At the beginning of the summer placements season, many conversations revolve around you. Will you get your dream job or not? Which are the companies coming to your campus for selection? What strategies do they adopt? How do they evaluate you? Will you get the right profile or not?

When recruiters visit campuses for hiring, they have a certain mind-set to select potential employees who suit their working culture and are the best fit for them. Each company has its own strategy to find its custom fit for all its profiles.


Companies adopt various assessments methods to evaluate candidates’ skills followed by multiple selection stages depending on the level of hiring.




Head - Human Resources,

Indiabulls Housing Finance


As recruiters, a primary skill set that is integral to our decision is the candidate’s positive attitude and willingness to learn. Whilst skills, knowledge on the subject and general awareness are important parameters, the likelihood for a candidate to acquire the requisite skills and learn on the job are always higher than changing an unpleasant attitude.


We believe that identifying the right talent and thereafter, understanding a particular candidate is the foremost step in the hiring process. So we use a profiling tool to better understand student preferences. By adding greater emphasis on the candidate’s nature in the usual screening, group discussion and personal interview stages, we add confident, team-oriented members to a dedicated workforce.


Our focus is on B-School graduates and CAs for financial, sales and marketing functions; and Civil Engineers for technical evaluations.


Our nationwide presence means that we have to hire the best resources from not only the metros but Tier-1 and Tier-2 cities too. Whilst we factor in location preferences for campus recruits, they are made aware that they could be placed anywhere. We recruit 200 – 300 students from campuses every year, based on the varying sectorial competencies that each institute provides.

Every organization is particular about a candidate’s job readiness and ability to perform. The skillsets required will be as per the need of the industry or majorly based on your job profile.

Most of the companies give preference to those candidates who have some extra qualification apart from their traditional degrees.

Here are some views of recruiters, placement officers and candidates. 

Nishita MukherjeeNishita Mukherjee,

Analyst, Actuant India, Alumnus,

IFIM Bangalore


As I had prior work experience, when companies visited our campus, I would consider more than just the pay package; because, I feel, it is very important to find an organization and a job role that goes well with my personality; because work space is our second home.


Nida KhanamNida Khanam,

General Manager – HR,

Jindal Stainless Limited


Each organization has its custom fit for all of its profiles.  Since, we belong to manufacturing set up, we prefer students from Metallurgy, Mechanical, Instrumentation, Electrical and Chemical for Engineering profiles. And, we prefer students from an engineering background with Management specialization for Management profiles.


Ravi PanchanadanRavi Panchanadan


Merit Trac


Certifications from reliable awarding bodies will be an important credential job seeker will carry across experience levels. There are large number of training and certifications available in the industry today across skills. These certifications give organizations the confidence of a person’s readiness for job from day one and hence are an invaluable credential.


Srinivas CheediSrinivas Cheedi,

Director - Corporate Relations,

IBS, Hyderabad


Emphasis on domain skills has reduced and the focus is more on attitudes and overall skills. The emergence of start-ups has changed the interviewing methodologies with a trend towards more informal discussions. The parameters are attitudes, flexibility, long-term commitment and necessary subject knowledge.


Mohit GuptaMohit Gupta,

Joint Director, Career Development and Placement Division,

OP Jindal Global University, Sonipat


Organizations mostly look for best-fit candidates, having a balanced positive attitude and pleasingly effective personality traits. Academic performance trend from 10th & 12th up to his/her current grades is considered an indicator of the student’s sincerity and discipline. Participation and performance in extra and co-curricular activities, especially during graduation and later are important indicators of team behaviour and inter-personal prowess. Finally, case study presentation, group discussion and personal interviews are good indicators of the candidates’ analytical skills, thinking on his feet and communication skills.

A well scripted Pre-placement Talk, detailing the company’s accomplishment, growth path for the Trainees, remuneration structure, job responsibilities and expectations from them, helps the graduating students make an informed choice. Most campus recruiters follow the practice.


Atul SharmaExpert Column


Atul Sharma,

Executive President, Human Resources & Administration,

Bajaj Electricals


Students these days have a very informed view of the company they wish to seek a career with, through online company profile, or by establishing a connect with the HR team via social networking sites. Other on-line platforms are used to gather organization, policy-related information prior to the interview stage. They also reach out to their seniors who are from the same campus and working with the organization they wish to apply to.


We have observed that some very intelligent questions are being asked by students during Pre-Placement talks. For our industry, unless it is a niche role we do not give any preference to the basic level of education. Most of our hiring from campus is for marketing, sales and project roles. Some of the important skill sets which we look at is the ability to think clearly and articulate the thoughts clearly, ability to collaborate and work with cross functional teams, ability to embrace change and remain agile, excellent numeric skills, persistence and perseverance.


Most of our evaluations are done through a group discussion, followed by a Personal Interview. For engineers we do administer a technical evaluation test. We prefer candidates who have embraced diversity in their lives and have participated in extracurricular activities, sports, team events etc. 

Stay tuned to for more feature stories and updates on Indian recruitments


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