Campus Recruitment: Latest Trends, Strategies and Best Practices - Free Educational videos for Students in K-12 | Lumos Learning

Campus Recruitment: Latest Trends, Strategies and Best Practices - Free Educational videos for Students in k-12


Campus Recruitment: Latest Trends, Strategies and Best Practices - By Lumos Learning



Transcript
00:0-1 mhm , right . Okay , but I think we
00:29 show it started . Oh , what ? Mhm .
00:51 So what ? Right . Mm . Mhm . Mhm
01:10 . Yeah , Yeah , Right to shall we start
01:18 ? Yep . Okay . Good evening , everyone .
01:23 Thank you so much . True . Joining us .
01:26 My name is very Christmas for me . And I'm
01:27 an intern at almost learning . Uh , as you
01:31 guys know , the pandemic has wreaked havoc across the
01:35 board and in the HR industry , it's been no
01:38 exception . So whether you're a candidate looking for a
01:41 new job or someone looking to hire talent , things
01:44 aren't easy . Especially when you have to do everything
01:47 online . And out of all the hiring methods that
01:51 we have out there , campus recruitment , the one
01:54 where physical appearance is the most required is also the
01:58 most sought after . But why campus recruitment ? Uh
02:02 , it's mostly because it's a great way to find
02:04 fresh talent while simultaneously creating a large pool of opportunities
02:09 for students . And by starting with internships and entry
02:12 level jobs , companies can pace up their hiring process
02:16 and they can grow more in the long run .
02:18 Every year , about 800 organizations develop and nurture more
02:22 than 100,000 graduates from over 3500 schools in India .
02:28 But like everything , canvas recruitment comes with its own
02:31 set of challenges . So some of them are attracting
02:34 quality talent , managing hiring drives , assessing candidates whether
02:40 they fit properly and more often than not , new
02:42 graduates are not market ready . On top of this
02:46 , around 80% of companies faced logistical issues while conducting
02:50 their drives . It could be something related to the
02:52 registration process or something about the venue . Anything .
02:57 60% of companies have trouble choosing suitable screening assessments ,
03:01 and 45% of them feel that the grading process is
03:05 very stressful . All in all , the current process
03:08 wastes a lot of manpower , time and money .
03:12 At the end of the day , the failure rate
03:14 for new hires is a whopping 46% . Clearly ,
03:19 there's a lot to fix , and today we have
03:21 a fantastic panel to talk about how we're going to
03:24 fix it . Sunita has been a training placement officer
03:28 for more than 10 years and is currently pursuing her
03:31 PhD . Navin has 16 years of HR experience under
03:34 his belt and is currently head of HR for T
03:37 E Connectivity Island and Asian Automative , HR business partner
03:42 . Harsh It is a placement officer at any minute
03:45 , sir , and has worked with other universities as
03:48 a placement officer for the last decade . Mottama ,
03:51 one of our own senior team leaders , takes care
03:54 of almost learning HR and legal needs and has over
03:56 10 years of experience and talent acquisition . She's also
04:00 pursuing a PhD in law . Finally , we have
04:03 Katsumata , who is almost learning intern just like me
04:06 and is currently pursuing International Finance at Jane University .
04:10 A few housekeeping rules before we get started . Um
04:13 , I'd like all of our viewers to keep themselves
04:16 muted if they're not speaking all of our participants .
04:20 Panelist , this is for you . If you're not
04:22 speaking , please keep yourself muted . And if you'd
04:24 like to say something , feel free to raise your
04:26 hand or just unwrap yourself and interject at the right
04:29 time . If you have any technical difficulties , please
04:32 feel free to put them in the chat box .
04:35 And if you have any questions , please wait to
04:36 ask them towards the end . Put those as well
04:39 in the chat box so that I can bring them
04:40 up and put them to oppose them . To our
04:42 Panelists . Um , if at any point I'm facing
04:45 any technical difficulties or you can't hear me . Please
04:48 don't let me know . Um , and we'll definitely
04:52 get that sorted out . So with no further ado
04:55 , uh , I'd like to welcome all of our
04:58 Panelists and thank you so much for joining us today
05:01 . I hope you all are doing good . Are
05:03 you all comfortable ? Do you have anything that you
05:05 need , or can we get started ? Yes .
05:08 Yes , baby . Awesome . So my first question
05:14 , I'd like to ask Navin , do you agree
05:16 that campus recruitment is one of the most sought after
05:19 sources of talent acquisition , Especially for companies like TV
05:23 connectivity ? Sure , we're back . Um , first
05:28 and foremost thing , the relevance is never changes .
05:32 It's most sought after . And , uh , definitely
05:36 plays a crucial role , especially for a manufacturing company
05:39 like us E connectivity , also known as psycho electronic
05:44 connectivity . It's an 80 year old dog magician and
05:49 these kind of legacy organization code organizations . They need
05:53 continuous supply of talent , and we had a talent
05:57 supply from a wide spectrum . Uh , I may
06:01 quote names of , uh , Ivy League institutions in
06:05 bih schools , or it could be idea institution Okay
06:10 , which is a completely different spectrum , right ?
06:14 So we hire people from all all of these as
06:17 a manufacturing or damage and economic challenges like , uh
06:24 , the pandemic that we are in country , That
06:27 I guess it's not stopping us percent . What stops
06:31 us sometimes is a business board . Okay , So
06:34 if a company like Tiki connectivity has a big presence
06:37 for automotive as an industry has the industry got impacted
06:42 . Automotive industry got impacted because a friend of mine
06:44 , then probably there is this , uh , probably
06:48 you can say , a bit slower pace . But
06:51 that elevator has stopped us , and we still continue
06:55 hiring people . Is that a major portion of our
07:00 recruitment may not be the case , but that doesn't
07:05 stop us at all . Right . And how do
07:09 you feel about this ? Yeah . So , yes
07:13 , uh , to your question , absolutely . Um
07:15 , we feel campus recruitment is one of the most
07:18 , uh , important sources of acquiring talent from the
07:22 market . Uh , so I would like to add
07:25 to what Levin said . Yes . So when it
07:27 comes to us learning , we are into the genetic
07:31 domain , and we have a young and diverse workforce
07:34 at our organization . Uh , So what ? We
07:37 have been able to do through campus . Recruitment is
07:39 we are able to tap some of the best talents
07:42 from the market . And for many of our current
07:45 employees who have been with us since last eight years
07:49 , eight years or so , lumens learning is their
07:51 first job , right ? So that's a That's a
07:55 great , uh , strategy . Their attention strategy and
08:00 also the campus recruitment allowed us to create large pool
08:03 of data , no talent pool so that , you
08:06 know , we could plan a long term growth for
08:10 the fresh files as well as for the organization .
08:13 Now , very recently , I came across an article
08:17 which talked about some of the recent trends that the
08:21 companies are witnessing while hiding their fresh hires . Or
08:25 , uh , in order to nurture their existing talent
08:29 is that , uh , they want their leaders to
08:31 get tech savvy right in order to be more adaptive
08:36 in this new digital economy and the new normal that
08:39 we are facing . So , um , the advantage
08:43 with our campus hiring is that our young talent are
08:46 already very , very tech savvy , I must say
08:49 , say they pose is basic to advanced additional skills
08:53 , which is like an icing on the cake .
08:55 So we are able to create future leaders much better
08:59 . And the another most important aspect is that the
09:04 millennials Gen Z brings fresh ideas and perspectives to the
09:08 company . Right ? And the act has changed agents
09:11 so I can go and on on and on .
09:13 But according to me , yes , campus recruitment is
09:16 one of the most sort . After sources of our
09:19 recruitment , I would like to just like , Oh
09:22 , what to mention . We typically have experienced a
09:26 bit of freshness , not only just in the perspective
09:30 , but it's more of a promise as well .
