidth you may have at work.
At least, this helps cut your losses short, as they might abscond even if they join. Focus on the serious hires; they are your future. Hope that helps!
From India, Mumbai
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1893There is no fixed formula to counter No Shows and meeting the number of hires. It entirely depends on the role for which you are hiring. Generic skills have higher No Shows than niche ones.
Once you manage a few cycles of business, this phenomenon will settle in for you. I won't suggest stalking them on social media after they accept your offer; it will only make the situation worse. Inviting them for a day at your office where you arrange for a workplace tour and meeting the leadership is a far better idea. But then, that depends on the bandwidth you may have at work.
At least, this helps cut your losses short, as they might abscond even if they join. Focus on the serious hires; they are your future. Hope that helps!
From India, Mumbai
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I will say from the outset that I don't understand this "campus drive" method of recruitment. Having read about it often here on CiteHR, my only conclusion is that it is fraught with difficulties.
In my view, it does not, and will not, ever take the place of a properly structured Recruitment and Selection process if you want to hire the RIGHT people for your organization.
To me, it sounds like a lazy way to recruit. Round up a bunch of students, many of whom possibly still have no idea what they want to do in life or have the maturity to make sound, logical decisions about their future careers. Offer them a job based on what criteria I do not know and then expect them to turn up to work on the due date with the knowledge they need to do the job. We all know how that ends - a complete disaster.
Then there are the savvy students who play each employer off against each other for a better offer. I suspect the simple answer to your question is that the no-shows got a better offer elsewhere. They just took your offer UNTIL something better came along.
Maybe I am wrong, but it appears to me that many Indian people value money and prestige more than anything else, so their choice of workplace is predicated on this. I also realize that many are forced into this situation by parents, etc., who want "the best for their child."
If this "campus drive" business does not work for you, then I suggest you revisit your recruitment and selection process with a view to make it more responsive to your needs.
From Australia, Melbourne
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In my view, it does not, and will not, ever take the place of a properly structured Recruitment and Selection process if you want to hire the RIGHT people for your organization.
To me, it sounds like a lazy way to recruit. Round up a bunch of students, many of whom possibly still have no idea what they want to do in life or have the maturity to make sound, logical decisions about their future careers. Offer them a job based on what criteria I do not know and then expect them to turn up to work on the due date with the knowledge they need to do the job. We all know how that ends - a complete disaster.
Then there are the savvy students who play each employer off against each other for a better offer. I suspect the simple answer to your question is that the no-shows got a better offer elsewhere. They just took your offer UNTIL something better came along.
Maybe I am wrong, but it appears to me that many Indian people value money and prestige more than anything else, so their choice of workplace is predicated on this. I also realize that many are forced into this situation by parents, etc., who want "the best for their child."
If this "campus drive" business does not work for you, then I suggest you revisit your recruitment and selection process with a view to make it more responsive to your needs.
From Australia, Melbourne
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John,
The campus recruitment model is important for companies that need to hire a bucketload of freshers. To do so one by one would be time-consuming and expensive, as would be the problem of getting noticed in the current environment with too many portals posting numerous offers.
This way, they can capture the attention of 250+ students at once. They are not necessarily looking for quality but rather numbers to fill their benches, whom they will train or put into basic entry-level positions.
For instance, an automobile factory may recruit 500 "engineers" from colleges and assign them to tasks like feeding materials to the assembly line initially, gradually transitioning to operating machines, and eventually developing the ability to assess quality.
One such factory employs 17,000 to 20,000 workers. Finding them individually is costly; hence, a campus drive is a more convenient option.
TCS hires about 150,000 freshers annually; this remains the primary recruitment method for them.
This is simply my perspective, not dismissing the points you raised earlier.
My apologies to the original poster for the off-topic comment.
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I have corrected the spelling, grammar, and punctuation errors in the text while maintaining the original meaning and tone. I have also adjusted the paragraph formatting to enhance readability.
From India, Mumbai
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The campus recruitment model is important for companies that need to hire a bucketload of freshers. To do so one by one would be time-consuming and expensive, as would be the problem of getting noticed in the current environment with too many portals posting numerous offers.
This way, they can capture the attention of 250+ students at once. They are not necessarily looking for quality but rather numbers to fill their benches, whom they will train or put into basic entry-level positions.
For instance, an automobile factory may recruit 500 "engineers" from colleges and assign them to tasks like feeding materials to the assembly line initially, gradually transitioning to operating machines, and eventually developing the ability to assess quality.
One such factory employs 17,000 to 20,000 workers. Finding them individually is costly; hence, a campus drive is a more convenient option.
TCS hires about 150,000 freshers annually; this remains the primary recruitment method for them.
This is simply my perspective, not dismissing the points you raised earlier.
My apologies to the original poster for the off-topic comment.
---
I have corrected the spelling, grammar, and punctuation errors in the text while maintaining the original meaning and tone. I have also adjusted the paragraph formatting to enhance readability.
From India, Mumbai
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Hi Saswata,
Thank you for your explanation of campus recruitment. I guess I had an idea it meant something like that.
I can understand the need for bulk recruitment for a factory for production line laborers, etc.
However, the idea of recruiting "engineers" from colleges to work on the factory floor wouldn't fly here! If you go to Uni to learn to be an engineer in Australia, you expect to graduate and get a job as a fully-fledged engineer - albeit a "junior" engineer initially, NOT a production worker. Different mindset, I guess.
