The document discusses the transformation of campus recruitment practices, emphasizing the limitations of traditional methods focused on grades and interviews. It highlights the importance of adopting best practices such as building relationships with universities, utilizing video interviews, and assessing candidates' behavioral fit. Talview, a company led by experts in HR technology, provides solutions to enhance the hiring process, improve candidate evaluation, and increase retention rates.

1. Changing
the Game of
Campus Recruitment
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2. ➔ Current Scenario
➔ Best Practices to Get Started
➔ Why Resumes Aren’t Enough
➔ Choosing the Best Universities
➔ Planning the Perfect Hiring Process
➔ Securens Case Study
➔ How can Talview Help
➔ The Takeaways
➔ Talview Jumpstart
ONthe
AGENDA
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3. Who is Speaking?
Sanjoe Jose,
CEO & Co-founder - Talview
Sanjoe Tom Jose founded Talview in 2012 and has been
driving the vision and strategy since inception. He is also
responsible for new initiatives and product strategy at
Talview. He is a well-known speaker in the area of HR
Technology especially in using Artificial Intelligence and
Machine Learning based tools in building world class
teams in organizations.
Sandhya Mohanan has over 16 years of experience in
the field of HR. She has previously worked for companies
like Reliance and Convergys. Her experience in the field
includes HR Transformation & Automation, Employee
Engagement, Talent Management, Performance
Management, Talent Retention, Onboarding, Employee
Life Cycle Management, Diversity & Inclusion, CSR, & TA.
Sandhya Mohanan,
Head of HR - Securens
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4. Current Scenario

5. A Typlical Day during Campus Placements
6 am: Flight to the city where you have the drive.
8 am: Rushing in to the campus & getting all set for the pre placement talk.
10 am – 2 pm: 360 candidates appear for the written test. 60 candidates shortlisted.
3 pm: Face to face interviews begins, 5 panels running in parallel.
5 - 8 pm: Lost 15 of shortlisted candidates to competition. 45 interviews conducted in a hurry.
9 pm: Job offers rolled out to 15 candidates.
6-12 months later: 10 of them join
12 months later: 5 of them remain, 2 are poor performers
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6. Pain Point s
Nothing ha s cha nged since the inception of Ca m pus Recruitm ent - em pha sis on
gra des, a ptitude tests, a nd a fleeting 1-on-1 interview.
Wha t’s wrong with the current process?
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Compromise of
Qua lity Ca ndida tes
No screening for
Beha viora l Fitment
Limited focus on
long term potentia l
Screening ba sed on
Aca demic Performa nce

7. Get Started with
Best Practices

8. Building Relationships
Start soon to get noticed by millennials and Gen Y job seekers
Offer internships to colleges you are interested in hiring
Offer great experience to make them your brand ambassadors
Show company culture through Video testimonials, Glassdoor reviews, social media
Mobile Optimized Career Site
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9. @ta lview www.ta lview.com #IntelligentHiring
Thought leadership video from your founders and
executives
Photos celebrating your interns’ contributions and their
video testimonials
A student-specific online community to answer
their questions

10. Value Proposition
What students value the most:
▪ Work/life balance
▪ Excellent compensation & benefits
▪ Culture that fits their personality
▪ Strong career path
▪ A place proud to work for
What students value the least:
▪ Internal transfer opportunities
▪ A company with a strategic vision
▪ Flexible work arrangements
▪ Values employee contributions
▪ Having a good relationship superiors
*LinkedIn Survey 2016
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11. Why Resumes Aren’t
Enough

12. 2,20,000 engineering students
4,17,000 MBA students
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13. They are Unique

14. Latent Skills are like Unpolished Diamonds
Candidates are not just numbers in mark sheets
They are more than resumes
Aptitude tests are hardly a measure of their cognitive skills
A fleeting conversation isn’t enough to gauge their
capability
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15. Employers’ criteria
for selecting
graduates

16. Choosing the Best
Universities

17. What are the Criteria
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Follow University/college rankings
An internal track of past recruit performance
Quality of faculty resources
Hire interns from various colleges

18. What are the Criteria
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Find out what your competitors are paying
Set budget on how much you’ll pay for each candidate
How many candidates are you hiring this season
Colleges that offer international exposure
Look for colleges/universities that have been actively
participating in inter-collegiate fests and similar programs

19. Employers’ preferred
criterion for selecting
which universities to
recruit from

20. Planning the Perfect
Hiring Process

21. The New Spin
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Video interviews for 1st
round – know your
candidates
Proctored assessments on
mobile for fraud-proof results
- no need to gather them in
one room & invigilate the
test
Get behavioral fitment
report based on video and
textual response
Go to universities/colleges
at this point for f2f - gives
you ample time to speak to
each shortlisted candidates

23. Securens Case Study

24. A Complet e Virt ual Hiring Process - Securens
➔ Ta rgeted four B-schools in Mum ba i – no prior experience
➔ Hiring for the roles of sa les a nd m a rketing
➔ Em a il conversa tions followed by Ta lview Interview invites
➔ Fina l round interview a t Securens’ office
➔ Hired during Apr – Ma y 2016 (A little la te for Ca m pus Hiring)
➔ La ter hired sum m er interns via sa m e process
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25. How Can Talview Help
A Quick Demo

26. Candidate Behavior Report of a Software Developer and a Business Analyst
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27. The Takeaways

28. Benefits of Campus Hiring Process via Talview
➔ Evaluate new campus without much expense
➔ Scaling up campus hiring with minimum resources
➔ Expanding geographic reach for campus hiring
➔ Looking beyond resumes for screening
➔ Holistic evaluation of candidates - technical, cognitive & behavioral
➔ Higher retention rates and better long term potential candidates
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29. Ask for a
Talview Jumpstart
harjoth.singh@talview.com
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