INTRODUCTION

In this competitive era, preparing yourself for campus placements is the most pivotal part of
education. Earlier, most of the students ignored the significance of the campus placements
and waved goodbye to the opportunities of getting selected by the company. But now, every
year, you can observe hundreds of students taking active participation in the campus
placement process.
One of the advantages of campus recruitment is the assurance of stable job profiles in reputed
companies. In India, the majority of campus recruitment companies often lower their hiring
criteria for entry-level employment. However, if you are applying through an Off-campus or
Pool campus placement drive. In that case, there’s much more than technical knowledge
required to clear the interview as the scale of competition increases.

What is Campus Placement/Campus Recruitment?

Campus Placements/ Campus Recruitment drives are conducted in various educational
institutes for providing job opportunities to the students. Campus Recruitment allows students
to earn a safe and secure future. Keeping in mind the importance of the placement, it is vital
for a student to prepare adequately for these programs and ensure that they put their best foot
forward.
Campus recruitment is a strategy for sourcing, engaging, and hiring young talent for
internship and full-time job roles. College placement is a tactic for leading companies to hire
high-volume qualified candidates. The campus recruitment process often involves
collaboration with colleges, career consulting & services centres, third-party agencies,
attending job fairs, and more.

What are the Types of Campus Placement?

We are sure you all will be aware of what is campus interview is. But, are you well informed
about the type of campus placement?
In general, there are mainly two types of campus placements that can be classified under the
existing campus placement models. They are:
On-Campus Placement:
In On-Campus placement drives, recruitment companies are officially invited on the college
campus to conduct interviews to gauge their potential as future employees. The placement
process is centralized. Before the interviews, they make a selection on criteria like student’s
knowledge, technical abilities, and zeal to work.
Off-Campus Placement:
As the name defines, it is a type of placement conducted outside the college campus. In Off-
campus placement, the role of college is absent. This means that there are no rules and
regulations of the college, and seek employment on your own. Reputed companies conduct
pool placement interviews where students from different colleges assemble at a
commonplace.
Students who have failed to get an on-campus placement can get a career opportunity through
this type of placement. Here, an individual need to take a lot of effort to find their perfect
employment fit.
Pool Campus Placement:
This type of campus placement considers a specific affiliation criterion. The concept of the
pool campus placement enables a student to attend campus interviews held at colleges that
are affiliated with the same university. Pool Placements adds an advantage for the students of
the colleges to join the combined placement drives, which are similar to on-campus drives
with a larger scale. Here, one gets to explore a lot of career choices to opt for.
On-Campus Vs. Off-Campus Vs. Pool Campus Placement
The ultimate purpose of the placement drives is to hire candidates that fit the organization’s
requirements. However, every college campus recruitment has its own pros and cons.
If you talk about on-campus vs. off-campus recruitment drives, on-campus placement focuses
on saving your time, provides you limited competition that increases the higher success
probabilities, dedicated assistance from the respective college placement team that guarantees
placement. Whereas, in off-campus recruitment, one gets to explore an infinite range of
opportunities without any interference from the college and feel a sense of self-achievement
after getting placed. Apart from pros, off-campus has a few cons, like facing more challenges
during the placement process and limited career prospects.
Pool campus placement paves the way for creating larger talent; therefore, there are higher
chances for selection. As this approach encourages the participation of a number of colleges
and students, it brings diversity to the company as a whole. On the other side, Pool campus
placement involves a large number of participants, which makes appropriate evaluation of the
real talent difficult. So, this approach requires detailed planning and precision to manage this
placement process efficiently.
Hiring students from a university or college can be a very competitive game for companies
looking to get their share of the new generation of top talent. Companies spend large amounts
of resources during hiring, travel and setting costs for job fairs and campus tours to promote
their brand and company values in the hope of attracting the best and brightest students
entering the workforce.
While making yourself and your product visible in a sea of companies trying to do the same
thing in itself is a challenge, another challenge is finding time to thoroughly evaluate and
negotiate with each candidate once your talent pipe is full. Therefore, employers often miss
out on some of the best people to be selected due to high-cost constraints, inefficient or
outdated procedures and time constraints.

Objectives of The Campus Placement

 To identify the talented and qualified students in the college.

