Graduate Recruitment Programs

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

Companies are rethinking how they hire fresh graduates, moving beyond campus placements to identify potential employees outside formal applications, Sonal Khetarpal reports for India Today. And they are backing early hiring strategies with internships and hackathons, Tech Mahindra’s Chief People Office Richard Lobo says. “These platforms enable us to have a more comprehensive look beyond resumes and academic scores, as they create opportunities to test candidates for real-world problem-solving skills, design thinking, coding ability, and innovation under time-bound conditions,” he adds. Corresponding to skill-based hiring, hackathons and coding leagues also cast a wide net in terms of attracting talent across the country, HirePro’s COO Pasupathi S says. From multiple rounds of quizzes to problem statements with different levels of difficulty — these events are open to second and third year students, and often lead to internships and placements, the report says further. Another benefit? The proposed prototypes and concepts presented during these events provide companies with solutions that are scalable via real-world application, Lobo adds. ➡️ What is the impact of this new strategy on fresher hiring? Share your thoughts in the comments section. Source: India Today: https://lnkd.in/g4DJdWzn ✍: Dipal Desai 📸: Getty Images #freshers #hiring

The landscape of talent acquisition is undergoing a seismic shift. Gone are the days of traditional hiring practices; today, cutting-edge technologies are enabling us to attract, assess, and onboard talent in powerful new ways. Imagine harnessing AI-driven recruitment tools that don’t just identify top talent but can predict cultural fit and long-term success. Or a world where VR allows candidates to experience your company’s work environment before they even step in. And let’s not forget blockchain technology, ensuring transparency and trust every step of the way. Virtual Reality (VR) is changing the way candidates connect with companies. Instead of simply reading about a company’s values or culture, candidates can now step into a fully immersive, virtual work environment. Imagine a VR experience where a candidate could "sit in" on a virtual team meeting, get a feel for collaboration styles, or explore company projects—before even accepting an offer! This firsthand exposure to daily dynamics enables candidates to assess if the environment matches their values and work style, ultimately enhancing retention and cultural alignment. AI-driven tools go one step further by analyzing candidate experiences, skillsets, and alignment with company values. For example, AI can consider experiences like volunteer work or leadership in diverse settings, ensuring that candidates who bring unique perspectives and commitment to inclusion are recognized and valued, advancing diversity and inclusion across the company. It’s important to adopt these tools in ways that align with transparency, inclusivity, and employee empowerment—not as rigid or restrictive measures. These aren’t just futuristic ideas—they’re here, actively reshaping the way we attract and retain talent. As HR leaders, adopting these innovations can help us create more engaging, inclusive, and empowering experiences for candidates. Let’s reimagine the hiring process for a new era, together!

During our hiring process for the SE1 position, my mentor and manager, Mohammed Ibrahim Islam, suggested an innovative idea for the assignment, and prepared the question as well! Instead of the typical "build from scratch" task, we provided a fully functional Python app with a readme, unit tests, and setup commands. The challenge? Candidates had to fix any bugs, enhance performance, and refactor the code for better readability and maintainability. The response was incredible! Candidates enjoyed working on real-world code, optimizing it, and learning from others' implementations. The best part? It saved them time while giving us insightful submissions. With unit tests and pre-set commands, evaluation was seamless, making the process both efficient and effective. I highly recommend rethinking how we give assignments during hiring. Focusing on practical, real-world scenarios can make all the difference! #HiringProcess #CodeOptimization #TechRecruitment #UnitTesting #CodeRefactoring

