Pre-placement talks (PPTs) allow students and recruiters to learn about each other before the formal recruitment process. During PPTs, recruiters present information on their company profiles, open positions, eligibility requirements, compensation packages, and answer student questions. PPTs benefit both parties by helping students make more informed career choices and allowing recruiters to gauge student interest and identify strong candidates. Many institutions provide students with training and mock interviews to prepare them for PPTs and subsequent recruitment stages like tests, group discussions, and interviews. PPTs serve as the starting point for on-campus recruitment by clarifying expectations before the selection process begins.
E-recruitment wipro project file
it helps for the Wipro e-recruitment
it is depends on the project of wipro company
its is usefull to all the people who will do the project of e-recruitment
It is mainly used for the job purpose.
E-recruitment wipro project file
it helps for the Wipro e-recruitment
it is depends on the project of wipro company
its is usefull to all the people who will do the project of e-recruitment
It is mainly used for the job purpose.
The world of recruiting is evolving at an accelerated pace. Recruiting teams at the leading edge of this evolution are deploying modern tools and technology like algorithms, bots, and AI to help them identify, engage, and retain talent. However, many companies still struggle with the fundamentals of recruiting, which is creating a widening gap in capabilities…and successes.
This e-book is not for those practitioners already at the leading edge of this curve. This is a resource for recruiters with a full desk and heavy requisition loads who perpetually struggle for time. Startups without established recruiting or HR functions and are wondering what to do to give their organization a hiring edge. Teams that started modernizing their recruiting functions, but soon found themselves stuck.
In the following pages, you’ll learn about three aspects of modern recruiting that should be core components of your recruiting efforts in 2017, including examples and actionable takeaways to help you level up your recruiting.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
How LinkedIn built a Community of Half a BillionaireAIMS Education
Published on Jun 12, 2017, 02:30 PM
Traction Conference 2017 - Since its 2003 inception, LinkedIn has transformed from a networking hub to a beacon of economic opportunity for more than 500 million global members. Vice President of Growth at LinkedIn, Aatif Awan, will explore vital contributors to its growth at milestones throughout LinkedIn’s history, from product innovations and team structure to international expansion. Sharing key lessons learned through this journey, Awan will discuss LinkedIn’s alignment of growth strategy to company vision rather than metrics, and the impact this approach has had on attracting, retaining and servicing its more than half billion members.
The world of recruiting is evolving at an accelerated pace. Recruiting teams at the leading edge of this evolution are deploying modern tools and technology like algorithms, bots, and AI to help them identify, engage, and retain talent. However, many companies still struggle with the fundamentals of recruiting, which is creating a widening gap in capabilities…and successes.
This e-book is not for those practitioners already at the leading edge of this curve. This is a resource for recruiters with a full desk and heavy requisition loads who perpetually struggle for time. Startups without established recruiting or HR functions and are wondering what to do to give their organization a hiring edge. Teams that started modernizing their recruiting functions, but soon found themselves stuck.
In the following pages, you’ll learn about three aspects of modern recruiting that should be core components of your recruiting efforts in 2017, including examples and actionable takeaways to help you level up your recruiting.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
How LinkedIn built a Community of Half a BillionaireAIMS Education
Published on Jun 12, 2017, 02:30 PM
Traction Conference 2017 - Since its 2003 inception, LinkedIn has transformed from a networking hub to a beacon of economic opportunity for more than 500 million global members. Vice President of Growth at LinkedIn, Aatif Awan, will explore vital contributors to its growth at milestones throughout LinkedIn’s history, from product innovations and team structure to international expansion. Sharing key lessons learned through this journey, Awan will discuss LinkedIn’s alignment of growth strategy to company vision rather than metrics, and the impact this approach has had on attracting, retaining and servicing its more than half billion members.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
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. INDIA’S TOP RECRUITERS
PRE-PLACEMENTTALKS
96 97SEPTEMBER 2016 SEPTEMBER 2016360 360CAREERS CAREERS
PRE-PLACEMENT
TALK TIPS
l Students should be
seated in the venue
10-15 minutes before the
scheduled start of the
PPT
l Students must be
formally dressed
wheneverthey participate
in any interaction with a
company
l Jot down the important
points during PPT
l Be attentive for HR
section as it may have
questions from details
shared in the PPT
institutions based on accreditation,
institution’s recruitment history, stu-
dents’ performance etc. Once insti-
tutes are short-listed, company forms
are sent to the institutions specifying
details like company profile, what posi-
tionthecompanyistohirefor,whatwill
bethepaypackage,eligibilityalongwith
placement procedure. The students
need to fill in details and registration is
done before the PPT procedure begins.