  To create promising career opportunities for students in reputed corporate companies.
 To select candidates who are suitable for the current job roles without any biased
behaviour.
 To provide roles and duties as per the student’s knowledge, expertise, and interest.
 To ensure students start a career and move forward in the right direction for better
quality living.
 To provide ultimate satisfaction to students by offering the companies of their choice
according to their eligibility.
 To provide career guidance through counselling and interactions with industry
experts.
 To evaluate and select the right candidate to meet the organization’s requirements.
 To identify the professional traits, real-time skills, and values within the students.

ANALYSIS PHASE OF TRANING NEED ASSESSMENT

Target Audience – Students of Under-graduation and Post-Graduation.

In today's world, each and every student have several responsibilities. In order to be superior
in every aspect of life and also to fulfil their professional roles, students must be capable in
their responsibilities to their pupils both within and outside the classroom. Students are
always encouraged to present and demonstrate innovative strategies to better prepare students
for entering the workforce as competition rises. Prospective students would be trained to
become competent in each of the tasks in order to deal with any situation that may arise
during the recruitment interview phase.
A trainer can develop a training plan for students' interview preparation through conceptual
study by introducing various box contents of the framework.

Main problem faced by the student:

The student was facing trouble in many problems. The troubles faced by the student
according to our survey are as follows:

 One of the biggest problems is making a good resume. We often have no idea of a
good restart, as we have never had an answer about it, and it is very important.

 Time Management:
 Students are not able to manage their time in a way where they can give time to their
placement interviews as well. University starts from about 9:00 am to about 4 to 5
pm. Therefore, after classes they are tired and also need to revise their day-to-day
task. Some of the students feel that it is somewhat difficult to maintain the routine to
study daily about the placement subject.

 Learner-unfriendly:
Since most students have no prior knowledge of attending the interview and breaking
their confidence, placement cells face significant challenges in preparing them. From
training to develop eye-catching programs to presenting themselves appropriately
before the recruiting team, recruitment cells should take personal action to increase
student recruitment opportunities. However, in the absence of an internet program, it
is difficult for cellulite cells to constantly communicate with students to understand
their needs and help them.

 Budgeting:
The online courses prevailing in the market for succeeding in the interviews or
campus recruitment is way too high. Therefore, individuals feel that their basic
knowledge and some hard work would allow them to get through the interview. Also,
some students think that charging extra amount for the placement classes is not fair
enough.

 Physical and Mental Health:

The other problem faced by the students as per the survey is of their health conditions.
Students tend to skip their meals during their college hours as a result, they become
sick. This might cause them to miss their classes and hence the important topics
would be left out.
Talking about the mental health some individuals are not prone to handle stress,
therefore this leads to problems that affect student’s energy level, concentration,
dependability, mental ability, and optimism, hindering performance.

 Limited Seats:
Some feel that there are only limited seats for the dream company of a Campus Recruitment.
Hence, this demotivates them to get prepared for the interview or to work hard. Therefore,
they feel that its better to apply for their dream job outside their Campus through their choice.

Why Is It important to Train the Students for Interviews?

An interview is very important for students because an interview is a way for us to
become aware of a person's talent and ingenuity. A dialogue is a process that displays
information about anything and any topic. Interview + view = interview. It refers to
 the student's inner
and emotional
state. So, in this
process it can be
known how much
the reader knows
or is familiar with
the story or
business. So, in
these discussions it
is very necessary
for the students.
Interview is the only process through which an individual’s character, knowledge,
skills, Competencies, and his/her actual level is known. Hence for this process proper
training is required not only for Freshers but also to experienced students as well. The
more the students are trained for this process the more is the chances for them to get
closer to their dram job or dream company.

DESIRED OUTCOME OF THE TRAINING

The desired outcome for students undergoing Campus Recruitment Training are as
follows:

 Develop communication, interpersonal and other critical skills in the job interview
process.
 Identify, write down, and carry out performance objectives (mutually agreed upon by
the employer, the MCC experiential learning supervisor, and the student) related to
their job assignment.
 Assess interests and abilities in their field of study.
 Develop work habits and attitudes necessary for job success.