Do your best hires keep plateauing? This is probably why: You're hiring for skill, not potential. Skill tells you who they are today. Potential tells you how fast they'll grow tomorrow. Here's how you can hire for the latter (Number 7 is so important): 1. Ask growth questions, not gotcha questions ↳Why: Gotcha questions test confidence, but growth questions test curiosity ↳How: Instead of "What's your biggest weakness?", ask "What's a skill you've improved in the last year and how did you do it?" 2. Look for a pattern of effort, not a flash of talent ↳Why: Anyone can perform when things are easy - real effort shows resilience when things aren't ↳How: Ask, "Tell me about a project that took longer than expected and how did you stay on track?" 3. Hire for multipliers, not soloists ↳Why: High performers who don't elevate others create friction, not momentum ↳How: Listen for "we" more than "I" when candidates describe results, then follow up with, "What was your role in the team's success?" 4. Test for follow-through ↳Why: Execution beats ideas - you want people who close loops ↳How: Ask, "Tell me about a time a project went sideways and what did you do to finish it strong?" 5. Watch how they respond to uncertainty ↳Why: Fast-moving teams face unclear problems every day - adaptability is key ↳How: Present a problem that's missing info, then see if they ask smart questions or rush to an answer 6. Ask who they've learned from recently ↳Why: People who seek out mentors or frameworks show hunger and humility ↳How: Ask, "Who are you learning from right now?" or "What's one idea you've recently applied from someone else?" 7. Notice how they treat non-decision-makers ↳Why: True character shows in how people treat those with no power over them ↳How: Ask your coordinator or recruiter how the candidate interacted with them - that signal is gold 8. Probe for learning velocity ↳Why: The pace of growth matters more than the level of experience ↳How: Ask, "What's a skill you've learned in the last 6 months and how did you approach it?" 9. Check their reflection loop ↳Why: Reflective thinkers self-correct faster and need less micromanagement ↳How: Ask, "What's a mistake you've learned from, and what did you do differently afterward?" 10. Hire for signals of drive, not signals of polish ↳Why: Shiny resumes can hide stagnation - drive shows up in motion and consistency ↳How: Look for long-term side projects, volunteer work, or consistent improvement across roles In 2025, skill is easy to find. What's rare (and compounding) is curiosity, consistency, and coachability. Next time you're hiring, don't ask "Who's best?" Ask "Who has the highest potential?" That one shift will change everything about how you build your team. Which of these signals do you think is most important when hiring? --- ♻️ Repost to help others hire the right candidates. And follow me George Stern for more.

Why Campus Hiring and a Dedicated Campus Function are Vital for HR Success In Chennai and will be visiting few universities to adress the same. In today’s competitive talent market, businesses are increasingly focusing on tapping into the fresh ideas, energy, and potential of young talent. Campus hiring has emerged as a critical strategy for organizations to ensure a steady talent pipeline and build a sustainable workforce. But why is campus hiring indispensable, and how can HR transform this function to leverage technology effectively? The Case for Campus Hiring 1. Talent Pipeline Creation 2. Cost-Effectiveness in Hiring 3.Fresh Perspectives for Young Talent 4. Employer Branding via Campus Engagements 5. Diversity and Inclusion However, traditional campus hiring processes are often resource-intensive and fragmented. This is where leveraging technology becomes essential. Transforming Campus Hiring with Technology - AI-Driven Talent Matching Tools - Virtual Campus Drives - Gamification and Hackathons - Campus Relationship Management (CRM) - Data Analytics for Insights - Onboarding Portals for better exp - Employer Branding via Digital Media - Apt University Partnerships - Internship-to-Full-Time Pipelines - Continuous Feedback - Innovation in Outreach Campus Hiring has been struggling recently, organizations can adopt the following strategies to regain momentum and boost their campus hiring efforts: 1. Reimagine Employer Branding Digital Campaigns: Build a strong employer brand through LinkedIn, Instagram, and YouTube, showcasing workplace culture, employee testimonials, and success stories of campus recruits. Virtual Engagement: Conduct webinars, career guidance sessions, and skill development workshops to build credibility among students and faculty. Expand Campus Partnerships Diversify Target Campuses: Go beyond Tier 1 institutions; tap into Tier 2 and Tier 3 colleges that house untapped potential. Key Steps to Revamp :::- 1. Collaborative Programs with Universities 2. AI for Talent Identification 3. Skill-Based Hiring Tools 4. Revamp Campus Hiring Strategies 5. Focus on Niche Skills 6. Incentivize Campus Recruits 7. Build Strong Alumni Networks 8. Track Metrics and Iterate 9. Address Market Realities By embracing these strategies, organizations can overcome market challenges, strengthen their campus presence, and secure top talent for the future. #CampusHiring #EmployerBranding #TalentAcquisition #FutureWorkforce #HRStrategy #CampusRecruitment #TalentPipeline #HRInnovation #FreshTalent #SkillBasedHiring #RecruitmentTech #WorkplaceCulture #DiversityAndInclusion #EarlyCareerOpportunities #NextGenTalent

