An Insight on Fresher’s Hiring in Technology startups

Today, “Technology sector” is continuously buzzing with new developments in skills as well as jobs. With “Start-ups” representing a dynamic eco-system, people are expected to be highly active, performing multiple tasks and be ready to face new challenges every time.

So Why do we hire freshers?

Freshers i.e. the young millennial - are tech savvy, highly enthusiastic, with better grasping power and fresh perspective and they also contribute to the organizational diversity. Their freshness and energy affects others too and keep the start-up eco system alive.
Hiring Freshers is cost effective too, they come at a lesser cost than the experienced ones since they lack relevant exposure and work experience.
Fresshers tend to be more focussed and serious about their job as this first job would be the starting point of their career. Therefore, it’s only apt to keep hiring freshers.

What are the skills we look out for in freshers ?

Some of the primary skills we look include
·Logical Thinking Ability, good problem solving skills
·Clarity in Basic Technical concepts
·Aptitude and Attitude to learn and grow
·Honesty and integrity, Team player ability
·Ability and Competence to go that extra mile

Attracting such great talent to work for start-ups can be quite challenging. Majority of the candidates give first preference to MNCs. Therefore, before deciding on which sources to use for recruitment, organizations must first develop marketing and branding strategies to make themselves familiar and popular amongst freshers.

What are the common sources for hiring Freshers?

Conducting Campus Interviews
Campus interviews are an effective source to hire many freshers simultaneously. Though its time consuming activity, the available talent pool is vast to choose the candidates from.
Campus Drives, however, can be challenging for start-ups as they have to compete with bigshots which easily attract young talent and the unselected average students remain for start-ups. Therefore, Timing and marketing are the key factors to be considered for successful campus drives.

Tie Ups with the Training Institutes
Training Institutes are another great source to hire freshers. The theoretical and practical training given to candidates make them market ready and help organisations to select skilled resource. Some training institutes even conduct campus drives at their own premises to aide companies in their recruitment process. Training institutes are also providing specialised training courses to selected students as per company’s requirements. This in turn can save company’s time and cost needed for basic training.
However, the quality of training programmes is deteriorating making it difficult to select the right candidate. It’s also observed that instead of enhancing the technical skills, candidates join these institutes as primary means for placements.

Job portals
For freshers hiring, Job portals can be used as a parallel resource in addition to above sources. The major challenge while using job portals is the irrelevant job applications. Candidates do not read the job requirements correctly and apply for job. Moreover, the resumes are incomplete often lacking the required information.

Internal Reference
Internal References by existing employees can also be used to source profiles. To motivate employees for providing reference, an employee referral scheme should be in place which encourages employees to refer suitable candidates from their social networks. It not only reduces the recruitment cost but also ensures candidates’ quality. However, it’s advisable not to rely entirely on references as it could restrict diversity in workforce.

What are the challenges in hiring freshers?
The hired fresher is a liability for the initial few months. To make them productive, the organizations have to invest time, money and other resources to provide essential training.

Common challenges faced while recruiting freshers include -

1. Skill gap
It is observed that engineering freshers lack the necessary technical skills including coding skills which prolong the recruitment process.
Though the available talent pool is large but the quality of talent is poor, the selection rate is far below average.

2. Attitude and cultural fit for the organization
Fresh graduates usually have very less knowledge of corporate life, work culture and working standards.
They are unaware about business standards and business models, workplace etiquettes, expectations regarding their roles, work place diplomacy. They have to often struggle to meet work deadlines and match Team Dynamics.

3. High salary demands

4. Because of lack of professionalism candidates often drop out

5. Inaccurate resumes
Freshers often miss to mention important details like year of passing the course, any gap between the course, course details, specialization etc.

In addition to above, if the fresh recruit is unable to grasp the knowledge effectively then the entire effort right from recruitment to cost to hire is wasted resulting in the company loss and repetition of the entire recruitment process.
Sometimes Freshers are not sure about their career path, after working for some time they want to leave for higher studies or change the job profile.