09:33 And I call this point there , uh , the
09:37 tenure that they spend especially for manufacturing kind of organization
09:41 . A tremendous I have worked for service based organizations
09:44 before the shelf life there is smaller , I would
09:47 say not compared to manufacturing organization Solid Second , it's
09:53 a great source of economic development for us . That's
09:56 the way we look at it . When we hired
09:59 students from an institution , uh , in a in
10:02 a city like Bangalore , I wouldn't deny that there
10:05 is a plethora of organization continuously competing for talent ,
10:09 looking for for for for the day minus one These
10:14 days they zero these days continuously . It was there
10:18 20 years back . 16 , 15 years back .
10:21 I did campus department . Uh , I was I
10:24 was hired from a , uh , the school to
10:28 do campus recruitment , you know ? So , um
10:32 , it just continued then . And even now ,
10:35 it went to an extent that , uh , institutions
10:39 universities exclusively are being , uh , asked by these
10:45 corporations saying that I bid for this . Tell me
10:49 , what do you need ? It goes on .
10:51 Even even now , if when we go to a
10:54 pen university , Pennsylvania University , Uh , Penn State
10:58 University clearly gives us , you know , they literally
11:02 evaluate us on many art sticks . But do we
11:06 stop ourselves from going there or , uh , we
11:10 don't We We look forward for the talent . One
11:12 piece second , coming back to the society development ,
11:16 I would say it makes a huge amount of difference
11:19 . Especially going to those vocational training institutes getting people
11:24 from there . Yeah . Engineering organizations , universities .
11:28 Yes , there are options also , which these people
11:32 do have . But how many , uh , idea
11:35 schools , diploma schools , uh , engineering institute in
11:40 a Pietrus city . How many options that they do
11:43 have so that those are the kind of places where
11:45 would definitely happen to make sure there is a community
11:49 difference also , which has been made . And believe
11:52 me , they have surprises always with creativity , hard
11:57 work and passion for technology , especially for cold domain
12:02 , electronic organization and electrical organization like us , which
12:07 needs called domain knowledge that it plays a very right
12:11 to do . I've seen , uh , in a
12:14 metropolitan cities students get here he wired with . Sometimes
12:20 they are a civil engineer , but they want to
12:22 take up an I t . Job sometimes . And
12:24 why did you do that ? An electrical internet .
12:28 Why do they want to sway towards , uh ,
12:31 an idea organization or from the ideas organized ? So
12:35 those are the gaps , but that doesn't stop us
12:38 . Sorry , it took some more time . No
12:42 , no , that's okay . But , you know
12:43 , talking more about these gaps and how you may
12:46 have core knowledge and one industry you may not soon
12:50 and I'd really like to know , as a placement
12:52 officer , how do you train these students at your
12:56 institutions to get the market ready ? Because as we've
13:00 been talking about , there are these gaps . So
13:02 how do we fill them ? Yeah , first thank
13:06 you . Relate for the intro and thank you so
13:08 much . for having me here as one of the
13:09 founding members . So coming back to the training ,
13:12 I would say I'm Jane . Equal importance is given
13:16 for both the curriculum and training program . So the
13:20 main objective definitely for the training , is like to
13:23 bridge the gap between the industry and the university .
13:26 Uh , we at Jane University . We have a
13:28 structure that kind of a program , which we start
13:31 for the students at the very beginning of the semester
13:34 . There is the commencement of the campus placement .
13:36 So these students are trained on both . The carrier
13:39 developed a life skills through industry interface activities like top
13:44 skills . Talk about building confidence or empowering cells .
13:48 Quantity to logic , logical verbal skills . A parting
13:52 does just before the commencement of the placement , the
13:55 students go to a company specific training that if we
13:59 understand what the skins that required by the company who
14:02 are ready to visit the campus for campus placement so
14:05 based on which the students are again trained on those
14:08 values . Plus , in addition to this , we
14:11 do have innovation labs which are domain specific to ,
14:15 and then this is helping the students to end its
14:17 , uh , practical learning Plus , there are also
14:21 certification programs that are provided to the students for the
14:24 innovation to applied research and product development in niche areas
14:30 like the data find artificial intelligence or about robot based
14:34 design thinking , cybersecurity , Iot or , uh ,
14:38 network security . So again , faculty also play a
14:41 vital role in guiding the students towards carrier opportunities and
14:46 , in the process of self assessment again at about
14:50 3 18 weeks , ensure to provide one on one
14:53 counseling and mentoring to , uh , to help the
14:56 student . You need to understand the challenges lying ahead
14:59 , how to set a goal or how to achieve
15:02 them , I would like to add . With all
15:04 these practices , the hiring numbers are definitely increase the
15:08 Corona . And during the pandemic , I would say
15:11 we had a higher city scene , which was offered
15:14 a 32 like two . Training has played a continuous
15:17 process . It's not like you start only at the
15:19 end of the semester , so it has to start
15:21 from the beginning of the semester , where a student
15:24 start joining the college , you know , So that's
15:26 really helping Jane University . Hello , Billy . That's
15:44 right . Anything like that , we just start thrown
15:48 into internships . Then we have to figure things out
15:51 for ourselves . We have to train ourselves . So
15:54 , you know , I'd be pretty excited to see
15:56 or if we have something like that , that'd be
15:57 pretty cool . But you were just talking about how
16:00 things have sort of changed in the pandemic . So
16:03 how should how do you feel that the , you
16:05 know , times have changed ? How is it affected
16:07 to students and I and you know what are your
16:10 views on the effects of the pandemic ? Yeah .
16:15 As you all know , the world has been facing
16:17 the unexpected , inevitable changes due to covid 19 pandemic
16:22 . Of course , we have to accept that placement
16:25 has no exception . Uh , in terms of training
16:28 emplacement , everything went completely virtual where students were not
16:31 prepared jobs . I've worked from home models . We
16:35 had internship opportunities given to students where they had to
16:39 take things work from home , where they were not
16:41 prepared . When it comes to opportunities , opportunities for
16:45 fresher are same , but there is a delay in
16:48 process . But there is no opportunity cut for any
16:51 of the students . For example , joining dates for
16:55 the company's got delayed , but opportunities are the same
16:58 . For example , at energy we had 46.5 lacks
17:01 of highest package , which was offered by Microsoft .
17:04 So opportunities are same . The pandemic has affected resource
17:09 with higher experience , but not for pressures . Thank
17:16 you . Okay , So fresher are , you know
17:21 , looking out . I guess so at this point
17:23 , considering that you're going to be a fresher soon
17:26 . What are your views on this whole digitization of
17:30 things ? And what are your views on how the
17:33 pandemic has sort of affected your life personally ? Yeah
17:37 . So I personally feel that digitization of campus recruitment
17:42 process has been a really good initiative . Actually ,
17:45 it has been a necessity during the pandemic having its
17:48 own pros and cons . Now it has actually become
17:50 a part of a new normal . So I have
17:53 observed that , uh , according to some of the
17:57 articles that I went through for many companies , treating
18:00 from offline more to the online mode is actually saving
18:03 time and money for most of the companies . And
18:06 it has also helped them test their digital knowledge of
18:09 the students . So this has led the companies to
18:12 find the rightful candidates without any issues and from anywhere
18:16 so they would not have to attend the entire a
18:19 day at the campus for recruitment . So this has
18:23 also helped students like me to use that travelling time
18:27 for preparation of interviews and so and also to attend
18:32 interviews on time from anybody . Also , students will
18:35 not be that anxious or worried about the interviews as
18:40 they would be , uh , for online interviews .