Recently during my offsite, my Co Country Head Vikram Utamsingh asked me an intriguing Question - what we are doing to ensure that we have right career strategy that attracts, retains, and develops Gen Z talent. Prompted me to dig in some research and also sharing some bits on How I am trying to tweak my company' talent attraction strategy for these fresh graduates. Gen Z employees are notorious for their willingness to change jobs when dissatisfied. Studies show that 60% of Gen Z workers have already switched jobs at least once, and a significant portion is always on the lookout for better opportunities. This high turnover rate is often driven by dissatisfaction with company culture, inadequate training, lack of career progression, and poor management I’ve had a few experiences hiring young dynamic professionals earlier this year who have their whole career ahead of them, and noticed how difficult they find to admit mistakes and demonstrate resilience in the face of that moment and realization. I wrote this story in the hope that it resonates with other Talent Attraction leaders across Industry and able to address the "early career" elephant in the room. Here’s How: 1. Aligning their growth with Corporate Growth Strategy - Companies must integrate early career programs into their overall growth strategy, ensuring that every Gen Z hire is not just filling a position but contributing to the future direction and success of the organization 2. Seamless Transition from intern to full-time employee is crucial for maintaining engagement and continuity. 3. Providing a Comprehensive Seven-Year Career Track 4. Comprehensive Mentoring Programs 5.  Developing Gen Z employees into senior leaders who drive the company forward, ensuring continuity and stability while bringing fresh perspectives and innovative ideas. The current reality is that most organizations are failing at attracting, hiring, and retaining Gen Z talent. Companies throw flashy recruiting events, offer trendy internships, and think that’s enough. But beyond that initial bait, it is all fluff. Onboarding processes are outdated, training programs are half-baked, and career progression plans are practically non-existent. front line managers lack the critical skills and support from leadership to effectively manage Gen Zs and multi-generational teams Hiring and training early career professionals requires organizations to think at least three to five years out, yet many can’t see past the next fiscal quarter. This is the reality that most companies recognize and are unwilling to shift their mindset—without a comprehensive, long-term strategy, you’re setting both your company and Gen Z hires up for failure. Are you ready to stop failing and start building the next generation of leaders? The time to start is now. #earlycareerstrategy #hiringtalent

Rethinking How We Interview: A Task-Based Approach to Hiring Hiring for roles that don’t neatly fit into industry norms requires a different approach—one that goes beyond traditional interviewing techniques. In my role as the head of learning design and learning science at Duolingo, I often hire for positions where the responsibilities are either unique or differ significantly from what candidates may have encountered before. This presents a challenge: how do you assess someone’s ability to excel in a role they’ve never had? Rather than focusing on past experiences in similar jobs, I prioritize how candidates can transfer their skills to new, uncharted territories. This is why I’ve moved away from the typical behavioral questions like “Tell me about a time when you…”. Instead, I embrace task-based interviewing. For example, when hiring learning designers who work on the Duolingo product, I don’t ask about their past experiences—the resume is all I need to be confident they meet our basic requirements. Instead, I show them a draft Duolingo lesson and ask how they would improve it. I present an exercise and inquire what they think works, what doesn’t, and how they would iterate on it. This isn’t just an interview—it’s a hands-on problem-solving session. This approach does more than just give me insight into a candidate’s thought process; it reveals their true potential to thrive in the role. It shows me how they can apply their skills in real-world scenarios, not just how they talk about their past. Task-based interviewing is more than a trend—it’s a necessity when you’re hiring for the future, not the past. It’s about finding those who can innovate, adapt, and excel in roles that may not yet have a clear roadmap. And in a fast-evolving industry like ours, that makes all the difference. #Hiring #Interviewing #Duolingo #Innovation #ProductInterviewing

