Campus Hiring is also a part of “Recruitment Life Cycle”. Till few years ago “Campus Hiring” was a hot topic in the industry. Only cream of candidates are getting placed and others leave institution without an offer. Improvement of competency required for both Corporate and Institution. Corporate is not going to perform the role of a training academy anymore. All of us are blaming recession, global economic slow down or the reduction of US outsourcing to India. But the reality is totally different. Deep understanding and research are needed on why campus interviews has failed in India.

1. “Qualitative
Campus Hiring”
What’s happening behind the scenes!!!
- Vijay Anand L V

2. “Qualitative Campus Hiring”
About Vijay Anand (Head Mentor – Hirington Academy)
Has closed to 13 years of experience in the Recruitment Industry. Working
experience includes Leading Consultancy Services, IT/Telecom software companies
in Chennai, India. Holds a Bachelor of Science from Madras University, India. Master
of Labour Management from Madurai Kamaraj University, Madurai and a Post
Graduate degree in Human Resources Management, Pondichery.
• Experience of interviewing several hundreds of candidates across all the verticals.
• Exposure to both consultancy and corporate environment.
• Groomed a team of recruiters for productive results.
• Provided recruitment solutions for several hundreds of recruiters through Online and
In-person mentoring.
• Founder and President of Global Recruiters Association, non profit organization for
recruiters (www.graindia.org)
• Online Recruitment Journal - Hirington (www.hirington.com),
• Author of Hiring Handbook,
• Cross Border Recruiter Exchange (an Online Facebook Community for Recruiters)
• Subject Matter Expert in Recruitment.

3. “Qualitative Campus Hiring”
What are your roles &
responsibilities in your
Organization / Institution?
What is your understanding on
“Campus Hiring”?

4. “Qualitative Campus Hiring”
Overview
Campus Hiring is also a part of “Recruitment Life Cycle”.
Till few years ago “Campus Hiring” was a hot topic in the industry.
Only cream of candidates are getting placed and others leave institution
without an offer.
Improvement of competency required for both Corporate and Institution.
Corporate is not going to perform the role of a training academy anymore.
All of us are blaming recession, global economic slow down or the
reduction of US outsourcing to India. But the reality is totally different.
Deep understanding and research are needed on why campus interviews
has failed in India.

5. “Qualitative Campus Hiring”
Rise and Fall down
Campus interviews are very popular for a decade or so. Before that there
were very less Engineering and B Schools in India. Where the employers
could able to find the right talents through on or off campus mode. One
could count the number of campus hiring visits.
Demand for candidates on core competencies pushed employers to train
more candidates.
Other employers started poaching the trained candidates as they were
ready to deploy into their projects without any cost incurring on their
training.
Core candidates understood their importance and started looking for a
minimum of 100% salary hike. Industry was ready to accept the unethical
hiring practice as they were getting ready made candidates.

6. “Qualitative Campus Hiring”
Rise and Fall down
Sudden increase of salaries across IT industry, particularly with the
experienced candidates made employers think on alternative
arrangements.
Employers started targeting cream students across all the educational
institutions in India. Even though an employer belongs to southern part of
India was interested to travel north just to catch hold of the cream
candidates.
Birth of unethical campus hiring - Most of the institutions bribed the Head
HR or the deciding authorities to improve selection numbers in campus
hiring. On other part, few deciding authorities from the organization also
started demanding money against the offer letter. Thus the unqualified
talents started coming into the organization.

7. “Qualitative Campus Hiring”
Rise and Fall down
On the other hand, demand of cream candidates went high from 10,000
INR per month to 35,000 INR / month (For Engineering Grads) based on
competition created by other employers. On an average, a highly scored
candidate got 3-5 offers and he / she joined the organization based on high
pay.
Employer lately understood that they had to put the cream candidates
again into a training period of 3-12 months. Already the offered CTC went
up high and now the training charges also shoot up.
For last couple of years, organizations have started quoting bids on a lower
rates to sustain and compete in the market.

8. “Qualitative Campus Hiring”
Rise and Fall down
Already the income for the organizations (except all Tier 1 and few Tier 2
companies) has gone down and the salary bandwidth of the candidates has
gone high. So they have all the employees as a billable resource in the
organization. No one is ready to afford their time on training candidates in
the projects.
To make students industry ready, institutions started tie up with external
trainers. Already the text books are out dated and now the training has
become more theoretical. Most of the projects are not done by the
students.
There is a huge difference between what it has been written in the resume
and what the candidate knows.

9. “Qualitative Campus Hiring”
Obstacles
Campus Hiring is also part of the recruitment. Most of us see it as an alien.
Bringing the client to the campus and co-ordinating the event alone
doesn’t become Campus Hiring.
People with nil background in recruitment can become a part of campus
hiring.
Understanding the industry and understanding the recruitment life cycle
is two different things.
Students are trained based on an assumption and a generic skills. Which
may or may not be the requirement.
Middle men en-cashes a lot of money on campus hiring as one part of the
people don’t disclose the exact requirement and another part doesn’t
understand the entire life cycle of the recruitment.

10. “Qualitative Campus Hiring”
Improvement areas
Placement Managers should become more competent by upgrading their
skills in end to end recruitment.
They should be able to meet / speak to the client once in a while on the
upcoming campus hiring plans.
Based on the plans alone students need to be trained. Not in generic skills.
Corporate to understand students closely by adopting few of them for
their upcoming hiring schedule.
Build a social profile for the students and en-light them with various in
built competency.
Don’t look for a placement, look for a career.
Improve Alumni associations strong. Connect them once in a while with
your students.

11. “Qualitative Campus Hiring”
Stop training on Generic Skills
Students said that the pattern of aptitude tests, too, has changed in 2013.
“We prepared for the regular format comprising questions on time and
distance, and probability among others. Instead, we got puzzles, sudoko,
crossword, twisters, mind teasers and analytical questions,” a student said.
The interviews too, he said, had three panellists instead of one.
Create Career, not a Job…

12. “Qualitative Campus Hiring”
Any Questions?
Thank You…!!!
Reach me : contact@hiringtonacademy.org
+91 9841696536