18:44 This is because of digitization . I can say that
18:47 people are . Students have become more confident during interviews
18:51 because of that mindset that we are attending interviews on
18:55 gadget screens . So this is my opinion about digitization
18:59 during the bank work . Mhm . That's so true
19:02 . It's much easier for me to be sitting in
19:05 my home . That comfort level is a lot more
19:08 when I'm talking to people of some seniority and things
19:11 like that . But , you know , talking about
19:12 this whole digitization thing , it probably changes , Um
19:16 , the game planner that the strategies that are used
19:20 by , uh , replacement officers to attract these different
19:25 companies to come to their college the whole way they
19:27 come so soon either I'd like to ask you ,
19:29 How are you guys doing this ? And how are
19:31 you coping with this entire game change ? Okay ,
19:35 so attracting the company's okay , I would say is
19:37 today a company expected pressure to have some previous visit
19:41 ? The scale tracks , as I already mentioned ,
19:44 or Leo then gently consented on training programs that try
19:47 to upgrade the students skillets continuously to remain employable in
19:52 the company to market job market . So what happens
19:54 during the process hiring process ? So companies definitely noticed
19:58 that our students are well trained to meet the market
20:01 needs , and we have most of the companies to
20:04 automatically resistant . And it was agreed that the king
20:06 of companies every year so university has also been very
20:10 successful in catering to the needs of the company since
20:13 the case , I would say , and we also
20:15 have recruiters references , like most of the companies connect
20:18 with the corporate . Uh , you're on yours again
20:22 , talking about alumni . They have created a positive
20:25 in nature , the institution of the institution in the
20:28 market , and have proved to be a very great
20:30 help in terms of supporting the placement or department .
20:34 For that , we follow an inclusive approach in a
20:37 row , connect with the corporate . I still like
20:39 to be the curriculum enhancement or engaging the engaging them
20:43 any other your knowledge sharing platforms like the dinner ,
20:46 conclave and conferences . So again , with all the
20:50 humility , essentially acknowledge , solicited and celebrate the contribution
20:55 of corporate executives , entrepreneurs , social volunteers in creating
20:59 a bright future to our students . So I'm very
21:02 sure the companies are very happy with the students of
21:05 genuine diversity . That's why we have I mean ,
21:07 I can say more than 100 plus companies who have
21:10 finally Region University . Thank you . And have you
21:14 seen some kind of increase in the number of companies
21:17 ? Uh , post Pandemic ? Because it's easier for
21:19 them to come . Where do you feel like it's
21:21 sort of remained the same relationships that you've had .
21:25 So we have many new companies citing up to field
21:28 even in front of me if I don't think that
21:30 is suspected or any person hiding interesting . But so
21:35 you were talking about a lot of the different trainings
21:38 , and you know that's in Jane University . But
21:40 how shit . What are some of the things that
21:42 you can tell us about trainings that are provided to
21:45 attract placements at , uh and I am isil ?
21:49 Yes , we train students in three different segments .
21:53 One is competitive skills training , technical skills , training
21:56 and soft skills trainings . Some of the models adopted
22:00 to increase placements are we train students like industry driven
22:04 training . For example , there is a company called
22:07 Met Up With Trains are students on Cloud Technology Company
22:10 , like IBM , which trains students and cybersecurity and
22:13 Nokia trains on Iot . And we also have a
22:16 model called Ste OK , trainers of trainers where these
22:20 are called as master trainers . For example , if
22:23 there is a student in the final year , he
22:25 trains his juniors when he is in final year .
22:28 So this will help students to connect easily to their
22:31 juniors . Are juniors can easily connect with the seniors
22:34 . So this has given us the great presents .
22:37 Training from eliminate plays a vital role . As you
22:40 all know , n i e have 75 . It
22:43 was established 75 years ago . We have a very
22:46 good strong eliminate bikes , so we have very good
22:49 element working in a different position , with different in
22:52 a different place . So we always connect element with
22:54 the students so that they're trained students on different technology
22:58 . We have 12 center of excellence is , for
23:01 example , we have a central called us be FRC
23:04 building fire research Center , where we train students on
23:08 fire safety so that these will attract companies for placements
23:13 as well as increase students competitive skills . So these
23:17 are the major things which we follow at energy .
23:22 That's really cool . And one thing I noticed that's
23:24 quite similar between Jane and and I both is the
23:28 involvement of the alumni . So , you know ,
23:30 clearly there is some kind of requirement for that connection
23:34 between generations . But , you know , with generations
23:37 , we see that there are a lot of changes
23:39 . So now I mean , do you feel like
23:41 it's harder to retain people from my generation ? Or
23:45 do you feel like there's been any kind of change
23:48 or what are your Yeah , it's a It's an
23:56 interesting dimension from generation perspective . And , uh uh
24:02 , I don't deny that you are part of the
24:04 Gen Z and , uh , to me say probably
24:08 I'm part of , uh I hope you're not saying
24:11 calling me baby Boomer or something . Okay . Right
24:18 . Yeah . Just to keep it on the light
24:21 Note . One , uh , perspective , which I
24:24 mentioned is , uh , we are We are organization
24:28 . And I'm not just talking about the connectivity person
24:31 . Organizations are there , which have wide varieties of
24:35 seasons or decades that they have seen . This company
24:39 has seen about eight decades . Eight years now here
24:43 it has all the kind of people , baby .
24:46 Boom . Mr . Gen Z uh , do I
24:49 have a challenge Percy working with are attracting agency ?
24:54 Definitely not . Because if an organization has to sustain
24:58 for 80 years , they have to continuously it up
25:02 . And what are we talking about here ? These
25:05 are people who are communal , Alex . They love
25:08 communicating , right . They want social media to communicate
25:12 countries . Of course , we do have platforms for
25:16 that . Has the organization these days have made sure
25:20 that is shit Facebook for work ? Or we have
25:24 a platform which we use within our company called deliberate
25:27 , which is a link the entire company may not
25:30 , including so much into personal lives of people with
25:33 Facebook . But we probably took a professional network like
25:37 London , or these are the people who are dialogues
25:40 . They love conversations . Right ? So what ,
25:45 uh , what is going on ? It's so fast
25:47 paced . How are you retaining these people ? Uh
25:51 , you know , with the number of opportunities that
25:53 you get on instagram itself , you can apply for
25:56 jobs now that's a very , you know , common
25:58 thing that I've been noticing . You eat these guys
26:01 at your company . That's the way we adapt ourselves
26:05 . Okay , Like I said , we are not
26:07 restricting ourselves only to people who are January or Gen
26:11 Z or Gen X or baby boomers . It covers
26:15 all the spectrum one part . But yes , like
26:17 I mentioned one , is that you They look forward
26:19 for continuous communication , a dialogue , And we do
26:22 have , uh , let me do a real real
26:25 time example . You do have something called conversation with
26:28 purpose . Okay , that's the kind of , uh
26:31 , leadership engagement that fatal where leaders have been ,
26:35 uh , coached on how to coach these , uh
26:40 , Gen Z guys having a discussion for a purpose
26:43 or dialogue . That's what typically they look forward for
26:47 . Then we embrace vulnerability of Gen Z . They
26:52 don't want to be name plated or tractors . And
26:55 in a certain category of people , they are unique
26:58 by nature . So we have employee assistance program ,
27:02 which can definitely help them with any assistance that they
27:05 need to cover their career planning , tax planning ,
27:09 financial planning , which makes it very easy for them
27:13 . And these are all on the global head of
27:15 it . These are all technology driven handset river .
27:18 They they don't have to be sitting across a person
27:20 across the table and talk learning , for that matter
27:25 , there are 100,000 , uh , learning programs across
27:30 the globe . We are almost some 72,000 employees across
27:35 the globe . 140 countries presents . Here we have
27:39 all these still training available for them . These workshops
27:43 are also happening across , so they sit at a
27:46 remote location . Maybe they sit in Hawaii and they
27:48 can take our training program conveniently . So I would
27:54 say it's more of an adaptation . First thing .
27:57 Now there is one more perspective . Why I mentioned
28:01 to Muqtada . Yes . I'm happy to participate in
28:04 a discussion like this . What you're hosting right now
28:09 organizations they they have classified and that especially in ,
28:15 uh , India , which is a very competitive market
28:18 , there is a classification of hold . This generation
28:23 now , having seen different geography , is my pre
28:26 previous geography That I worked three years back story for
28:29 the last three years was Netherlands . I was covering
28:32 Europe . Uh , before that , I was working
28:35 in us , and now I'm sitting in Thailand covering
28:38 uh , a CN region . Um , what happens
28:42 is they don't look at it from a generation experience
28:45 . Only organizations these days look at it . What
28:50 are we doing with people who are all it's ?