𝐘𝐨𝐮𝐫 𝐂𝐚𝐦𝐩𝐮𝐬 𝐈𝐬 𝐚 𝐏𝐫𝐨𝐝𝐮𝐜𝐭. 𝐀𝐫𝐞 𝐘𝐨𝐮 𝐌𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 𝐈𝐭 𝐑𝐢𝐠𝐡𝐭? Every year, from October to January, my phone buzzes with calls from placement cells at various colleges. “Ma’am, are you recruiting this year?” “Can we invite you for campus placements?” Most of these calls come from students I’ve never met. These conversations often feel like cold calls: generic, scripted, and impersonal. This isn't because the students lack intent; it's because the engagement is missing.  𝐘𝐨𝐮𝐫 𝐜𝐨𝐥𝐥𝐞𝐠𝐞 𝐢𝐬 𝐚 𝐩𝐫𝐨𝐝𝐮𝐜𝐭. 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐜𝐨𝐧𝐬𝐮𝐦𝐞𝐫𝐬. 𝐒𝐢𝐦𝐩𝐥𝐞! If you haven’t invested in building your product’s brand, why would the consumer show interest? Cold Calls Don’t Build Brands. A single call a few weeks before placement season doesn't create interest, trust, or memory. It simply becomes spam, just another number on someone’s phone, another email that gets filtered out. If your outreach starts only during placement season, you’re already too late. Brand Building has to start 'Months' Before You “Sell”. Recruiters don’t want last-minute pitches. We want to understand your campus, interact with your talent, and see what your students can do. This requires consistent effort—not just seasonal outreach. What Should Placement Committees Do Instead? 1. 𝐒𝐭𝐚𝐫𝐭 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐞𝐚𝐫𝐥𝐲 (𝐉𝐮𝐧𝐞 𝐭𝐨 𝐒𝐞𝐩𝐭𝐞𝐦𝐛𝐞𝐫): Instead of waiting for October, invite potential recruiters for meaningful interactions! Invite Recruiters for Guest lectures and masterclasses | Fireside chats with faculty and student leaders | Roundtables on industry trends | Interactive Q&A sessions 2. 𝐎𝐟𝐟𝐞𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐫𝐞𝐚𝐥 𝐞𝐱𝐩𝐨𝐬𝐮𝐫𝐞 𝐭𝐨 𝐲𝐨𝐮𝐫 𝐬𝐭𝐮𝐝𝐞𝐧𝐭𝐬: Placement pitches become easy when companies already know your students’ skills. Create chances for them to see your talent through Live projects | Case competitions | Research collaborations | Hackathons or innovation weeks | Pre-internship short assignments 3. 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐫𝐡𝐲𝐭𝐡𝐦 𝐚𝐧𝐝 𝐭𝐡𝐢𝐧𝐤 𝐛𝐞𝐲𝐨𝐧𝐝 𝐩𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭𝐬 Offer quarterly updates to industry partners | Active LinkedIn showcases of student work | Alumni employer connections | Mini networking events on campus. I firmly believe, and all the more now after getting atleast 2-3 calls and 5-6 emails a day, that top-of-mind recall doesn't happen by chance. It requires consistency. A successful recruitment season isn’t created during placement season; it’s built in the months leading up to it. Because the alternative: a rushed call in December or a mass email blast, will increasingly be seen as spam. Let’s build stronger campus corporate relationships. Not during placement season, but all year long. #CampusToCorporate #FutureOfWork #PlacementSeason #IndustryAcademia YUGMA.ai - Campus to Career | Dr. Srinivas Chunduru | Sanjiv Kumar Tripathy Faisal Ansari

Some of the best Menlonians we’ve ever hired didn’t have the "right" background on paper. They had the right mindset: 🔸 Curiosity 🔸 Adaptability 🔸 Team-first thinking At Menlo Innovations, we believe great hiring isn’t about pedigree—it’s about potential. That's why we do things a little differently. We don’t start with résumés. We don’t ask for cover letters. We don’t even filter candidates based on degrees. We invite all interested candidates to an Extreme Interview. This interview process is designed to reveal the human qualities that truly matter in a collaborative, joyful workplace. Here’s how it works: 1️⃣Group Interviews, Not Solo Auditions Dozens of candidates come together at once. Instead of one-on-one interviews behind closed doors, candidates are immediately immersed in a real-world environment. 2️⃣Pairing to Observe Collaboration Candidates are paired with each other (three times, three different pair partners) and given simple, thoughtful exercises—not tests of technical skills, but challenges designed to reveal how they think, adapt, listen, and collaborate. 3️⃣ Helping Your Partner Succeed The goal isn’t to outshine the person you’re paired with. It’s the opposite. We ask candidates to help their partner succeed. Because in our culture, success isn’t individual—it’s shared. 4️⃣ Team-Driven Hiring Decisions Our entire team observes and provides input. There’s no single gatekeeper. Hiring decisions are made collectively, reflecting the idea that if you’re going to join the team, the team should help choose you. 5️⃣ Working Auditions Candidates who thrive during the Extreme Interview are often invited back for a short paid working audition. Here, they work alongside us, pairing on real client work—proving through action, not just words, that they’re a fit. (We pay them for this time). What we’re really interviewing for isn’t just skill—it’s humility, flexibility, emotional intelligence, and collaboration. Extreme Interviewing has helped us: ✔️ Eliminate hidden bias toward résumés and traditional backgrounds ✔️ Hire people who thrive in a joyful, team-centered environment ✔️ Build a workplace where trust is built from day one It’s one of the most important practices we use to protect and nurture our culture. Talent shows up in unexpected places when you’re willing to truly see it.