Seems to me something like doing a medical degree, graduating, and then working as a hospital cleaner, and working your way up to be a doctor. A bit extreme, but you will understand what I mean.
IT workers are another case in point. I have a friend in India who was recruited this way to work for Satyam (and we all know what happened there!) He sat on the bench for a long time, or did menial work. What a waste of time, education, and skills. Also, a setback in his career because it took so long after he graduated to actually start doing real work. I suspect it does not look good on his resume.
As for TCS hiring 150,000 workers a year, it would be interesting to know their attrition rate and the costs associated with this. I suspect if someone were to run the ruler over this exercise, it would horrify TCS management!
From Australia, Melbourne
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Thank you for your explanation of campus recruitment. I guess I had an idea it meant something like that.
I can understand the need for bulk recruitment for a factory for production line laborers, etc.
However, the idea of recruiting "engineers" from colleges to work on the factory floor wouldn't fly here! If you go to Uni to learn to be an engineer in Australia, you expect to graduate and get a job as a fully-fledged engineer - albeit a "junior" engineer initially, NOT a production worker. Different mindset, I guess.
Seems to me something like doing a medical degree, graduating, and then working as a hospital cleaner, and working your way up to be a doctor. A bit extreme, but you will understand what I mean.
IT workers are another case in point. I have a friend in India who was recruited this way to work for Satyam (and we all know what happened there!) He sat on the bench for a long time, or did menial work. What a waste of time, education, and skills. Also, a setback in his career because it took so long after he graduated to actually start doing real work. I suspect it does not look good on his resume.
As for TCS hiring 150,000 workers a year, it would be interesting to know their attrition rate and the costs associated with this. I suspect if someone were to run the ruler over this exercise, it would horrify TCS management!
From Australia, Melbourne
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After working as a placement coordinator in a respective institute, I can understand this problem. Many times, companies don't disclose their joining terms and conditions beforehand; they inform the candidate about them on the day of joining, which confuses students as it is their first job experience, and some conditions are unusual too.
Sometimes colleges ask more students to participate in a campus drive even for interviews that are not related to their field.
If you want to send an email, you can write:
Dear Mr. X,
Our company conducted a campus drive at your institute on [date]. We selected [number] candidates, out of which [number] accepted the offer, but only one joined. The rest dropped out. We would like to know the reasons for their dropout so that such incidents can be prevented in the future. Please provide us with the necessary information as soon as possible.
Hope this helps in some way.
From India, Udaipur
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Sometimes colleges ask more students to participate in a campus drive even for interviews that are not related to their field.
If you want to send an email, you can write:
Dear Mr. X,
Our company conducted a campus drive at your institute on [date]. We selected [number] candidates, out of which [number] accepted the offer, but only one joined. The rest dropped out. We would like to know the reasons for their dropout so that such incidents can be prevented in the future. Please provide us with the necessary information as soon as possible.
Hope this helps in some way.
From India, Udaipur
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John,
I think you need to understand one major factor in our education system. The "engineers" are incapable of actually doing any work just out of college. Many have not even seen a shop floor. So they need to start at the bottom. Same with Satyam and all other IT companies. These guys are not capable of actually doing the work. They can't be out on a project until they do a lot more learning and trial/me ail work.
From India, Mumbai
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I think you need to understand one major factor in our education system. The "engineers" are incapable of actually doing any work just out of college. Many have not even seen a shop floor. So they need to start at the bottom. Same with Satyam and all other IT companies. These guys are not capable of actually doing the work. They can't be out on a project until they do a lot more learning and trial/me ail work.
From India, Mumbai
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Rather a sad indictment of the Indian education system. But, I am not holding up Australia's education system as perfect. It's far from it.
However, in many courses here, students have to do industry placements as part of their learning, so they get some "real-world" experience to prepare them once they leave University. As an example, my next-door neighbor is studying sports science or something like that. He has to spend a couple of days a week working (unpaid) with a professional sports team, as part of his course.
I guess all this explains why we have so many "HR Executives" on CiteHR, who have obtained jobs with absolutely no knowledge of HR. One has to wonder what exactly they did learn at University, and why they and their families paid all that money to learn nothing. Just another one of those unexplained mysteries of the universe, I guess.
From Australia, Melbourne
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However, in many courses here, students have to do industry placements as part of their learning, so they get some "real-world" experience to prepare them once they leave University. As an example, my next-door neighbor is studying sports science or something like that. He has to spend a couple of days a week working (unpaid) with a professional sports team, as part of his course.
I guess all this explains why we have so many "HR Executives" on CiteHR, who have obtained jobs with absolutely no knowledge of HR. One has to wonder what exactly they did learn at University, and why they and their families paid all that money to learn nothing. Just another one of those unexplained mysteries of the universe, I guess.
From Australia, Melbourne
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There are many things that you have not told us, Priya. We do not know your industry, the type of candidates you are recruiting, the salary package you are offering, the location of the college and your organization, etc. You have also not given us the details of the responses you received. How can we help you?
They will show all the candidates who accepted offers as placed. As far as TPOs are concerned, they have achieved their target of 100% placement.
From India, Mumbai
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They will show all the candidates who accepted offers as placed. As far as TPOs are concerned, they have achieved their target of 100% placement.
From India, Mumbai
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