28:54 It's It's not just about that living . They're having
28:56 a life here . They spend nine hours of their
28:59 conscious They they they need forum to express things .
29:04 Do we give that forum to express thing a freedom
29:06 of expression where , how I want to be ,
29:10 What is my opinion ? What is my preference ?
29:12 Do they get to be themselves thoroughly in the organization
29:16 ? That is something which is which cuts across all
29:20 generations . It's not just Gen Z these elements do
29:24 I look at people and pay them in a fair
29:27 and equitable manner . Do I have a gender neutral
29:32 bathroom washroom ? For that matter ? It's generally neutral
29:38 . We are far ahead in terms of those kind
29:40 of , uh uh concepts , and that probably makes
29:45 it very open . And for Gen . Z ,
29:49 I would say , and I think that's the key
29:56 that we've sort of seen across the board . It's
29:58 adaptability , whether it's , uh , you know ,
30:01 your policies or get like posh or your nondiscrimination things
30:06 like that . You're hiring policy . The way you
30:09 hire everything that you guys have been talking about .
30:11 The key thing is adapting , especially given this whole
30:14 pandemic situation . And , you know , that brings
30:17 me to my next question . McDonald . What are
30:18 some of the challenges that you know you've been seeing
30:22 , uh , during while conducting these campus drives ?
30:25 And how have or what do you think needs to
30:29 change in order for us to adapt ? Yeah .
30:33 So yes . So now that we all agree that
30:36 campus hires have given us great results and it will
30:41 continue to do so right . However , we just
30:44 opened our discussion sharing some of the challenges , and
30:49 I would say that it is kind of generally felt
30:53 by all the organizations , So those are some of
30:56 the common challenges . And yes , definitely there is
30:58 a way out . We can definitely overcome these challenges
31:01 . Uh , I mean , I can give a
31:03 lot of examples , especially how we as a company
31:07 . Lemos learning , uh , did bring certain changes
31:11 to not to overcome these challenges . So the first
31:14 and foremost so we see a lot of metrics ,
31:17 and I also came across a lot of articles and
31:19 survey and research papers which said that you know ,
31:23 more than 90% of HR professionals , uh , feel
31:27 that Gen z or the millennials of fresh graduates are
31:30 job happens , right ? So they do not stick
31:34 to 11 company . And what so happens is that
31:39 in in in the campus drive ensure all the a
31:43 charge fraternity would agree with me . So there are
31:46 so many companies . So these students , you know
31:49 , go attend an interview with one company , then
31:51 move over to the next one , the next one
31:54 . And , uh , if the guy is good
31:56 or if the girl is good , so they will
31:58 get multiple office . So what happens is that I'm
32:02 very happy that there are so many opportunities , multiple
32:05 opportunities that are opening up at the same time .
32:08 Since the company has invested , I would say ,
32:12 I don't want to use the word Spain invested a
32:15 lot of time , effort money , right , and
32:18 also the manpower . So I'll just give a quick
32:21 example . So when I say manpower , for example
32:24 , from our company the previous year , about five
32:28 HR professionals or five team members visited the campus .
32:32 Okay , say , for example , in 90 so
32:34 put together We're talking about 40 hours of productivity right
32:38 now from morning till evening . Uh , the HR
32:42 team , uh , was continuously working hard to ensure
32:46 the students , you know , get to the venue
32:49 . Uh , and , you know , give them
32:51 the papers and explain them about what we do do
32:57 a little bit of replacement talk , and also ,
33:00 they start correcting the papers , and they don't want
33:03 to keep the candidates waiting because , as you know
33:06 , the attention span of Gen . Z is pretty
33:08 , pretty less right . So I gain read somewhere
33:14 that , you know , more than 50% of HR
33:16 professionals find grading of papers extremely stressful . Okay ,
33:22 so with all this , uh , with so much
33:25 of effort and exercise , uh , still , we
33:28 couldn't complete the process . It had to be extended
33:30 for another day or two . And then we ,
33:33 uh , you know , filter the best candidates right
33:36 now , so we know the challenges , and what
33:39 can we do about it ? So the first and
33:41 foremost is that , uh , we had numerous learning
33:45 we started . I mean , we , uh ,
33:48 took advantage of this fundament , and , uh ,
33:50 we went for a completely contact lists virtual campus higher
33:56 this year , and we are very happy about it
33:59 . So , as he said , we are into
34:01 , uh , you take care of product development company
34:04 . We have a young and diverse workforce who are
34:06 continuously striving to build products to build products for our
34:11 customers , Uh , and things like that . Now
34:14 , we extrapolated one of our assessment platforms , and
34:18 we used it for our virtual drive , and the
34:20 results were extremely good . It was brilliant , I
34:23 would say . And we went completely online , and
34:27 we could easily assist hundreds of students . And ,
34:30 uh , we offered the best of the law ,
34:32 right ? At the same time , I would also
34:35 , uh , I don't want to bring it to
34:37 your you know , all the viewer's attention that there
34:40 is some amount of a bias . Okay , we
34:42 call it as an interview as bias . Uh ,
34:45 when ? When there is a face to face interaction
34:48 . I don't know how that happens , but it
34:49 happens . However , with our virtual drive , we
34:54 eliminated that to a large extent . Okay , now
34:58 one of the So I started saying 90% of HR
35:02 think the agency's job hopers at the same time .
35:06 There is another data which is 80% of them want
35:09 to stick onto one company . Okay , They do
35:11 not have that mindset . So what is happening here
35:14 ? So there is a communication gap which can be
35:17 addressed . For example , if I would want some
35:21 company to hire me or if I want to join
35:24 a company , I have to do my homework .
35:26 Well , right . I want to know what is
35:28 this company about ? And what is the culture ?
35:31 How are the employees ? What is the career path
35:34 and things like that ? So , uh , I
35:37 would say that the companies also need to invest in
35:41 these thought process . Like , for example , if
35:44 they want to hire an intern . Right . So
35:48 what is the work plan or rather , what is
35:51 a training plan ? Uh , that is , uh
35:55 , you know , darted out for this in turn
35:57 , they just don't want to sit next to somebody
35:59 and , you know , see and learn the process
36:01 . They actually want to do it . Which is
36:03 what we do at low most learning . And that
36:06 is why they have amazing talent who just don't want
36:09 to leave us , right ? I would say ,
36:12 uh , definitely the world plan that we give or
36:17 involve the interns in our day to day project .
36:20 goes a long way . It is one of the
36:23 , uh , you know , solutions that , uh
36:26 , and in fact , tested solutions , I would
36:28 say to overcome the experiments . Okay , It sounds
36:34 like one . There are a lot of challenges to
36:36 get these people . And so when you're trying to
36:40 get these people on board , you're the first question
36:43 that comes to my mind is what exactly are you
36:45 looking for ? And maybe nothing . You could probably
36:47 help us out to give us an idea of whether
36:50 , when you're hiring someone , are you really looking
36:53 at , um , making sure that they're aligned with
36:56 your organization's goals ? Or are you looking for some
36:59 kind of persona ? Some kind of attitude ? Is
37:02 there some clear cut standard for what counts as t
37:08 e material ? Good . Yeah . On a broader
37:14 note , any organization will have a standard set of
37:18 values and behaviours , which totally alliance with the organization
37:24 goals that they do both . All right , but
37:27 , uh , we have three dimensions to look at
37:31 . One is , um , something called global job
37:35 framework . There , uh , this job framework ,
37:39 it's a major indicator of where people will get aligned
37:43 . It has three elements . What is the strategic
37:47 impact that this particular position is going to deliver .
