A Study on the Effectiveness of Campus Recruitment and Selection Process in IT Industries
The aim of this study is to find out the effectiveness of campus recruitment and selection at IT industries in Chennai, i.e., TCS. Campus recruitment provides a platform for the organizations to meet the aspirants and pick up intelligent, committed youth
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Sree Sastha Institute of Engineering and Technology, Chennai, India e-mail: [email protected] G. Kesavaraj e-mail: [email protected]
S. Sathiyamoorthy et al. (eds.), Emerging Trends in Science, Engineering and Technology, Lecture Notes in Mechanical Engineering, DOI: 10.1007/978-81-322-1007-8_71, © Springer India 2012
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G. Kesavaraj and M. Pattnaik
1 Introduction Graduate recruitment or campus recruitment refers to the process whereby employers undertake an organized program of attracting and hiring students who are about to graduate from schools, colleges, and universities. Graduate recruitment programs are widespread in most of the developed world. Employers commonly attend campuses to promote employment vacancies and career opportunities to students who are considering their options following graduation. Selection methods used by employers include interviews, aptitudes tests, role plays, written assessments, group discussions, and presentations. Many schools, colleges, and universities provide their students with independent advice via a career advisory service which is staffed by professional career advisor. The career advisory service often organizes a career fair or job fair where a large number of employers visit the campus at once giving students the opportunity to meet a range of potential employers. Employers involved in graduate recruitment programs often form themselves into professional bodies or associations to share best practice or to collaborate in setting a recruitment code of practice. Career advisors also form themselves into professional bodies or associations to ensure that current best practice is shared across members and passes onto students [1–7].
2 Review of the Literature Bratton and Gold (2007) differentiate the two terms while establishing a clear link between them in the following way: ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.' According to the National Association of Colleges and Employers (NACE) employers should target only campuses that “produce both the type of students that best fit into its corporate culture and the number of students it needs to achieve its hiring goals.” Although there is no set formula determining which campuses to visit, campuses can be rated by several objective factors [8–13]. According to Julie Cunningham, president of The Cunningham Group, these include: 1. Curriculum/ranking—Is the school accredited: Is the curriculum relevant to the needs of your organization? 2. Location—Will the distance to campus justify the time and money it takes to recruit there? Will the distance create relocation and retention issues? 3. Demographics—Does the overall enrollment and percentages of woman and minority candidates meet the company’s recruiting needs? 4. Graduat
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