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.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HR Trends in Startups

Related image“ You don’t build the business, you build people. And then people build the business”.

Indeed ! The power of people is such that when provided with favorable working condition, they can help the company to grow exponentially within a short period of time.

Looking at how volatile the Indian startup industry is, Human Resource professionals plays a very crucial role in helping Businesses to build their core team and ensuring employees remain with them.

Its therefore imperative to develop HR strategies that are simple and easy to follow without any complex Jargons. HR Strategies should help in making a focused, goal oriented, challenging and enthusiastic working environment.  

Some of the frequently observed HR trends in today’s startups include -

HR playing a strategic role

HR strategies today are developed in correspondence with the business objective. These broadly involves developing organizational structure, culture, talent management, performance management and change management which helps to achieve competitive advantage through people management.

HR professionals provide a sense of direction in the dynamic startup environment so that the business goals are linked with individual goals, through development and implementation of relevant HR policies.

HR Trends observed in Organization’s operation

One of the key element of success is organization’s culture and the ethics it follows. Efforts are made by HR and the management to establish the right culture and work ethics that are aligned to the organizational goals and objectives and ensuring that everyone follows them.

It is often seen that startups have an open culture where there is a flat hierarchy where everybody is easily approachable and work as a one whole team to achieve the set targets.

Working hours flexibility, casual dress code, work from home, BYOD are some of the examples that have become norms today in startups.

Employees are often expected to work out of their comfort zone and Job Description and stretch their set job responsibilities to complete challenging tasks, roles and responsibilities.

Some of the examples of successful startups having great working environment are:

Busigence - At Busigence, some of the employee engagement activities include barbeque nights, family picnics, talent shows, foosball, ethnic wear days, and cultural functions.

TripHobo - At TripHobo, every team goal achievement is accompanied by team party.

SocialCops - The company follows limited hierarchy, giving complete project responsibility to employees, transparency, innovation and creativeness are given importance.

HR Trends in Recruitment and Attrition control

The hiring process is quick, skill and attitude based. People who can take up responsibilities, work hard and keep the company above themselves are the right match for startups.

Generally, in startups, employees are a team of young and enthusiastic people with multiple skillset.

However, it is also a challenge to attract these talented people who can resist the well established MNCs and join startups.

On of the growing concern is considerably high attrition rate in startups. This can be because of lack of employee recognition and growth or cultural mismatch.

Establishing proper company culture, competitive salary compensation, sometimes also in terms of profit sharing, career growth potential, challenging work environment, employee engagement, rewards and recognition can help in controlling attrition rate.  

HR Trend in Performance Management, Reward and Recognition

As stated above, employees in startups are expected to take complete responsibility for their work, to ensure they perform well, 360 degree feedback mechanism is often used where feedback from all the relevant members is taken into account.

Performance management is designed to give quick feedback to employees. In case of positive feedback, it motivates them to outperform and in case of negative feedback, it triggers them to take quick remedial action.  

PMS is often linked with employee contribution to company’s profit.

Another trend of giving 30-50% hike to the deserving employees is also observed.

Rewards and Recognition are important morale boosters that make employees feel they are appreciated for their work.

Early Promotion, designing mentor, incentives, team lunch/dinner are some of the observed current trends.    

Employee Engagement Trends

It is a well known fact that Happy Employees are more productive.

Today’s HR are spending a considerable amount of time in developing effective Employee Engagement Strategies.

Employee’s Birthdays, Anniversaries and Festive celebrations, team lunch and dinner outings, innovative discussion meets, gaming sessions, unique themed days are trending today.

More constructive employee engagement trends observed are delegating important responsibilities, team handling , taking employee opinion in critical decisions, brain storming sessions, making them involved in hiring process, keeping them informed about the business progress, outdoor workstation.  

In conclusion, HR strategies are undoubtedly trending more towards employee empowerment.

 

 

Our experience with Campus Recruitment (2016)

Kolhapur Campus NoticePune Campus Pre-Placement Talk 1

A common perception many people have is that recruiters spend most of their time going through applications and interviewing candidates to fill roles. Surprisingly, in case of campus recruitment our days are always different and challenging – and they include things that you probably might not know are part of the recruitment role.
To sustain in today’s market scenario, organizations are seeking knowledgeable professionals to fill up their right positions which leads to a “Talent War”. And thus comes the need of Campus Recruitment where employers are looking to fill their technical positions with fresh talent. Employers need knowledgeable people who knows the trick of breaking technologies and new graduates often provide that insight at the lowest cost, making it possible for their companies to invest in resources they can use in tandem with this new knowledge to strengthen and grow.

