Campus Training

WEBSOFT TECHNOLOGIES
Campus Recruitment Training

Project Description
The IT industry has seen stupendous growth during the last decade. It employed around five lakh
employees in 1999 and today, it directly employs twenty five lakh employees. Also, the indirect
employment attributed to IT & ITES sector, is approximately 80 lakh. As per NASSCOM, the workforce
in Indian IT industry is expected to touch 3 crore by 2020. This year, there is a plan to recruit nearly
2.5 lakh engineering graduates from various campuses. For example, TCS plans to add 60,000
workers this year. Infosys plans to hire around 45,000 people this year. Similarly, Cognizant recruited
25,000 professionals last year and plans to hire a similar number of engineering graduates this year
also. In addition to Indian IT firms, global giants like IBM, Accenture and HP, also have plans to hire in
large numbers in India.This requirement of IT companies can be fulfilled by two different methods. In
the first method, companies can reach out to the vast pool of talent through advertisements in
newspapers. In this method, the prospective candidates approach the companies. This method may be
particularly useful, if the number of job vacancies is less. When the number of vacancies is high, this
method is time consuming. The other more proactive approach by the organization is to directly visit
the campuses and recruit the candidates from those campuses. This method is referred to as Campus
Recruitment. In this method, both the organizations and the prospective candidates come to a
common platform. This common platform provides excellent opportunities to the companies to interact
with the talented students who are ever enthusiastic and extremely motivated and who are willing to
go that extra mile to prove themselves. For a student, this system provides a smooth path to enter
the job market straight from the campuses.
Why campus Recruitment?
Today, many top corporate houses are giving a lot of importance to Campus recruitment. Corporates
want to hire and retain the best possible talent inorder to gain competitive edge over their rivals.
Duringrecruitment process, a company employs various selection tools to ensure that it hires right
person for the right job. This quest to attain the right fit between a person and a job has magnified
the importance of Campus Recruitment and not only engineering colleges but also degree colleges
have started to adopt this process.In this context, it is worthwhile to mention that the job-market,
today, is promising, not just,for engineering graduates but also for non-engineering graduates. Top
notch IT companies are also hiring non-engineering graduates like BSc, BCA graduates, diploma
holders. For example, in the year 2010-2011, Infosys made offers to 1000 non-engineering graduates.
The compensation package offered to them was Rs 2.18 lakhs per annum. Similarly, TCS is recruiting
commerce graduates for software development. The coding has been redesigned so that these
graduates can do that part of the work, which doesnot involve engineering knowledge. This, surely, is
an encouraging sign for all those who are from non-engineering backgrounds and who wish to take up
jobs with companies like TCS, Infosys, and Wipro etc. Notjust IT industry, but other industries too are
buzzing with recruitment activities. For example, the Mahindra Group, which has a wide range of
businesses, plans to hire around 25,000 professionals by the end of thisyear.
Websoft Technologies
Hari Krishna Building, Opp: Konark Theatre, Dilsukh Nagar, Hyderabad-60, Telangana. Ph. 040- 6668974,
Mobile: +91 89 78 215 235, Email: info@websofttech.com , web: www.websofttech.com
Eligibility Criteria for entry level position
Each company has its own eligibility criteria in terms of age, qualification, year of graduation,% marks
scored in Class Xth, XIIth, and UG/PG. The basic eligibility criteria for entry level position in different
IT companies may vary, slightly, from company to company, but broadly they do not differ much.
For example, for an entry level position in TCS, a prospective candidate should have an aggregate of
60 % in Std X, XII, & Graduation/ Post Graduation (all semesters including optional subjects). He also
should have less than 2 years of gap in his academic career. Similarly, for an entry level position in
Cognizant, a prospective candidate should have secured over 60% in X, XII, UG/PG (if applicable).
There should be no outstanding arrears.
Stages in Selection Process:
Various stages of the selection process remain, broadly, the same for these companies, with some
slight variations. These variations could be in the form of an additional or less number of stages for
somecompanies.
The following are the stages that students normally go through as a part of Campus Recruitment:
(i) Aptitude Test
(ii) GD
(iii) Interviews
Aptitude Test:
Aptitude Test is one of the integral components in the entire scheme of the selection process. The
areas normally covered in the aptitude tests of most companies are Quantitative ability, Reasoning,
Verbal Ability and Basic Computer Skills. These tests are well structured. The kind of questions that
are asked or the topics that are tested depends entirely on the company conducting the test. Each
company hasits own pattern.
For example, in the written test of Infosys, there are two sections, each with specified time limit. In
one of the sections, 40 questions are asked, with a time limit of 35 minutes. This section tests a
student's Verbal Ability. Usually, out of 40 questions, 10 questions are on Reading Comprehension
(involving two passages). The remaining questions are based on English Usage. The second section
has 30 questions to be attempted in 40 minutes. This section tests a student's problem solving ability.
The type of questions can vary slightly from one exam to another. But broadly, the questions come
from different areas like Data Interpretation, Data Sufficiency, Non Verbal Reasoning, Analytical
Reasoning, and Quantitative Aptitude. As yet another example, in the online test of TCS, a total of 35
questions are asked. The questions are taken from a large pool of questions. All these 35 questions
are based on either quantitative aptitude or reasoning. In Wipro, a total of 50 questions are asked,
spread across 3 sections, to be attempted in 50 minutes. In test area of Verbal Ability, a total of 15
