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Preparation
by Colleges:
The colleges need to identify a Placement officer who is
aggressive in contacting the companies and getting good
salaries for the students. They must ensure that all students
are placed. They also shall look into the aspect of training
weaker students by exposing them to various tests/mock
interviews, before the students under go the actual campus
recruitment.
Preparation
by Companies
The companies shall identify the potential colleges where they
can visit and conduct the campus recruiting. They may contact
the Placement officers for coordinating the entire event. They
must have a crystal clear plan and complete the selection
process in a day.
Preparation
by Students:
You have been working hard for your exams and you need not
prepare more for the technical round of testing, if you are
strong in your fundamentals. However, you may like to practice
some aptitude test similar to GRE or Common Admission Test
(CAT) of IIM or any other. You may visit some web sites to
practice too. If you realize that if your communication skills
need to be addressed, contact the Placement officer and take
his/her guidance. You may also like to conduct your own Group
Discussions and check yourself.
ORG-MARG’s
Campus Recruiter Index
The top ten preferred recruiting companies in the Campus
Recruiter Index include HLL, Infosys, McKinsey, Procter and
Gamble, Citibank, ICICI, HSBC, Nestle, Lehman Brothers and
Boston Consulting Group.
Conclusion
The campus recruitment is very useful for companies as they
can select good candidates in Tier I & II colleges.
However there will be lot of good students in many other tier
III colleges. These candidates may be from a remote area and
may not have access to the high technology. The companies may
not reach them as it is not viable for them to visit a remote
campus where they can select only a candidate or two. With the
advancement of technology, third party service providers are
trying to reach the candidates and assess them in their campus
and then offer them to the companies. .
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