To illustrate my point, I wanted to share a few details of how my days looked like when the campus recruitment season was in full swing.

One day I got a call from a training institute regarding a campus recruitment opportunity in Kolhapur and Pune. The only difference was that in Kolhapur we were recruiting directly from a college and in Pune, we were recruiting trained freshers in software development. We discussed about their training course and processes and we also discussed about our recruitment plans. After multiple discussions between Mr. Khan (representative of the training institute), my boss and me, we finalized the logistics for visiting the colleges and conducting the recruitment activities.

Next, we decided the format for the Interview to be conducted. Two technical interviewers were to accompany us to help conduct the technical round and we discussed topics for the Technical Interview and other areas upon which students need to be evaluated.

Interview Day

Kolhapur: As planned, we first went to Kolhapur followed by Pune for the Interview process. After reaching the Kolhapur campus, we had a brief meeting with the HOD of the Computer Science department and then moved on for the pre-placement talk where around 50 students were already waiting for us. Post that, a written aptitude test was conducted which was scheduled to be over in an hour. Aptitude test was followed by Technical interview, Coding Round and then the final HR Round.

Pune: In Pune, we had around 150 – 180 students present to attend the interview. We followed the same process of recruiting but since the count of candidates was so high, we decided to conduct just 2 rounds that day. The shortlisted students from the first 2 rounds were asked to come our office for Coding Round and HR Round.

Apart from the count of candidates, another reason behind conducting only 2 rounds in a single day was the quality of candidates we were recruiting here. It was not so easy for our interview team to shortlist the best talent for the next round because a lot of them were good, much better compared to what we found in Kolhapur.

Outcome of the exercise:

In Kolhapur, out of the 9 students shortlisted for the coding round, only 1 student was able to crack it and got selected for the HR round. We eventually extended an offer to her.

In Pune’s training campus, we had 16 students shortlisted for the coding round whom we called in batches to our Mumbai office. At the end of the entire process, we extended offer to 3 students.

Key learnings for us:

Talking of Kolhapur College, we realized that we were too late in visiting the college. The best talent (or the cream as they call it) was already placed and that’s perhaps one of the reasons behind limited success with our drive there.

During our visit to Pune’s training institute, we came to know that majority of the students attending the interview process have pursued their education from colleges where placement cell is not available and if at all it’s available, the placement officers are not concerned enough or motivated to get the companies to their campus and get their students placed. Because of this, there are many skilled students who are still looking for a job since months post their graduation.
This is probably one of the key reasons why students join training institutes, so that they can not only become technically stronger but also get better placement opportunities.

One of our key learnings was to better schedule the timing of our campus recruitment activities. This helps in two ways: one, you can reserve the best talent available to you and two, it helps build a healthy pipeline of resources that would eventually join your organisation. On the flip side, there is no way to guarantee that the people who have been extended offers would definitely join your organization, but it’s a risk I think companies should take.

Another learning for a relatively small organisation like ours is to focus on those colleges which are in Tier 2 and Tier 3 cities . The key reason being that the students in such places are as talented and skilled but the amount of opportunities they get is quite limited compared to students in say, Delhi or Mumbai or Bangalore. Also, from our observation people from smaller cities tend to be more loyal and appreciative of the opportunities being offered to them

Feedback for Institutes & Students:

The most important thing for conducting a campus recruitment is to have a functional placement cell in the college. Universities placed in Tier 2 cities and lower, should have a motivated and functional placement cell to help the students find the right job where they can hone their skills and prepare for a bright future ahead. Being recruit-able does not only need the right technical skills and there are other factors that also play an important role in candidate selection.

For us, a good candidate is one who,

  1. Has the right technical knowledge and understanding of computer science fundamentals
  2. Is well updated with the new technologies in the market so as to provide new ideas while working in a team and in new projects
  3. Has good communication skills (and here we do not mean ability to converse in English) because in a diversified work environment, it is very important to communicate your ideas with the team.
  4. Is SMART (Skillful, Moral, Accountable, Responsive and Transparent)

We strongly believe that it’s not the responsibility of only the college to focus on these aspects, in fact students too should also take initiative on their own and prepare and groom themselves for the big challenge ahead.

To summarize, we believe that campus recruitment is a win-win situation for both the employers as well as students. By leveraging their branding initiatives through campus recruitment, companies can focus on the attributes that attract the students which in turn can help find the right talent for the job. On the other hand, students get exposed to a corporate environment at the right time and learn how to prepare themselves for the competition.

Our time: 6:59am IST