37:50 What is the scope of responsibility and what is the
37:53 kind of skill , uh , knowledge and attitude that
37:56 is required ? All right , so , uh ,
37:59 that's a predominant factor that they started . Second is
38:04 , there are specific jobs which are very strategic by
38:07 nature . Okay , Where we where ? I was
38:09 mentioning that we go to , uh , the best
38:13 of Bible League schools as well . All right ,
38:16 so let's assume that we have hired some people from
38:19 Michigan University . Uh , there we will look at
38:24 success profiles . We clearly lay out for each of
38:27 these jobs . What is your successful ? How you're
38:30 going to be successful in this , That that drives
38:33 them a lot where it makes it very clear .
38:35 Is this the most suitable job for me or not
38:37 ? It's not just purely about revenue . It's not
38:40 . If you tell them this is the kind of
38:42 product that you are gonna own , you're gonna launch
38:44 , you're gonna develop , you're gonna manage it all
38:47 the way . Okay . As a product based company
38:50 , that's the language which we use and and that
38:53 success profile matters a lot . Let me come down
38:56 one notch lower uh , let's say , Do we
39:01 have a success profile for , uh , recently I
39:04 I had this whole engagement for the last three years
39:08 . We we call it as a solution consultant .
39:10 Okay , One of the profiles the person for that
39:13 is somebody who's strongly driven with sales and service bites
39:18 it . How did we go about we created a
39:21 The challenge , which marked a was talking about recently
39:25 going through a whole lot selection process , a lot
39:28 of manual activities , though virtual by nature cannot be
39:31 mitigated . But the way we went about for this
39:34 to make sure that somebody clearly identifies themselves with a
39:38 persona was having a simulation activity of that particular shop
39:45 and having assimilated digital simulation , by the way ,
39:48 one second is , uh , it is coupled with
39:52 assessment . Now , if I do a psychometric test
39:55 and assessment , which is purely connected with the personal
39:59 , will somebody be successful in the job or not
40:02 ? Right . That makes it very clear for the
40:06 individual as well as for the , uh , organization
40:10 . Is this person a best friend company ? There
40:13 are some companies who were hiring bulk . They'll come
40:16 for a campus recruitment drive in a truck , and
40:19 they'll fill the people in the truck , and then
40:21 they go . And there's some companies who have very
40:24 specific a small set of ground . Those companies ,
40:28 they look at these personas and they create customized assessment
40:32 tools very digital these days , right ? You take
40:37 the assessment wherever you want to sit , and take
40:39 it at your comfort , and then report throws out
40:42 to us clearly telling this person most suitable for the
40:46 personnel that becomes our first selection criteria . I give
40:52 you three spectrum . How was tragic hiring for a
40:55 person or done versus that of a technical person versus
40:58 that of a services based person ? Yeah . No
41:03 , I was just thinking about my last internship and
41:06 how there was this my senior , the advocate there
41:09 he was , just like , Oh , yeah ,
41:11 I got this job because my senior thought I had
41:14 an aura about and you know that versus the technical
41:17 response that you just gave them three bucks . It's
41:20 pretty funny how far we've come in the last ,
41:24 uh , 40 30 years in terms of HR and
41:27 how it's become an industry . Uh , it's it's
41:30 just really cool . But with the growth of this
41:34 industry comes the require that comes an increase in the
41:37 requirements for students and for people who are looking for
41:40 jobs and things like that and consume it as a
41:42 student on our panel . What do you think those
41:46 skills are apart from , uh , you know all
41:49 of the skills and training processes that your university offers
41:53 ? Do you think now that you have interned at
41:55 Lou most as well , there are things that have
41:58 been missed out on our There are things that you
42:00 need to know . So I have a student .
42:04 I personally feel that students should get more practical knowledge
42:09 . In other words , the students should take up
42:11 the initiative on their own to , you know ,
42:13 intern and two researchers in their fields of interest ,
42:16 irrespective of whether the universities are making it a mandatory
42:20 part of the curriculum . So this would actually give
42:24 them an idea about the corporate culture and expose them
42:27 to the kind of world they might be doing in
42:30 case they before working in the same role as they
42:33 do so . Most of the companies , like rumors
42:35 learning , actually offer internship , become job opportunities ,
42:40 so this gives both organizations and their students to learn
42:44 more about each other and to know whether the skills
42:47 as much . If they share common now in less
42:50 with the organization in terms of technical skills and developmental
42:54 courts , then it would be a great opportunity for
42:56 both the students and the organization , as it would
42:59 have a student who cannot there intern role to the
43:02 full time employment opportunity . So this way I could
43:05 say that it would help the students gain and improve
43:08 on the required skills . As for the current corporate
43:11 needs , and it would also help them grab the
43:14 full time employment opportunity . Apart from this , I
43:20 cannot on saying that students can also keep a trap
43:23 off the guy digital skills that Corporates are looking for
43:29 and other relevant skills that they look foreign pressures on
43:33 supporters like LinkedIn . So Lincoln actually boasts many job
43:37 opportunities . So in that when you become the job
43:39 opportunities , you get to see those job descriptions in
43:42 that sometimes the most of the companies specify the kind
43:45 of job descriptions and skills that look foreign pressures ,
43:48 so students can make use of these descriptions and try
43:52 to build on such digital skills and relevant skills so
43:56 they can actually go and take up some online courses
43:59 that are available online , and this would also help
44:03 them with their certification , which would add not only
44:05 I don't do the resume but also make them stand
44:08 out from the rest of the crowd being official ,
44:11 this is what I would like to say . So
44:14 I basically had a couple of main things You've got
44:16 to do internships . You have to keep tabs on
44:20 linked in what you know companies are talking about and
44:23 what they're , how the requirements keep updating . And
44:26 you should try some online courses and , you know
44:29 , help yourself grow . So at the end of
44:30 the day , this is more of like a life
44:32 lesson . Take initiative , take control of your life
44:35 , and and don't let it fall in the hands
44:37 of , you know , a training program or your
44:40 recruitment officer . So I mean , now that we've
44:43 figured out , um , a lot of the different
44:46 things like , you know , what challenges are there
44:48 , what skills we need ? Uh hmm . Let's
44:51 let's talk a little bit more about how this year
44:54 has gone , and , um , you know how
44:56 many students are hired through campus drives ? How does
44:59 a typical selection process look . And what kind of
45:02 assessment ? Tools . So you were talking a little
45:04 bit about how , um , Lou most learning was
45:07 using their in house software . Could you elaborate a
45:10 little bit on that ? Yeah , absolutely . Um
45:14 , so we hired about 40 to 45 engineers every
45:18 year from from campus . Uh , so we look
45:21 for engineers from various disciplines and also for business majors
45:25 . Okay . To work in various departments . So
45:28 we have departments like we have r and D .
45:30 We have marketing . We have support content development .
45:34 Uh , and then we have publication . We have
45:36 finance hr and legal , right . And , uh
45:40 , we successfully even this year , we successfully hired
45:43 about 40 or so . Yeah , 40 fresh graduates
45:46 this year now . So what helped us is definitely
45:53 this pandemic , so it forces us to get creative
45:57 , and we adopted our assessment platform to support the
46:01 campus drive the campus recruitment part . Now , this
46:04 allowed us to efficiently interview a lot of students ,
46:08 uh , nearing to 1000 students , uh , through
46:12 virtual campus placements . And we assess these students on
46:17 different skills , like right from math , their aptitude
46:20 , uh , their programming skills . And also we
46:24 figured out a way to assess their communication , the
46:26 verbal communication skills , which , personally , I have
46:30 not seen in any other platform happening , right .
46:32 So we got an opportunity to basically evaluate a person
46:37 on one of the soft skills , one of the
46:39 most important soft skills , which helps a lot .