However, PPTs are conducted on the
day of recruitment followed by a test.
A recruitment team is formed includ-
ing HR and technical experts from the
company to conduct the recruitment
process. Susmita Khare, GM- Human
Resources and Training of Lite Bite
Foods, shares information on pre-
campus-placements planning. “Every
year we preplan how to select insti-
tutes along with our leaders. It mostly
depends on ranking and accreditation
of the institution. We shortlist insti-
tutes, formulate recruitment policy,
procedure of recruitment, employees’
intake, position to be offered, pay pack-
age and perks etc. After agreeing to all
the criteria, we decide a selection team
that goes to the institute for the recruit-
ment process. Finally, dates are fixed
and then it is executed,” she said.
Pre-placement talks are vital in campus placement as both
students and recruiters get a chance to gauge each other
before the actual process starts ….
GET A SNEAK
PEEK BEFORE
THE GRILLING
by Harshita Das
A
s the campus placement season
begins final year students have
butterflies in their stomach for
the time has come to prove their
calibre and live up to the expectations
of parents, professors and most impor-
tantly, themselves. Aspiring candidates
at this time have to prepare an action
plan that will help them fetch job offers
with handsome pay packages. Most of
the colleges see to it that the students
are well-prepared for Pre-Placement
Talks (PPT). “In college, from 3rd year
we had training and placement prepa-
ration classes along with our regular
classes where we were taught all con-
cepts regarding cracking the written
exams conducted by the companies.
Then mock PIs and interviews were
also arranged. This helped me in my
preparation,” says Soumya Sen, Asso-
ciate Software Engineer at Accenture
Services, who did B.Tech (CS) from
KIIT University, Bhubaneswar.
The foremost criteria for campus
recruitment are to understand the dif-
ferent levels of selection laid down
by every organization. These include
–PPT, Scrutiny of résumé, Aptitude
Test, Group Discussion, Personal
Interview, Final Review by Selection
Committee and Final Selection Offer.
“Recruitment in each and every insti-
tute has its own dynamics. We try to
understand students and colleges’
dynamics,” says Dinesh Kumaran,
Director-HR, Aspire Systems, which
has been ranked 51 in this year’s ‘India’s
Best Companies to Work for’ study
commissionedbyGreatPlaceToWork®
Institute India, in association with The
Economic Times.
What is Pre-Placement Talks?
PPT provides a good platform for
recruiters and students to interact with
each other. “Pre-Placement talks are
branding exercise for employers in
premium institutions. Just before the
actual placement procedure begins,
the recruitment team holds an in depth
interaction with students, explain-
ing the expectations from candidates,
selection criteria and other aspects,”
informs Dr. V. Samuel Rajkumar who is
the Director, Placement and Training,
VIT University.
The recruiters make a slide show/
PowerPoint Presentation and share
details such as company profile, organi-
zation history, growth potential, future
opportunities,typeofindustry,position
and job responsibilities, skills required,
location compensation package and
qualification required. There are also
FAQs by students after the PPT.
Why PPT?
PPT gains importance as most of the
candidates are unsure of their choices
and career goals. It gives them a chance
to seek clarifications on job profile,
DR. V.
SAMUEL
RAJKUMAR,
Director,
Placement
and Training,
VIT
Pre-Placement Talks are branding
exercise for employers in the
premium institutions. Just before
the actual placement procedure
begins, the recruitment team
holds an in depth interaction with
students explaining about the
expectations from the candidates,
selection criteria and other
aspects. Pre-Placement talk is an
influencing factor for the
candidates by the recruiters
place of work, bond details if any, sal-
ary break-up and so on. As numerous
companies come for campus recruit-
ment,studentsgettoknowindepthhow
they are different from one another,
organisational growth, career pros-
pects, remuneration and perks offered,
while the recruiters get a chance to pick
the right candidates. “Pre-Placement
talk helps students to understand the
job role better for both summers and
finals. Recruiters answer students’ que-
ries during PPT. Recruiters get to know
beforehand about the number of appli-
cants for the process,” says Argha Chat-
terjee, Placement officer, Indian Insti-
tute of Management (IIM), Rohtak.
