Campus

Recruitments
The Answer to the
Talent Economy Crisis
 Table of Content

1 3 9 11
Introduction A Data-driven Challenges in In Conclusion
Approach Campus Hiring
 Hi,
Diversity fosters creativity. We
need to generate the best ideas
from our people in all levels of
the company and incorporate
them into our business practices
FRDRIC ROZ
CEO, LORAL USA
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With the exponential rise in the number of companies,
each battling it out for available resources, including a
quest for the right talent at the workplace, the already
limited resources seem even more crunched. In the realm
of talent within the available human resources, the
shortage of skills, knowledge, and attitude is making it
increasingly harder for companies to work effectively. In
addition, the continuing changes in technology and the
grow quick mind-set of the younger generation of
employees, poses some serious roadblocks in acquiring
the best talent.
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Companies today do not seem to lack funds or the
willingness to use these funds for various projects and
programs. However, every new initiative requires talented
and skilful people to lead them, without which, even deep
pockets would not be of any use. Companies are therefore,
now realizing the criticality of talent, coupled with capital,
as being the driving force behind innovation and growth in
the 21st century.
The most shocking aspect of this shortage of talent is that
there are at least 205 million people unemployed - as
reported by The International Labour Organization, a
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research agency affiliated with the United Nations. If
companies were to realign their recruitment strategies,
and ensure that employment practices retain their best
talent, this problem can be alleviated dramatically.
The Talent Economy has a mission to help and guide
companies reduce this shortage by not only hiring the best
talent but also retaining them for the longest time.
Campus hiring seems to have become the buzzword
hiring fresh young minds that would be easier to mould
and yet who would have the drive to hit the ground
running.
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Every new initiative would have its challenges and or

limitations, and when coupled with the highly volatile
expectations and needs of the millennial workforce, the
methodology for campus hiring must evolve accordingly.
In order to appeal instantly to the new generation of
workers, companies need to re-invent their campus hiring
process to ensure long-term retention and high quality

A work performance.

No. of Graduates
Data-driven No. of Open Positions >
Approach The fact is that each year the number of youngsters that
graduate is a lot higher than the number of open positions
in various organizations. Given this information, it seems
strange that companies have such a hard time finding the
perfect fit for their job roles. At the same, time the
inability could also stem from the fact that companies
seem to use the traditional methods while on recruiting
drives in campuses. Simply using stand-alone recruiting

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technology like the Applicant Tracking System (ATS) or
other such methods, seem ill equipped to manage the
large-scale exercise of campus hiring. The ATS app
enables the electronic handling of recruitment needs and
can be implemented or accessed online on an enterprise
or small business level, depending on the needs of the
company. The ATS is very similar to the customer
relationship management (CRM) systems, but is designed
for recruitment tracking purposes.
In many cases they filter applications automatically based
on given criteria such as keywords, skills, former
employers, years of experience and schools attended. This
has caused many to adapt resume optimization techniques
similar to those used in search engine optimization when
creating and formatting their rsum.
The current recruitment tech solutions do not take into
consideration that campus recruitments have longer lead
times and have an entirely different process and
stakeholders than other recruitment methods.
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Campus recruitment is a combination of hiring, event
management, promotional activities, and logistics. Despite
advancements in SaaS technology and integration,
stand-alone recruiting solutions fail to take into
consideration all these aspects, often leading to the failure
of such a drive.
Actionable analytics can be a differentiator for your
organization. Mapping talent data helps organizations
mitigate current pain points and ensure that their hiring
drive is a lot more successful gaining for them the crme
from the current talent pool. Using data is advantageous
since it points to those conclusions that even seasoned HR
professionals may not have thought possible. This method,
therefore, results in saving time and effort, and making the
most informed hiring decisions. Given that the hiring
process is a time bound and yet highly intense activity, it
would behove companies to do it right the first time. Hiring
the wrong persons would cost a company in terms of
time, money, effort, and long-term problems, and the
persons recruited too would not be able to give their best
due to being disillusioned.
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Using Data
Analytics
A good example of the use of data analytics comes to the
forefront when a certain bank in Asia decided to take up major
organizational restructuring. A well-designed plan for hiring
obviously meant recruiting the best and the brightest talent
from top universities.
The bank, as part of the process, to meet its goals turned to
data analytics to identify high-potential employees, map new
roles, and gain greater insight into key indicators of
performance. They aligned thirty data points, based on five
5
categories namely- demographics, branch information,
performance, professional history, and tenure, for each
employee using existing sources.
The bank then applied analytics to the collected data to
identify commonalities among high and low performers,
which in turn assisted them to create profiles for
employees with a higher likelihood of succeeding in
particular roles.
Using learning based analysis in addition, the
following outcomes came to the fore:
The branch and its team structures were highly
predictive of financial outcomes
A few key roles had a particularly strong impact
on the banks overall success
New organizational structures were built around
key teams and talent groups
Previous assumptions about finding the right
internal people for new roles were upended
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Research and data analysis used for recruitment by the
bank revealed that the most effective employees came
from a wider variety of institutions, including five specific
universities and additional three certification programs
rather than from top academic programs. The result was a
26% increase in branch productivity, the rate of conversion
of new recruits grew by 80%, and the net income rose by
14 %.
analysis of campuses such that they can hire the best
performers, and who would be more likely to remain with
the organization for a longer duration and remain aligned
with an organizations competencies and expectations.
Methodology Applied:
1. ASSESSMENT HEALTH
overall performance analysis of candidates is
based first on assessments

