Placement Process

Campus Placements are conducted in the institute for providing job opportunities to the students who are pursuing their management courses. The Campus Placements provides students a great chance to get placed during the course and ensures a safe and secure future. It is critical for every student to realize the importance of the campus placement programs and prepare adequately to ensure that they put their best foot forward.

The Campus Placement programs can be On-Campus, Off-Campus or Pool Campus.

The objective of the placement process followed by various companies is to identify the suitable candidates for their respective organizations. The selection criteria adopted by the companies vary according to their recruitment policies but the selection process adopted, in general, is as follows:

Educational Qualification

Some companies give weightage to the academic performance of the candidate, and place a barrier of minimum (%) marks required to take part in the placement process. In case of MBA's, sometimes they also specify the graduation stream and minimum marks required or even ask for some specific certification courses.

Pre Placement Talk

Generally it is in the form of a presentation of company profile, selection procedure, achievements and company’s vision and mission. It covers the possible career path and growth of individuals within the company and other incentives after selection. In this session, students are free to ask any relevant question in case of any confusion or doubt. It is worth mentioning here that before going for interview the candidate should ensure to learn important facts about the company through various sources such as company websites, college library or his faculty etc. One should always enquire with the placement office about any alumni working with that particular company so as to get some useful information about the company.  

Aptitude Test:

Nowadays, most of the companies start the selection process by first asking the candidates to appear in the aptitude test.  This is generally an online test consisting of questions from quantitative aptitude, English and reasoning. Some companies also include functional/technical aptitude questions from the relevant field such as marketing, finance, HR etc.

Some companies also take a written test in which they may ask each candidate to summarize a passage or a case study provided to him. In most of the cases, the candidate is given a limit of 200 to 300 words. Therefore, one should remember to structure his/her response in such a manner that the first part consists of introduction, second part consists of conceptual discussion, third part consists of brief analysis and fourth and final part consists of conclusions draw from analysis and the opinion of the candidate.

Some companies may even ask each candidate to write a brief paragraph (200 - 300 words) about himself/herself.

Group Discussion (GD):

GD is used by companies both as an elimination round or an additional round to interview. In this GD round, a general topic is given to a group of 8 to 10 candidates for a formal discussion.  The objective of GD round is to test the attitude, Content (knowledge), communication skills, etiquette and leadership ability of a candidate.  The topics of GD can be from any area such as politics, economy, movies, business, case studies, abstract ideas or current affairs and latest news. To prepare for GD, you must regularly read newspapers and magazines, watch and listen news (both the general as well as business news) and develop the habit of reading books.

Personal Interview:

After the elimination round, the companies conduct personal interviews to test the communication/ functional/technical skills remaining candidates. This round can be an individual round or may be combined with the HR interview. Candidates are advised to regularly update their knowledge about their areas of interest.  It includes questions based on the internship, work experience and industrial visits which increase the chances of selection. Interviewer evaluates the stability and confidence level of the candidate and the ability of candidate to engage in a meaningful conversation. Some interviewers deliberately put candidate under pressure to test his/her attitude and temperament.

Post Placement Talk:

After the selection of the candidate, he is given an offer letter. Sometimes the offer letter is also given via your college's placement center. The company executive informs candidates about the guidelines related to joining process as well as the company’s policies.