EXPECTATION OF TRAINING PROGRAM AS PER

Trainee’s expectation:

1. The trainer should be knowledgeable about the subject matter.

2. The trainer should be able to communicate, explain and illustrate concepts.

3. He/ She should be interactive and should encourage participation from the audience.

4. Training should be relevant to the requirements of the trainees.

5. Training should leave the audience feeling that it is beneficial and useful in their work.

Trainer’s expectations:

1. The audience should be active and willing to participate.

2. The audience should be in the right learning mindset and shouldn’t carry any of their
personal worries to the training venue.

3. The audience should be punctual and disciplined.

4. The audience shouldn’t be forcefully assigned the training session but should rather be
willing and be looking forward to it.

Need for training

On the basis of the survey done it was noticed that classroom coursework does not fully
prepare the students for campus interviews. A sample of ……. Students were surveyed and
majority of which believed that the general course work designed by their colleges or
universities was not that much efficient to take them to the next level. Around ….,…%
combined samples of the students reported having insufficient university preparation in
interviews management.
Given the relevance of various courses in managing campus interviews, it appears that
training will be a critical component for not only top students but also average and below
average students. However, the level to which classroom knowledge is provided varies
greatly between interview handling programs.
Using qualitative analysis of the students responses in the latest cohort , the present scenario
defines various training needs, counselling roles and guidance in the campus.
It will also take them to whole personality development sessions.

Design phase of the training:-

An efficient training programme increases student performance by incorporating a thorough
needs assessment, applying suitable training approaches, and anticipating factors that
influence the transfer of skills from the training environment to the workplace. A training
plan is vital because it may help students learn and develop the skills they need to execute
their jobs while also assisting the organisation in reaching its objectives. It's a method of
disseminating knowledge to a new trainee in a structured manner. It explains how you plan,
implement, and assess the effectiveness of your training. It can also assist you in determining
what needs to be revisited after you have completed the exam. Overall, a solid training plan
may help students expand their knowledge by increasing staff enthusiasm and productivity.

Strategy to design various modules:-

Program objectives may include the following
• participant satisfaction with the programme
• number of participants who complete the programme
• raw participant scores in assessment tasks
• level of new skill use in the workplace
• number of coaches developed are some of the programme objectives.

Training Objectives Topics to be covered

1Soft Skill Development
 Interview Skills Development
 Group discussion Skills Development
 Professional skills development
 Leadership Skills
 Mock Interviews
  Formal Attire Etiquettes
 CV Creation
Verbal Ability Development  Vocabulary
 Reading comprehension
 Sentence completion
 Paragraph jumbles
 Synonyms and antonyms
Quantitative Aptitude  Decimal to fraction conversion
Development
 Divisibility rules
 Time and Work
 Probability
 Permutation and combination
 Time speed and distance
Reasoning skills  Data interpretation
Development
 Data Sufficiency
 Analytical reasoning
 Directions
 Blood Relations
 Coding Decoding

Training Duration Delivery Methodology

Modules (Games, Activities, PPT,
Quiz, Roleplay, etc)
1 Soft Skills 15 days Roleplay, Activities, Group
Development discussions
2 15 days Quiz, Group activities, games
Quantitative
Aptitude
Development
3 Reasoning 15 days Tests, PPT, Questioning
skills
development
4 Verbal 15 days Games, Activities, PPT, Quiz,
Ability Roleplay, etc
Development
The goal of a training is to place the subject in a framework that recreates the associated task,
add tasking utilising past tasks as pre-requisites to lessen cognitive load, and establish
personal importance for the subject.

Conclusion:-
Analysis can be used to improve performance or to establish if a subject has the necessary
knowledge and capability to accomplish assigned tasks, as well as to identify areas where
extra training is required. Exposure to events where automation successfully completes a task
or "saves" the situation, for example, can help build confidence. The creation of training
activities is the most challenging aspect of the instructional design process. It would be
excellent to use a multidimensional approach that incorporates several of the aforementioned
strategies. The assignment should be genuine, in the sense that it should be expected of the
person in a regular or realistic situation. Participants should be required to carry out all parts
of their job, from working with other personnel to monitoring systems and attempting to
escape adversary discovery, in a learning environment that is as complicated as the actual
world. Participants should be forced to think, putting essential efforts to the test. Furthermore,
there should always be time for reflection when the activity is completed. Based on perceived
demands, more courses can be added as needed.