questions are asked. Out of these 3 sections, there is one section in which there are 20 questions,
which test your technical knowledge and you need to have sound understanding of different subjects
like Computer Science and Engineering(programming languages like C, C++), Electronics and
Communications(Microprocessors). In Cognizant Technology Solutions (CTS), however, there is no
technical section. As per the new pattern,there are a total of 55 questions spread across two sections.
You need to be adequately prepared to handle the aptitude test of any of these companies. This stage
is very important and if you do not clear this stage, then you cannot move to the next stage in the
selection process, which is usually the Group Discussion.
The next stage in the selection process is the Group Discussion.
Group Discussion:
A group discussion or GD is conducted to test the interpersonal, including communication, skills of
candidates. It also tests a candidate's knowledge and his ability to link the facts.
In a GD, a group of students is asked to discuss a topic given to them. The topics that are given in GD
are of two types Knowledge based and Abstract. GD is conducted to test certain key attributes in
you. You would be tested for your clarity of thought and clarity of language. The companies, also, test
your ability to understand and structure a response to the topic. Your leadership skills are also put to
test during Group Discussion. In order to do well in GD, you need to read newspapers, magazines
regularly
Interview:
Interview is the last stage in the entire scheme of selection process. Some companies conduct HR and
Technical Interviews separately, while some other companies combine both types in a single interview.
The interviews are conducted to test a candidate's knowledge of self, his career plans, hobbies,
interests, achievements, knowledge about his specialization etc. Questions can be drawn from any
area. It is expected that you have a clear career goal or objective when you face an interview panel. If
you are from the department of Electronics Engineering and you are applying to TCS, then it is
expected that you have good command over the subjects you have learnt in your engineering. At the
same time, you need to show interest in the field of IT and come up with a convincing answer as to
why you are shifting your field from "Electronics Engineering" to "IT". Overall, your confidence and
your knowledge are the key attributes which would be checked here.
Each of these stages is eliminatory.
Salaries:Pay packages offered by companies are usually in the range of Rs 3 lakh to Rs 3.75 lakh a
year for fresh engineering graduates
Need for preparation: Today, many organizations seem to offer a good salary package and a better
work profile. This has only intensified the competition amongst candidates. It, then, becomes very
important for a candidate to display excellent professional skills - be it in terms of interpersonal skills
or in terms of mathematical skills, analytical skills or technical skills. So, even good students need to
fine-tune their knowledge base and enhance their overall speed and accuracy.This can be done
through regular practice and under expert guidance.
Intensive Coaching Class for Campus Recruitment Tests
Next Batch Starts August 13th - Weekday Evening
This program is designed to aid candidates in their preparation for Recruitment through Campuses or
outside campuses. Students in their final leg of engineering studies or qualified candidates looking for
placement in reputed organizations can make use of this program to get trained to deliver their best in
the selection processes of organizations such as Infosys, Wipro, TCS, Satyam, CTS, and HCL. The
participants will be trained thoroughly in the following areas.
3.
1.
Aptitude Tests
2.
Group Discussion Process
Interview Process
Students of our earlier batches have been successfully placed in leading IT companies such as Infosys,
CTS, Carritor.
Aptitude Tests
Generally most organizations use Aptitude Tests as a process of elimination when the number of
applicants is sizeable. These Aptitude Tests also give the selectors a good idea of the candidate's
reasoning ability, critical thinking ability and communication skills. The Campus Recruitment Training
Program at Ascent Education will hone your existing skills and teach you shortcuts and tips that will
help you ace such Aptitude Tests. Practice Aptitude Tests will be provided to help you in your
preparation.
Group Discussions
Group Discussion exercises are designed to test the candidate's ability to act as a leader and a team
player. The other qualities exhibited in such exercises are clarity of thought process, the ability to think
differently and the ability to lend direction. The preparation for the GD-PI at Ascent starts with
providing basic tips on facing a GD Panel. The refresher course will be followed by Mock GDs.
Adequate number of Mock GDs will be conducted to ensure that candidates gain confidence and
overcome their misgivings. These Mock GDs will be followed by individual and group feedback
sessions. Which will help the candidates
To hone their skills and polish their performance
Personal Interviews
The last leg of the selection process is usually a Personal Interview which gives the selectors an
opportunity to know the candidate better and to assess the suitability of the candidate's skills to the
requirements of the organization. Mock Interviews will be handled by graduates from IIMs and other
top b schools who are working in various reputed companies across a wide range of industries and
are, in many instances, a part of recruitment teams. Professionals in senior positions of reputed
companies will also form a part of the training team. Feedback sessions will form part of each Mock
Interview so that the candidate can implement the suggestions and incorporate the feedback for later
Mock Interviews. The progress will be closely monitored to ensure that the candidate is adequately
preparedat the end of the program
Duration of the Course
The course lasts 4 weeks with classes in the evenings between 6:30PM and 8:30PM on weekdays. The
next batch starts on 1st week, June - 2014.
Sr. H.R Manager
Ms. Haneesha Kovi
Managing Director
Mr. Sagar Gujja

Campus Training

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Campus Recruitment Training

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