hr tools for graduate hiring
TRANSCRIPT
Changing the Game of Campus Recruitment
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➔ 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
ON
the
AGENDA
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Who is Speaking?
Sanjoe Jose, CEO & Co-founder - Talview
Sanjoe Tom Jose founded Talview in 2012 and has beendriving the vision and strategy since inception. He is alsoresponsible for new initiatives and product strategy atTalview. He is a well-known speaker in the area of HRTechnology especially in using Artificial Intelligence andMachine Learning based tools in building world classteams in organizations.
Sandhya Mohanan has over 16 years of experience inthe field of HR. She has previously worked for companieslike Reliance and Convergys. Her experience in the fieldincludes HR Transformation & Automation, EmployeeEngagement, Talent Management, PerformanceManagement, Talent Retention, Onboarding, EmployeeLife Cycle Management, Diversity & Inclusion, CSR, & TA.
Sandhya Mohanan, Head of HR - Securens
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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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Pain Point s
Nothing ha s cha nge d s ince the ince ption of Ca m pus Re cruitm e nt - e m pha sis on
gra de s , a ptitude te s ts , a nd a fle e ting 1-on-1 inte rvie w.
Wha t’s wrong with the curre nt proce ss?
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Com prom ise of
Qua lity Ca ndida te sNo scre e ning for
Be ha viora l Fitm e nt
Lim ite d focus on
long te rm pote ntia lScre e ning ba se d on
Aca de m ic Pe rform a nce
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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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
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
*Linke dIn Surve y 2016
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2,20,000 engineering students
4,17,000 MBA students
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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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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
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
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
A Complet e Virt ual Hiring Process - Securens
➔ Ta rge te d four B-schools in Mum ba i – no prior e xpe rie nce
➔ Hiring for the role s of sa le s a nd m a rke ting
➔ Em a il conve rsa tions followe d by Ta lvie w Inte rvie w invite s
➔ Fina l round inte rvie w a t Se cure ns’ office
➔ Hire d during Apr – Ma y 2016 (A little la te for Ca m pus Hiring)
➔ La te r hire d sum m e r inte rns via sa m e proce ss
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Candidate Behavior Report of a Software Developer and a Business Analyst
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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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Ask for aTalview Jumpstart
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