Campus Onboarding Policy
Campus Onboarding Policy
(2023-2024)
Overlooking reputation of a college; we are more likely to yield the fine attitude and learner attitude candidates. Past graduates can be telling of the quality of the college especially if there are some notable alumni that have stood out but we still believe on the present. Often we have a network that can provide feedback on colleges or an existing relationship with colleges. The location of the hiring team and the campus can also be a factor in determining whether a we/college should make the cut, yet we accept campus drive proposal/request across the states; eventually across the nation. We are equipped with all resources to conduct On-campus, Walk-in and Off-campus drives honoring request/proposals of the colleges.
They are our Nation's Brand Ambassadors...
Stage 1:
Our Hiring Managers interact with students on Campus/Virtually through Business Thought Leadership Sessions, Guest Lectures, Live Projects, and other Corporate Campus Connect programs
Stage 2:
Profiles of Interested and Qualified students and other relevant details are scrutinized
Stage 3:
We conduct Pre-Placements Talks to give in-depth insight about the prospective future of the sought after roles and positions including career growth
Stage 4:
Applications are invited and resumes of interested and available applicants are shared with the project managers
Stage 5:
The applicants will submit their expression of legitimate agreement under the parameters which are quintessential to their further career growth and available future opportunities.
Stage 6:
Our Hiring Managers will conduct their selection process which typically comprises CV based short listing, digital interviews, group discussions and personal interviews.
During On Campus: We introduce the students with the following
· Current projects that HCDS Technologies or our Client has undertaken / under processing / in tender
· Scope of growth for a potential employee / mapping their aspirations with that of company’s
· Arranging necessary Training / Internship programs offered to employees
· Salary/CTC, Perks and Benefits discussion
· Address the Govt. HR Policy,
2020, bond period, appraisal and functional switch
· Q&A session to ignite the zest and quest of individual students
Written Tests and GD
This is mainly to test and assess content development, technical & scientific terminologies, communication
skills (read, write, understand, speak, develop content) but other skills like entrepreneurship, leadership, teamwork initiative; critical thinking abilities can also be tested/assessed by exposing candidates to a wide variety of topics and Brainstorming sessions.
Structured interviews: Beating all the preconceived theories; we conduct confidential interview .The most essential part of the hiring process is the structured interview which is often broken into three rounds.
1. General round (To include the candidates into functional business frameworks)
2. Technical round (To practically assess the core strength, applicable understanding, actionable
practices and active working caliber for diverse industry segments)
3. HR round (exploring three personalities of students; who they actually are, what they really wanted to become and who could they become for handling corporate job assignments)
We strictly adhere to the following:
· Effectiveness: A structured interview yields far more accurate information as 4 or more unstructured interviews which makes the hiring process efficient
· Fairness: When evaluating students across different colleges, a structured interview proves to be more valuable to ensure the hiring process is transparent and fair in so many aspects
· Consistency: This type of interview leaves no room for arbitrary or irrelevant questions that might skew the results of an interview, clarifying all doubts on the spot.
· Legal protection: Structured interviews are also great from a legal standpoint as students cannot sue companies for discrimination during the hiring process Post campus: Preliminary Job offers and Negotiation
Well, all that is left after selecting the pool of candidates is to issue preliminary offer letters and open the doors to salary negotiations if there is the scope to do so. The preliminary offer letter is also a standardized instrument that contains comprehensive information about the job, description and salary structure along with perks and benefits carefully laid out.
On boarding: Once candidates accept a preliminary job offer, our hiring manager starts preparing for the on boarding process.
This is made or break for the new hire and the company. Setting expectations, exposing them to the work culture and environment and identifying a growth
trajectory are vital during the onboarding process.