Let Students Maintain Their Natural Talents -Yuvaraj Srivastava | Biden News

Description: I saw an organization on campus hiring MBA students who had just finished their 2nd semester exams. The institute has agreed to waive or relax the class attendance criteria for selected students

I was talking to my three colleagues Aakanksha, Mohit and Annu from the HR team who are responsible for planning and executing our campus recruitment programme. As an organization, we end up accepting around 150 candidates from different streams every year, the majority being engineers. Listening to these champions of my team, I realize how things have changed and how all the processes involved in campus recruiting programs have evolved.

I remember pre-deployment discussions on campus a decade ago. This used to be a sales pitch where students walked into an auditorium to hear company representatives. However, this process had now become a formality, going on until hiring morning, and students were least interested in hearing the spiel. This is clearly the impact of social media and a much more conscious student doing their own research and analysis to find out about companies.

I believe there is also a blurring of the sanctity of certain recruiting ‘days’, whether it’s day zero or day one. The process is mostly hard to pinpoint, at least in up-and-coming and Tier-2 and Tier-3 colleges, which are unsure how to strike a balance between process, education, and the lure of placing everyone. Certain colleges are currently starting the process even almost a year before the final completion of the session. In fact, I have noticed an organization on campus that has come to recruit MBA students who have just finished their sophomore exams. The Institute has agreed to waive or relax class attendance rules for selected students, as the priority is to get a job over completing the curriculum in a genuine way.

Needed, Back To Office

New trends driven by Covid are interesting but may not serve the interests of education and students. We can clearly see the difference in the quality of readiness and ability of students who take half of their courses online at home. While this has less of an impact on engineering students due to the four-year course structure, of course management students are greatly affected. Universities are not able to provide far-reaching campus experiences in building character and abilities. Internships play a huge role in immersing students in the corporate culture and doing the same online definitely influences the learning process for most students.

The mindset of looking for companies that allow WFH as a proposition is worrying and I feel the need to have the option to look at WFH organizations can be detrimental to early exposure for students. While this can be a great option for students who want the time and flexibility to prepare for higher studies, it is not the right career choice. I hope this trend wanes and people see the value in going through early learning where there’s no fear of asking basic questions and building lasting relationships.

Required Traits

At MakeMyTrip, our focus has always been on hiring culturally appropriate individuals and to that end, while our focus remains on academic performance and leadership abilities, we also believe that students should be more socially, economically, globally and politically aware. developments around them. They have to be savvy and savvy to navigate workplace aisles, build connections, learn beyond roles and know how to promote themselves and the work they do. My personal belief is that institutions and students need to redefine personality development and refine it to include aspects of executive presence and leadership.

I’ve seen some campuses do an excellent job of preparing students for the campus selection process but they need to balance that by letting students retain their natural talents. At one of the top management campuses, I noticed that almost all the students were doing clone interviews with each other, looking as if they were trained — they were trained to introduce themselves in a certain way, to take deliberate pauses before answering questions, to ask specific types of questions. to panelists, etc. etc. It does give a good impression of sincerity to the process, but after a while, it becomes predictable and loses value. How to make the panelists know the true personality of students should be the work of educational institutions.

In the past, the trend of maintaining academic performance during courses was opaque with recruiters cutting both ways. This can encourage students to take academics lightly; at the same time, good and intelligent students are not necessarily able to boost high performance in the selection process. This whole approach, clubbed with reserved seats for various categories, makes it quite a tricky exercise for recruiters to find out who is the best of the bunch.

• The author is CHRO Group, MakeMyTrip