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
74:54	here . Uh , one is definitely on the technical
74:56	friend . Please do develop them . The second element
75:00	is organization real time card tricks . When we start
75:04	working , Okay . Even now when we do our
75:08	job , we work a lot on something that will
75:12	be studied during the graduation and post graduation period .
75:15	Like can't . Okay , quantitative aptitudes , guys ,
75:19	you never use calculus . Believe me , it was
75:23	nice to learn making our life nightmares during our blasters
75:28	. But when it comes to the real time job
75:31	. Can't place a huge amount of reliability be you
75:35	. You be a software engineer or a product developer
75:37	, or are in the engineer , Uh , logical
75:41	reasoning , abilities , interpretations . They matter a lot
75:46	faster . Comprehension . They matter a lot . Those
75:50	are reality words . So the even if your institution
75:55	may not dedicate time on that , you please invest
75:58	time if something that matters , uh , as a
76:02	selection process , we look forward for that . When
76:05	I was kind of thing , a child interviews for
76:07	campuses , which I did even , uh , till
76:11	my last assignment . You know , cancer . Something
76:14	which I focused a lot about . All right ,
76:17	what do you Thank you so much . Um ,
76:22	I don't think we have any more questions for the
76:25	day . Um , but I'd like to thank all
76:27	of you for joining the panel . I had a
76:30	wonderful time talking to all four for five of you
76:33	. Sorry . Um , and I think we should
76:36	definitely some you know , major takeaways is that adapting
76:40	to the situation is what the goal . Right now
76:43	, that's what we need to do right now .
76:45	And I think everyone is doing it in their own
76:47	ways . And , uh , we should all be
76:50	proud of ourselves for taking on this pandemic in such
76:54	a positive stride . I don't think anyone was complaining
76:57	too much . Are , you know , crying about
76:59	how it's so difficult . We're all looking for different
77:01	solutions . And I hope that's the attitude that we
77:04	, you know , continue with all of the other
77:07	challenges that we may face in the future as well
77:10	. If you guys have any parting words , I'd
77:12	love to hear them . There was once upon a
77:19	time in this book that we referred to artists ,
77:21	otherwise . Cons . It was rocking then and even
77:24	to trucks now . Yeah . So I would like
77:31	to give a small closing comment . Just that .
77:36	Yeah , definitely . Thanks a lot . Um ,
77:38	and I would like to say that to all the
77:41	students fraternity to all the student community , Get real
77:45	. So you're going to step into the real world
77:47	? It's completely different . So you're staying in that
77:50	fantasy world and get out of it and collaborate more
77:54	, okay . And build your network . And don't
77:57	stop being inquisitive , right ? Whether it is a
78:01	correct question or not doesn't matter . So be curious
78:05	. Always and keep your eye open . Uh ,
78:08	and since you're always , Uh , you know ,
78:10	in this digital world , you know better what is
78:13	happening . So that is an advantage . And ,
78:16	uh , all the very best . Thank you so
78:21	much . I would like , two times in human
78:23	. Tina , you're listening to Mr Levine . I
78:26	could I think I could Maybe I could go back
78:29	and say that protester company like the you definitely looks
78:32	at that . He was talking about the quantity .
78:34	You and , uh , logical between . Need to
78:37	focus more on . Yeah , I will do .
78:39	We will definitely do that . And we are doing
78:41	that as the factor . That's it . And as
78:43	Mr Have she said , the various practices What ?
78:46	The college , uh , practice now in terms of
78:49	the training and attracting the company . So maybe something
78:55	I would also learn from Mr Hardship . Uh ,
78:59	that our students ? Yes . I'm so happy for
79:02	her again . She's been a part of dealing with
79:04	learning . Thank you team again . Thanks to .
79:08	And thanks for relief . Thank you so much .
79:11	And again , I thank Mr who consider as well
79:16	thanks to entirely most teams for giving this opportunity for
79:21	us . Thank you so much . And of course
79:24	you are the great you've done a great your husband
79:27	. Thank you , sir . Thank you very much
79:30	. It's always been a pleasure to connect back to
79:34	, uh , institutions , and , uh , one
79:37	of the major reasons which I wanted to talk to
79:40	you about this was , uh , if , as
79:44	, uh , corporate organizations , if we can go
79:47	back to institution and say how how can we collaboratively
79:51	, you know , connecting . Just express outside of
79:54	views and make sure that the generation , which is
79:58	coming out tomorrow it makes them very easy and seamless
80:02	to navigate into organizations . That is competition right now
80:06	, But , uh , with the right values in
80:09	our mind beat empathy , bait , a community ,
80:13	relationship oriented mindset , it makes it very easy for
80:17	seamlessly navigate interest . So thank you for the photo
80:21	. Thank you . And I would like to extend
80:24	my gratitude to the entire most team for giving me
80:27	this opportunity because I'm an intern who has just started
80:32	working here from the past week . So I'm really
80:35	thankful to yours for giving me this opportunity to speak
80:38	on behalf of the student committee . Thank you ,
80:40	Mom . Thank you , everyone . All right .
80:44	So I'd like to close our discussion today , and
80:48	, uh , I hope you all enjoy yourselves .
80:50	And I'm looking forward to another one of these GMOs
80:54	. Webinars . Thank you , everyone for watching .
80:57	And if you have any more questions , please feel
80:59	free to reach out to us by going to our
81:01	website and using the support handle there . Or you
81:04	can send anyone of us an email as well .
81:06	All of you have a great evening and , uh
81:09	, see you next time and to make your being
81:12	a great host .

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