46:44 You know , both the candidate as well as the
46:46 company in the long run . Okay , so now
46:50 we gave a new name to reflect this new scenario
46:54 . The new use case . We call it a
46:56 talent scout . Now , with Talent Scout , we
47:00 are able to concurrently , you know , as there's
47:02 hundreds of candidates accurately and quickly . And what I
47:07 have seen with my experience is that the off campus
47:10 recruitment , uh , the major time , that is
47:13 , uh , you know , being spent is when
47:16 it comes to a one on one discussion with the
47:19 candidates , right ? So in order to measure their
47:21 communication or personality or any other behavioral trends Now ,
47:26 with our platform with talent Scout , we are able
47:30 to save tons of time . Since all the responses
47:34 are available to me whenever I want to , you
47:37 know , assess them . I can do so right
47:40 . Wherever from wherever I am . Uh , so
47:43 and also the most , uh , important aspect of
47:47 the entire exercises that I am now able to fix
47:52 criteria . Fix the proficiency score or the , you
47:55 know , fix our own metrics , which the company
47:57 actually needs , which the hiring manager looks . Looks
48:00 out for , uh , the , uh the system
48:03 , Uh , and what is So we very clearly
48:07 can now make out what is working for us and
48:10 what is not working for us , since the entire
48:12 process is data driven . Now , after we complete
48:15 this entire process , we then our talk to the
48:19 candidates the shortlisted ones before making the final offer to
48:24 to further assess their fit and alignment . So this
48:28 is what we are doing at Lemos , and I'm
48:31 I'm pretty happy that , you know , it's working
48:34 out really well . Yeah , I've used talents .
48:40 Could have been a part of a couple campus drives
48:42 as well . So it's been quite , um ,
48:45 a learning curve . It's been an interesting game ,
48:49 and I'm really enjoying myself . But , you know
48:52 , how should I wanted to ask ? What do
48:54 you feel ? Universities . So now we talked about
48:57 what Lemos has done , and how will be a
48:59 company could completely change their , uh , campus recruitment
49:03 process . What do you think ? Um , universities
49:07 can do . And what has a naive been doing
49:10 to increase their overall placement percentage ? Yeah , uh
49:15 , and I is following something called as collaborative learning
49:19 where students to interdisciplinary projects . So having interdisciplinary project
49:25 is a major key . Uh , and our segment
49:27 for our students and industry is assisted for learning .
49:31 So many industries train our students on different technology ,
49:36 and we also have as industry driven elective where a
49:39 subject is being formed and designed by a company based
49:43 on their expert ized . And it is being executed
49:46 by the companies act spinner experts . So industry driven
49:50 elective is a key player to a system . And
49:52 we also follow student mentoring system , which is also
49:55 called as party system , where one student who is
49:58 not placed has been assigned to a student who has
50:01 already been placed , so he would mentor a student
50:04 to get placed in future days . So this always
50:07 helps because his friend is going to train his own
50:11 friend . So there is more comfort which is being
50:14 created in the system training based on us , based
50:18 on industry imports . You take a lot of input
50:20 from industry based on their imports . We train our
50:23 students and placements are always host hosted based on starts
50:28 . So students will have a clear picture about what
50:32 companies are visiting and what is that they have to
50:35 take . And we have a lot of clubs in
50:38 the college . For example , we have Cafe and
50:41 I club where we discuss about new technologies which is
50:44 happening in the college , and we have training clubs
50:48 and we have competitive clubs where students actively participate in
50:52 this club and see that there are more benefits which
50:55 they take . And we have regular alimony counseling to
50:59 the students . It does not eliminate interactions . It
51:01 is alimony . Counseling to the students are alimony .
51:04 Come and speak to their own friends and tell them
51:07 What do you have do they have to do to
51:09 get into the right place and to get into the
51:11 right foot ? And we always conduct stress buster activities
51:16 because many players we say students aren't stress , but
51:19 we do not conduct any activities to bust out distress
51:23 . So these are the small initiative which is being
51:26 taken from an eye so that our students will have
51:29 more opportunity and they get greater opportunities . Thank you
51:35 . Thank you . And what about a gene ?
51:37 Uh , who needs that ? Do you feel like
51:39 , uh , that ? What are you guys doing
51:41 To increase your placement percentages ? I haven't said ,
51:47 uh , we do have training programs for the students
51:51 . So this report campus , right . And also
51:54 we connected the course based on various knowledge sharing .
51:57 Black compensated earlier also . So we do connected the
52:00 new company . So , uh , we try getting
52:03 a Ballard , or I mean , based on I
52:06 mean , looking at the case of the students being
52:08 connected , the company that's right . And talking about
52:11 this case is also we understand the requirements of the
52:14 company's training to be based on those models . So
52:17 this is definitely of increasing the placement and attacking more
52:21 and more companies . Okay , so then I have
52:26 one question for everyone , except for consuming the right
52:30 now , and I think that would be very interested
52:32 to hear what you guys have to say as well
52:34 . Um , how much do grades matter when you're
52:38 getting it ? How big of a difference do they
52:42 make sense to ? You could start off , and
52:44 then I'd love to hear from everyone . Yes .
52:47 Uh , the After my observation and experiences , I
52:50 would say that so great are solely users and ability
52:54 , paranoid as it's all . In other words ,
52:56 I could say great , so it does provide an
52:58 opportunity for the students to apply for a job .
53:03 So today , the recruitment and selection processes in companies
53:07 have just evolved to suit the new generation workflow .
53:11 So I think you'll agree with this , however ,
53:14 during the internship for a Victorian W and the selection
53:17 process . So they just given to other parameters like
53:21 soft skills or online assessment , technical skills , managerial
53:26 skills , HR around so apart from this company ,
53:29 it also looked at the skills acquired through hands on
53:32 projects in township we used to or extra curricular activities
53:38 . So any certification the student is , uh I
53:41 mean , he's so done Some courses at the coast
53:45 , which is the the 11th , so subject to
53:48 these all are the valuable indicators . I would say
53:51 that the company would , uh , like a candidate
53:54 to bring in two diverse place and not just reflecting
53:58 girls on the way to the source . And now
54:04 , I mean , what are your thoughts about this
54:05 , uh , seeing as you're the person who is
54:07 hiring people who you know , uh , hardship and
54:12 everyone puts up How do you feel about grades when
54:15 you look at a resume , grapes are just entry
54:19 barriers . There is nothing you know with great matters
54:22 a lot . The only thing which matters is the
54:25 skill sets of students so compared to great skill set
54:28 matters a lot . So I suggest all the students
54:31 who are on the skull to improve your skill set
54:33 than thinking about your grades . Grade is something which
54:36 is already giving your past . So think about your
54:39 future and more thank you totally connect with her shit
54:45 . When I was doing campus recruitment for a company
54:50 , look with the Target , which I had was
54:52 around hiring 500 people . And for this first company
54:57 where I got placed to do campus placement . That's
55:00 where it was , and their entry criteria was 65%
55:05 you know , throughout the beat 10 12 and engineering
55:10 . Now it's It's like her should mention it's more
55:13 of an entry barrier , which was being put so
55:15 that if a couple of other service based organization and
55:21 that there were money , I just don't want to
55:23 cut one accent . My entry fee reproduces altogether .
55:27 We're coming with a 50% . There was this company
55:31 character , which we were talking about 65% . Now
55:35 our character has been renewing its name . It became
55:38 keen . And then now it's entity data Japanese them
55:43 . Right . So continuously , uh , that that's
55:46 the entry barriers . Fair enough . Uh , but
55:51 there are other three areas . First area is the
55:55 cognitive agility , that which is based on ruin .
55:58 Past experience . Okay , one of the things which
56:01 can prove that this individual does his I've heard homework
56:06 . That's the fundamental thing with chair . Any organization
56:09 is looking at . Do you do your homework or
56:12 not ? Alright , home . Somebody who does the
56:15 homework doesn't get a good grade . Somebody who does
56:19 get a good grade gets a good job . I'm
56:20 going to the fundamental Space City , but that's where
56:24 it Wellstone . That's a cognitive agility of the person
56:27 . Other areas like her should set . They call
56:30 it probably a learning agility . Where can person learn
56:33 things on their own or not ? Or they do
56:37 always look forward for something to be put into a
56:40 curriculum , something to be pushed by a institution .