2. DEMOGRAPHIC ANALYSIS
80% 26% 14% analysis is conducted on parameters such as
college tier, highest qualification, and age

the rate of 26% increase the net income

3. BENCHMARKING
conversion of in branch rose by 14% based on performance analysis, which helps to
new recruits productivity define the passing criteria
grew by 80%
4. PREDICTIVE VALIDATION
Mettl has its expertise and years of experience to assist The process to establish a relationship between
Mettls assessment tool vis--vis on-the-job
companies with their recruitment drives through their
performances, by the candidates
Campus Analysis Report. We help clients conduct detailed

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All the factors combined create a college analysis report,

wherein colleges are categorized according to student
performance, thus helping clients with large-scale campus
recruitments.

The Campus The Campus Analysis Report proved most handy for
Syntel, a leading global provider of integrated IT, digital

Analysis Report transformation, and knowledge process services. The

company was on a massive Campus Recruitment Drive
conducting more than 50,000 assessments in over 200
50,000 200 campuses. The aim was to hire potential candidates at a
assessments campuses large scale.

Mettls continuous support and expertise ensured that

Syntel was able to conduct a remote Campus Recruitment
Drive confidently across India. The structure of recruitment
was as follows:

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The candidate profiles were first filtered online,
prior to the face to face interview round
Inadequate college infrastructure was countered by
the Power Resume Feature, which auto saves the
answers provided by candidates. This proved
indispensable when handling infrastructure issues
like internet connectivity, network problems, power
outages, and system failure
Finally, the Automated Reporting Feature enabled
Syntel to take quick and accurate decisions with
regard to candidate selection
Mettl ran more than 50 thousand tests on their
platform spanning more than 200 test centres
across the country
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2,00,000
candidate registrations
The result of this structured analysis was successful
completion of Syntels campus drive, with more than
2,00,000 registered candidates registered while also
ensuring that the entire exercise was accomplished
seamlessly, while resulting in exponential cost savings for
Syntel.
Mettls automated candidate registration and automated
reports ensured huge savings for Syntel in terms of people
hours and logistics. For this company, it would seem that
campus hiring was the most intelligent and cost-effective
path to choose.
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While several companies seem to prefer the campus-hiring

route, and have put in place a dedicated campus
recruitment strategy, there are still some challenges in the
smooth implementation and running of the process. A
survey conducted by Times Jobs, revealed the following
with regard to campus hiring:

Challenges
While most companies believe that campus hiring
is an effective recruitment tool, 49% agree that the
process they follow is not managed well

in Campus 60% of the companies feel brand positioning is one

of the major obstacles during campus hiring

Hiring The Wall Street Journals, India Real Time, Ronald C.

Sequeira speaks from experience he says that the
youngsters who do take up offers from companies during
the campus recruitment drives, do so to land a job as an
interim, until they find an opportunity that is better and
higher paying. This effectively means that while companies

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spend a large amount of resources on hiring at campuses, a very high percentage of

new recruits do not intend to remain loyal to a company.

The fact expressed by Mr. Sequeira, makes it necessary for companies to revamp their
campus recruitment strategies. To start with, the ensuring that they communicate their
culture, values, and growth potential to prospective employees, in a lucid and engaging
manner, would help to attract the new-age talent. With successful brand positioning,
companies can expect to retain these new recruits for a long time, and get the best work
performance from them.

As mentioned, the planning and setting up of the campus hiring drive is a long and
tedious process, which uses up large amounts of already limited resources of
companies. Companies visit several college campuses during their drive, and it
becomes imperative to hire not just a large number of candidates but also the very best.

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In The task of hiring the right talent to fill vacant positions

within a company, is possibly one of the most critical and

Conclusion
arduous tasks for any company. It must be done right to
ensure that only the very best talent works for the company,
ensuring the progress and success of the business.

When campus recruitment drives are well executed,

companies can select and hire the top quality candidates in a
short span. For students it is an opportunity of landing a
good job in a company of repute, even before they complete
their academic course, leaving them at peace to score even

Fin.
higher towards the end of their academic journey. Mettls
expertise and years of experience can make the toughest
campus recruitment drives a win-win exercise for all.

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 What is Mettl?
Mettl is a Saas based assessment platform that enables organizations to create
customized assessments for use across the entire employee lifecycle, beginning with
pre-hiring screening and candidate skills assessment, training and development
programs for employees/students, certification exams, contests and more.

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