How Colleges can increase their Placement Count?

Colleges are often seen as the foundation of a candidate's skills and abilities before they start their job in any company. Apart from bearing the ownership of providing quality knowledge to their students, Colleges also carry an added (and important) responsibility of placing the talented students from the Campus itself. Moreover, making a student job-ready by the college also enhances the college's reputation, drawing more admissions. Therefore colleges are looking for ways to prepare students for the jobs to increase the placement count.

And while there is a tough competition amongst the students to get admissions into the top Institutions, there is an equal stiff competition amongst the Colleges to become the first choice for students. Needless to say, Placement numbers these days have become one of the most influencing criteria for any student to choose a college. 

Owing to a high need to increase the placement count, most of the colleges have set up placement cells to tackle the situation, yet the rejection rate of the students is on the higher side for a number of reasons. 

Here are some of the challenges that institutions face when aiming for high placement rates-

The gap between Knowledge and Skill

Companies that are into Entry level Recruitment take the concept of Practical application very seriously. They care less as to how theoretically equipped a candidate is and focus more on his/her practical and problem-solving abilities. 

Less Preparation time

This is one approach where most of the colleges need to improve. Most colleges begin the placement preparations in the final year which is too late. This not only leads to the students being unprepared for the hiring process, but it also affects their morale going forward.

Such a practice results in a high rejection rate.

Therefore, it becomes imperative for institutions to integrate placement preparations from the third year into the students' schedule. This way, they will be physically, mentally and skillfully prepared for the incoming companies.

So what's a viable solution for such problems? Let us dive into them:

Start soon

Come up with a strategy that works well for students of all kinds. You can use the initial 1-2 years to assess the students' and then come up with a comprehensive preparation course to strengthen their weak areas become job-ready by the final year. 

Analyze the growth 

Repeat assessments and in-depth analysis can help track the student’s progress. Such data will serve as a feedback system that tells you what you are doing right and where you need to improve. Continued assessments will vastly improve a student's performance over time. 

Getting to Know the Industry

Another advantage of beginning the placement preparation early is that students achieve an in-depth understanding of the industry and what is expected out of them. Once they know what they are dealing with and where they have to end up, their task becomes easier. Assessments also help them to measure their skill-set in line with the industry requirement. 

Companies these days are very particular about talent assessment and getting your students placed in one isn't an easy task. The cut throat competition doesn't make things easy either. But with right a strategy, anything can be achieved!

The HireMee advantage

HireMee is an online assessment platform that offers complete Recruitment solutions pre-employment test

to validate the students who are skilled and deserve to get a job. HireMee has helped thousands of students to get a job by:

• ·         Providing inputs on various jobs available
• ·         Educating them about the skill-set Companies require
• ·         Training them to become job-ready
• ·         Placing them by connecting with 2100+ top companies

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Useful tips to hire the best tech talent

Irrespective of whether your company is an MNC or a startup, a bad hire can hurt your Company's goals in so many ways. It not just hampers the business but also takes a toll on the confidence level of the management. Moreover, it can also lead to wastage of revenue for the company, and the company's brand image will also get affected in the long run.

But in the hunt for apt talent assessment, why do companies hire unsuitable candidates? This blog lists the possible reasons and their solutions.

Missing a good hiring process

In most cases, Companies who are into Entry level recruitment wrap up the hiring process in three steps: Aptitude tests, technical interview, HR interview. Most of the candidates are aware about this common pattern and have come up with strategies to portray themselves as someone who is a best fit for the job, even though they are not. The aftermath? They fail to perform well after joining the project and end up being a bad hire. Companies should customize the hiring process according to the job role and have a mix of tests which include Aptitude tests, Psychometric tests and other subject-specific tests to assess a job-seeking candidate properly before making the hiring decision.

Are your assessments gauging it?

Hiring a candidate who is proficient in technical skills is different from the non-technical hiring. Your test structure needs to be comprehensive and should assess the candidate on their aptitude as well as attitude. Let's face it - coming up with a test that aptly gauges a candidates technical skills properly is difficult. And repeating the same for various job roles is next to impossible. The best solution in this regard can be partnering with Online Assessment platforms like HireMee who offer 100% customization of the platform, content, and reports. Plus you can schedule the test at a time you deem perfect and can send test invitations to the candidates.

Your assessment timing is poor 

Hiring technical talent although is majorly about the technical skills of the candidate, but not completely about it. Any candidate who is hired becomes a part of the company culture and has to work in it. No matter how good a particular candidate is in the coding skills (Suppose), if he/she isn't comfortable interacting with the team members on the floor or lose their cool easily, their skills won't be utilized properly. This will become a problem for the management as well. The best way to avoid such a situation is to ask different types of questions to the candidate and observe their responses. Based on that, make the hiring decision. 

An online assessment platform like HireMee can provide an in-depth report about a candidate's personality and job fit based on the Psychometric test he/she has taken. This saves a lot of time for the recruiters while providing exact information.

Way Forward: HireMee

HireMee's pre-employmenttest is centered to provide an unforgettable recruitment solution because the candidates are skilled and job-ready. 2100+ companies are happy with HireMee and this number will only increase in the future.