HR Tools for Graduate Hiring

Changing the Game of Campus Recruitment

@ta lvie w www.ta lvie w.com #Inte llige ntHiring

http://www.talview.com/

➔ 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



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



Current Scenario

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



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?


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


Get Started with Best Practices

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




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



Why Resumes Aren’t Enough

2,20,000 engineering students

4,17,000 MBA students



They are Unique

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



Employers’ criteria for selecting graduates

Choosing the Best Universities

What are the Criteria


Follow University/college rankings

An internal track of past recruit performance

Quality of faculty resources

Hire interns from various colleges


What are the Criteria


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


Employers’ preferred criterion for selecting which universities to recruit from

Planning the Perfect Hiring Process

The New Spin


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


Securens Case Study

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



How Can Talview HelpA Quick Demo

Candidate Behavior Report of a Software Developer and a Business Analyst



The Takeaways

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



Ask for aTalview Jumpstart

[email protected]



HR Tools for Graduate Hiring

Recruiting & HR