56:43 Then only they would want to learn . Then there
56:46 is other areas which are to do with that emotional
56:49 agility and social agility . How do they build a
56:52 relationship with people ? And how do they handle the
56:57 confusion or the chaos which is there in the world
57:00 ? The customer sometimes doesn't know whether he really wants
57:03 a passenger car or or a Lamborghini . But how
57:08 can you convert that part of a customer bringing a
57:11 clarity into his mind or her mind saying that ?
57:14 OK , I understand this is what you want ,
57:16 so that's the element as well , which we come
57:20 to . That's what we look forward for . Can
57:23 there's all the problems and they put it in three
57:28 points . One was learning agility , one with social
57:31 agility . But I'm forgetting the first one . There
57:35 is a cognitive ability , which is more to do
57:36 with the great stacked you're talking about . Have .
57:41 How has been their mental attributes so far ? Okay
57:46 , so then , for students listening , I think
57:48 that that's something you should keep in mind cognitive learning
57:51 and emotional . It's definitely not just about your grades
57:54 and , um and what do you feel like ?
57:56 I mean , having been in this field for 10
57:58 years , what are your thoughts . Yeah . So
58:04 , coming to grades , I think earlier . Definitely
58:06 . The trend has changed so earlier . I have
58:09 seen criteria as high as 90% also right . But
58:13 then it doesn't work any longer . So now the
58:17 students have exposure and , uh , you know ,
58:21 as her shit and Sunita all sharing here , uh
58:26 , a lot of changes have been made to the
58:28 curriculum , which was never been done in the past
58:32 , right ? So now the universities have come a
58:36 long way in terms of even , uh , modifying
58:39 your curriculum according toward the market needs or water industry
58:43 ones or water company needs . So that is very
58:45 , very important . So I agree with all the
58:48 panel members here . That grade is just one of
58:51 the criteria , but not the only criteria . Even
58:54 if you get that , call the interview call later
58:57 . But , uh , it is also there that
59:00 you need to clear the , you know , various
59:03 levels of interviews or tests that you're given , so
59:06 yeah , so I feel that he has great as
59:09 just one of the criteria , Not much . Now
59:12 that I'm in my final year , I've been watching
59:14 a lot of my batch mates getting place and things
59:17 like that . Um , it's so exciting to see
59:20 people who have scored so well , you know ,
59:23 54 years of school and they've been putting it in
59:27 your face that my GPS better than yours and everything
59:29 , but , uh , they don't have a job
59:32 . So you're You get very excited to see that
59:34 . Okay , there's hope that it's not just about
59:37 your grades and things like that . Uh , I've
59:41 had a really good time talking to everyone , and
59:43 I think we've all learned a lot . But we
59:46 do have a question from one of the members who
59:49 was watching his name is Vijay , and he's the
59:51 director of Heroin Technologies and Nicer . And he wants
59:56 suggestions and best practices for recruiting technical staff for startups
60:03 . Um , so like to meet his requirements and
60:05 challenges faced our minimum pay scales and which every resource
60:11 expects the most . You know , things like that
60:13 . You can read the question in the chat box
60:16 in case you need to understand it better . But
60:20 , you know , you could start off by answering
60:22 , and then we'll go to submit to hush it
60:25 and then Levine , if that's yeah , So that's
60:27 a very interesting question , Mr Vijay . thanks for
60:30 asking this . Uh , So , um , yes
60:33 , uh , some suggestions and best practices for startups
60:36 . So , um , like we have I have
60:40 seen in many companies where you know , the hiding
60:45 doesn't happen in volume . Right ? So , as
60:47 I said at Plumas learning , we hired 40 to
60:51 45 engineers and business graduate zero neo . Um ,
60:56 so I can say that , uh , you know
60:59 , the kind of strategy that we used , so
61:01 we made our assessment tool extremely strong , Right ?
61:04 So we want to get the absolute cream because we
61:07 are completely into a different mindset here . So we
61:11 don't work as the services industry or any other industry
61:14 for that matter . So we are completely into product
61:17 development . So we are building a product for our
61:19 customers , and our customers are basically educators , parents
61:25 , students , school . So we have a lot
61:26 of social responsibility as well here . Right ? So
61:30 we look for some of the skills that would make
61:34 a candidate and ideal candidate for our company , so
61:38 we see if there is an alignment of goals .
61:41 So we conduct a lot of assessments , right from
61:44 , uh , you know , the basic math skill
61:47 or a general attitude skill and also the programming skills
61:51 . So we also asked them to write something .
61:53 So even I would like to just say that communication
61:57 skills is one of the most important skills still Okay
62:00 , very , very relevant . So it actually gives
62:03 us an insight into the scalability of the resource ,
62:06 right ? How well candidate or a student or a
62:09 fresh employee can sustain in the organization in the long
62:14 run ? And how can he be He or she
62:17 be more resilient , Right . So there are a
62:19 lot of , uh , factors , so I mean
62:22 , it's very , very different . Uh , compared
62:25 to your college days , so you'll have to adapt
62:28 . You will have to be more collaborative , and
62:31 you just cannot be to yourself . So when when
62:35 I say collaboration , uh , we cannot work in
62:38 silos anymore . There is a lot of interaction between
62:41 various teams , so it is all becoming interdisciplinary .
62:45 So we kept all this in mind and created an
62:49 assessment . So we are very well able to align
62:53 the goals of a candidate because definitely each one of
62:57 the student has a career goal with the organizational goals
63:01 , right , and we are able to match it
63:02 well with our assessment platform and we are able to
63:05 tap the right talent for us . So it doesn't
63:07 matter anymore . Whether you know , student is wants
63:12 to join a big company or a small . In
63:15 fact , I have seen the trend that many of
63:18 the youngsters want to join a startup . Okay ,
63:21 the reason being , uh , you know , it
63:24 gives a lot of flexibility to the students they can
63:27 think , right , They can open up . And
63:30 there is an open door policy . They don't don't
63:33 follow any hierarchy , as so You just have you
63:36 just if your idea is good and you can just
63:39 floated around and see , uh , you know how
63:43 it is taken . And if it is good ,
63:45 definitely . It'll be put into execution . So that
63:47 speed is there . That innovation is there and so
63:51 on . So I want to give others as well
63:55 to share their opinions . So , uh , in
63:57 my opinion , it doesn't matter . Started for a
63:59 big company , but a very very , uh ,
64:03 you know , a detailed assessment tool or an assessment
64:07 platform is what is going to help you , Sunita
64:11 , as someone who has dealt with a lot of
64:13 these different companies , Do you see any large differences
64:17 between how startups higher and how large companies hire .
64:24 Um , Sunita , you commuted yourself ? Yeah ,
64:29 yeah , yeah . I wanted to answer the question
64:32 where we have it in the chat box . So
64:35 I told you earlier or so we are trying to
64:37 get more and more new companies coming up . So
64:40 in this company that I'm talking about , we do
64:42 have It's not really a big companies where they are
64:44 , uh , pitching when we are also pitching many
64:47 companies the chances of startup because we have we have
64:51 branches like it's idea as well as the bomb might
64:53 be your branches . So for most of the ideology
64:56 , we are teaching the new startup companies where ,
64:59 as to was also mentioned , we have many students
65:02 who would prefer getting into the startup company . So
65:05 what happens exactly in the startup companies is the most
65:08 of the companies they do pay . Uh , not
65:10 a very big salary . Maybe they started 2.8 or
65:13 three or three point by that , we didn't start
65:15 with the salary . But students are happy because they
65:18 tend to learn so many things when they joined such
65:21 companies . And so I just wanted to share my
65:24 position . So I think the thing that he wanted
65:27 , they wanted to hire a tech stuff and like
65:30 how they could go about the challenges . So I
65:32 would say that , uh , as I've seen ,
65:34 there are many companies who start the Children's with and
65:36 then don't you for a period of a few months
65:38 And then you know all this talking to joining us
65:41 , and and don't they tend to stay back in
65:44 the company ? They don't actually believe that we want
65:46 to do , but actually they stick onto the company
65:49 because they're more happy working . In fact , a
65:52 start up company , I have answered , or there's
65:56 any other question for me . I don't want to
65:58 do this . As our Panelist , Navin Parker was
66:02 telling about , uh , Tree Cities and Territo Institution
66:06 and to three institution my small session to B .