What can be the possible solution?

A successful Campus Drive at Vasantdada Patil College of Engineering, Mumbai !

We all know, Technology sector is rapidly growing and evolving. To keep abreast with the new technological developments, hiring freshers forms an important recruitment strategy. Freshers are filled with dynamic energy, new ideas, they are more technologically advanced, have wide knowledge gained during their course and they also have a high tendency to grasp things quickly.

To avail such talent, Companies and Institutes use Campus Drives as a means for quick placements of freshers. The advantage being the availability of large talent pool under one roof and the opportunity to close many positions within less time, thus expediting the recruitment process.

“Inspeero Technology” being a rapidly growing Technology startup, needs such dynamic workforce that can go an extra mile to achieve goals.

To fulfill our recruitment needs of hiring fresh talent, Campus recruitment drives form an essential part of our hiring process. It helps us to fill numerous positions simultaneously, thus saving time and recruitment costs.
For this reason, a Campus Drive, in collaboration with Profound Edutech was conducted on 7th June 2018 at PPVCOE. The drive was specifically organized for us to hire Fresh Software Engineers.

For a Recruitment Drive to be successful, below key points should be considered.
Planning
As any other event, a lot of planning is involved to conduct a Recruitment Drive. Planning in terms of
Date – Drive should be held on a date which promises maximum students availability for participation.
Time - Timing plays a vital role. In our case, this was the first recruitment drive right after final exams so the number of participants and quality was relatively good.

Venue

Venue that is well known and easily accessible to all ensures maximum students’ footfall.

Target Audience

Whether to reach IT / Non IT students, location specific students or percentage cut off limit for participation should be planned in order to reach a Targeted Audience.

Marketing and Promotional activities

For any event to be successful, reaching the masses is important. A constructive marketing and promotional plan would lead to better publicity. This can be achieved by

- Collaborating with Training Institutes and college TPOs to inform maximum number of students.
- Using social media like Facebook, LinkedIn, Twitter etc. as new means to reach the millennial.
- Job sites can also be used to maximize the reach.
- All this helped us in getting 250+ footfall for our Recruitment Drive.

Miscellaneous preparations
Preparing multiple question paper sets to avoid cheating and availability of Xerox machine to facilitate photocopies generation. Arranging answer sheets for aptitude test, selecting the relevant interview panel, refreshment and lunch arrangement.

Execution

On the drive day, welcoming the students on Campus – guiding them in registration process, giving pre-placement talk, Conducting aptitude test, evaluation of answer sheets and elimination of those who did not clear tests, conducting technical interview rounds and shortlisting of the candidates.

Throughout the interview process, coordination with students plays an important role. When the drive is conducted in collaboration with Training Institutes, it can be well taken care off and the company can focus solely on conducting interviews.

Followup
It is important to followup with shortlisted candidates and keep them informed of further processes. In our case, followup was required to call shortlisted candidates for machine test and final round with the CEO.
By following the above pointers, a flawless recruitment drive can be conducted.

Our experience on PVPPSCOE campus, in collaboration with Profound was truly a pleasant one. It resulted in us hiring 3 tech geeks!
In addition to fulfill recruitment needs, Recruitment Drives also helps organizations to build their company’s brand name.

On a closing note,
“You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.”
– Renee West, Luxor and Excalibur Hotel.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A glimpse at our FunFridays!

Fun Friday is an initiative taken by Inspeero to promote “Fun at work”.

Every month we celebrate Birthdays and Work Anniversaries through cake cutting, playing some fun filled games often followed by Team dinner.

 

 

Its not just about delicious food, Fun Fridays refresh our minds from routine work, facilitating informal interactions across teams.

Needless to say, it also aids in great bonding, ultimately building a stronger Inspeero Team.

 

 

  

 

 

Our time: 12:06am IST