Company’s plan
The organization or company puts
in place a recruitment plan for every
institute. The companies short-list
GROUP DISCUSSIONS help companies evaluate personality traits of aspiring candidates
2. 98 SEPTEMBER 2016360CAREERS
INDIA’S TOP RECRUITERS
PRE-PLACEMENTTALKS
Role of Placement and
Training Cell
Placement and Training Cells of insti-
tutions play a major role during the
placement procedure. Campus and
Recruitment Training classes are
arranged in which trainers from top
training institutes train students in
skills that are tested in entrance exams
like problem-solving abilities, math-
ematics, verbal, spatial and reasoning
skills. Placement and Training Heads
arethefirstonestobenotifiedaboutthe
arrival of the recruiting companies and
noticesofthePPTarealsopublishedon
placement websites in advance. They
are responsible to get the registrations
done for all programmes with the office
or on the college portal before students
attend the PPT. “Alumni and Industry
Relations Cell of IIM Rohtak works
closely with Placecom (student place-
ment committee) for better placement
outcome. Industry-academia collabo-
ration through various management
events like Outstation conclaves, HR
Summit, CXO’s meet, Management
conclave and leadership talks, work-
shopsareorganized,”saysIIMRohtak’s
Argha Chatterjee.
What after
Pre-Placement Talks?
After the PPT, there can be three to
four rounds of selection which entire-
ly depends on the recruiters. The
company arranges an online written
test for students. The selection pro-
cess also includes Group Discussions,
technical interview and Personal Inter-
views. “Every company follows differ-
ent procedure. Résumé-based short-
listing is done at the beginning. Some
recruitershavewrittenorpsychometric
test, there is a Group Discussion round,
technical interview and personal or HR
interview,”saysanalumnusofIIMLuc-
know, on conditions of anonymity.
Training programmes
Most of the institutes take good efforts
in preparation and getting students
placed. For instance, Jamia Millia
Islamia University organizes Pre-
Placement Training Programme for
B.Tech. and MCA students, conducted
by Career Launcher.
Students having backlog in any sub-
ject are not usually permitted to reg-
ister for placement. Students must
also go through the complete selection
process of a particular company, once
their résumés are uploaded and before
attending the PPTs. However, there can
be few dropouts after the PPTs but this
is mostly prevalent in case of MBA can-
didates and not Engineering graduates.
“Students should always brush up their
domain knowledge thoroughly before
the Placement season starts. They
shouldideallybemorefocused,”rounds
off Argha Chatterjee.
PRE-PLACEMENT
TALKS ADD CLARITY
TO PLACEMENT
PROCEDURE
If you look at the Engineering Col-
leges’ Pre-Placement Talks, pre-
dominantly 90 percent of the col-
leges, are a part of the placement
process. Presently, students are
well connected via Internet. They
obviously make efforts to under-
stand about the organization by
looking about it online or talking
to their seniors, family and friends
or from their own placement cell
even before we come and interact
with them. I think PPT is definitely
crucial because it adds value. It is
important mostly for Engineering
Colleges as it would make the fresh
candidates aware about company
history, its working environment
and gives an opportunity to present
about the role that we have, what
are the other opportunities in the
company,shareHRinitiatives,pros-
pects of career growth, what type of
customers we have and what type of
work we do for them, which may not
be available in the common forum.
Another important point is that it
also gives students opportunity to
ask questions. It ensures that before
the students take the test they are
very clear about the organization.
Fromthecompany’sperspectiveitis
good thing to start with as PPT adds
more clarity to the process.
C O L U M N
DINESH KUMARAN
Director-HR, Aspire Systems
ARGHA
CHATTERJEE,
Placement
officer,
IIM, Rohtak
SUSMITA
KHARE
GM- Human
Resources and
Training,
Lite Bite
Foods
Pre-Placement Talk helps students
to understand the job role better
for both summers and finals.
Recruiters answer students‘
queries during PPT. Recruiters get
to know beforehand about the
number of applicants
Everyyear we preplan how to
select institutes along with our
leaders. It mostly depends on
ranking and accreditation of the
institution. After finalizing all
criteria, we decide a selection
team that visits institutes.