66:08 J s . Uh , please hire students as interns
66:12 from terror atrocities for the electricity's , where students are
66:15 ready to work for your minimal pay scales . And
66:18 they would also have a talent pool , their entire
66:20 two and thread three cities , so you would get
66:23 a right choice based on your requirement . This is
66:26 a small question . Thank you . I would just
66:30 like to couple to that thought . Uh , what
66:34 ? Just ship mentioned ? Hiring is one part from
66:38 these , uh , lower tier cities . If you
66:42 do not want to invest any further time in setting
66:45 up a training division to type with the training institute
66:48 , have the curriculum set with them . What exactly
66:50 you are looking forward for , uh , in terms
66:53 of the technical abilities you invest just with those training
66:57 in students , they will indeed coordinate for hiring those
67:01 people as well . And that will be a quick
67:03 turnaround for you . And , you know , you
67:05 get to closer to customize student , I would say
67:11 , Yeah , so just to I don't I just
67:14 want to make one last comment to the same question
67:18 to Mr DJs questions . So he is also mentioned
67:20 about minimal pace kids . So again , I would
67:24 like to go back to the trend and say that
67:26 earlier the candidates of the students had some dream job
67:30 . Right ? So there used to be some dream
67:32 company dream job . This is what I want to
67:34 do . And I want to join this company ,
67:36 but no longer . We see that . So what
67:39 we see right now is , uh , they have
67:43 a dream rule , right ? So they have a
67:45 dream job profile more than anything . So if your
67:49 company is offering that to the candidate , Uh ,
67:52 so money is not everything , though . It is
67:54 one of the major aspects for taking a decision .
67:57 But yet I would say that offer them , uh
68:02 , you know , a very good job profile .
68:04 And I think that would be one of the most
68:06 important talent attraction . Uh , you know , that
68:10 can be taken off . So then VJ two summer
68:15 everything . Um , uh , Sunita mentioned that you
68:19 should make sure that they have , uh , that
68:23 you sort of advertise yourself really well . Show that
68:25 you're providing different opportunities . There's no reason for you
68:30 to back away approach these universities . They're always looking
68:35 for more , uh , startups . And they're always
68:37 looking for smaller sized companies . Harsh . It was
68:40 saying you should go to two or 2 to 3
68:43 cities . Make sure that you don't only look in
68:45 one place for your hiring . Gavin was saying that
68:49 you should think about tying up with different training institutes
68:52 so that the people you hire , even if they're
68:54 from two or two or 232 or three cities they're
68:56 ready for the tasks that you need , Uh ,
68:59 getting done and moved to was saying that you should
69:02 get a platform that allows you to really have detailed
69:07 assessments so that when you're hiring these people with limited
69:11 resources , you're not wasting your time . So I
69:14 hope if you have any more requirements or if you
69:17 have a specific question , please do let us when
69:19 we'd like to help you a little bit out there
69:21 as well . Um , we have Mr Shiva Sagar
69:25 who is the director of placement at M i t
69:27 my so and his question , um is different institutions
69:32 are they find it difficult to train students , um
69:38 , with regards to company specific requirements . So how
69:42 exactly would you try and bridge that gap ? Anyone
69:49 who would like to answer convoy Okay . And that's
69:51 what my personal opinion , I don't think and are
69:54 company specific training should take place in any of the
69:57 insecure because , uh , she kept putting the student
70:01 skill set is important than not raining student honorable individual
70:05 companies specific requirement . So I would always suggest to
70:09 go with a general training rather than a company specific
70:12 training . Thank you . So , uh , go
70:19 ahead , please . Just a different view toward her
70:25 ship mentioned . Now , some four years back ,
70:29 be set up , uh , incubation center in R
70:33 v . College of Engineering . That is , with
70:36 an intent that we will dr do things . Uh
70:42 , one is our Union city relationship . Okay ,
70:44 we don't look at it from a campus recruitment per
70:47 se . It's more of a university relationship overall ,
70:51 from a student development perspective , as well as driving
70:55 R and D mindset in students . So we did
70:58 set up this , uh , incubation center with for
71:01 a couple of technologies called ASAP Theory or UI Technology
71:06 user interface of a city is really bad . So
71:09 we want to do , uh , these theory technologies
71:12 have come up with , which makes it very simple
71:14 and handy . It's a It's a very new technology
71:17 at that point in time . Now , the corporate
71:19 wants it . But the reason why we set it
71:22 up in ar e college was that those students were
71:26 hungry and , uh , in a dire need .
71:29 How how can we make , uh , how can
71:32 we work on a newer technology which is not there
71:34 yet ? Uh , maybe they're in a better version
71:37 , but still would want to work . Try it
71:39 out . Were they successful to deliberate on that area
71:44 ? Not That's a secondary aspect . But we did
71:48 drive that specific curriculum with them . Did set up
71:50 a whole lot office for them to try out those
71:53 things . And thereafter we hired people out of many
71:57 students . But the game that we had was many
72:00 people got exposed to a research kind of work versus
72:03 that off a trial on an established technology . So
72:09 give starting the thought process of R and D .
72:13 And that was the main output for us making intent
72:17 also for us . Yeah . Yeah , I would
72:21 , uh , before to add , uh , better
72:24 than we talk about the training program . So ,
72:26 uh , as I was also mentioning like , we
72:29 have to start training programs from the initial stages .
72:32 It's not like your pressure , I think the students
72:34 , but the curriculum and training . But to see
72:36 that , yes , they also are trained as per
72:39 the requirement also . And that's difficult . Serious technology
72:41 , like it keeps changing . So you have to
72:43 keep upgrading the students . So we believe in that
72:46 . And so , as we have in house trainers
72:48 , we have as we're stealing , we also have
72:51 the industry experts to come , and they have the
72:53 development . And then we have many industry who are
72:56 the view member of the Viewers Board of Study .
72:58 So this is a continuous process , like , yes
73:01 , a little more effort should be given during the
73:03 placement There in the student at least cum cracker ,
73:07 first level of interview and rest at least maybe the
73:10 managerial or the channel . It depends on the students
73:13 . The first initial stages , students have to be
73:15 trained on a few basic things . Uh , in
73:18 terms of , uh , I d or management just
73:21 to ask you . And so I just have to
73:27 add , um Mr She was So my view is
73:31 lightly different . Uh , I would say get practical
73:36 , you know , get your foundation strong . Uh
73:40 , a number of trainings can be given to these
73:42 students . Uh , it could be technical training for
73:44 skills , trainings and so on . However , when
73:48 it comes to the reality , what we see as
73:52 , uh , HR folks , is that many of
73:55 the students are not able to crack the tests .
73:58 And if we ask them to write a simple code
74:01 , they are not able to do it . Right
74:03 . So this is the hard fact , I think
74:06 so . This is so the expectations from the organizations
74:10 on students is , you know , a very minimal
74:13 because definitely we all understand that they do not have
74:16 a prior work experience . So all we need all
74:19 we want to see in them is their readiness or
74:23 their willingness to learn more and how well they are
74:27 able to gel well with the team and basic foundation
74:31 . I have a strong , for example , for
74:34 engineers have a strong coding knowledge and things like that
74:38 . So I would say , get the basics ,
74:41 uh , strong . And so that will help to
74:45 absorb what our trainings are given to the students .
74:48 Much better . I'll just couple to that particular point