A highlight of the first quarter of every year, for the last many years, has been my visit to B-school campuses for placements.
It is, of course, a great opportunity to increase the brand equity of your organization. And your own. More significantly, when one is on (a horribly ) wrong side of 30s, it also helps 'feel' young. One of the boys.
Here is my take about some of the processes we undertake on campuses like the IIMs. This would be relevant for those who are visiting these campuses as recruiters. And I hope also for those in front of them.
1) Group Discussion- I think it is a great process. A polite room suddenly metamorphoses into a jungle. Stuff starts getting tossed around. Jargon flies thick and fast.
However, amidst the mayhem, it is a handful of individuals who stand out.
They might not have hogged the maximum airtime, they might not have used the smartest buzzwords. Its a concoction of good listening + good speaking + empathy + (even one) sharp insight that i go for. Airtime hoggers usually move out of my reckoning list rather fast.
2) Interview(s)- When i am being interviewed, i look at it as a massive opportunity to have someone's attention for about half an hour; half an hour in which s/he is keen to talk to me, understand me and think about me. That by itself, is a nice thing. After all, which stranger, in today's world, is interested in anyone else ?
When i am interviewing, i like to hear stories. Examples. Events. They give a much sharper picture compared to theory. Important to remember that someone will share his stories only if you make him comfortable.
Do so.
Offer water. offer your card. Say something about yourself to enable the other person to open up.
Start from talking about his resume. There would be something special in every person. Try and start with that. Draw him to the thought process which led to making choices. And decisions.
If an interviewer wants, it is easy to shift gears. Use this unpredictably.
But always share your own perspective as well. Remember, you are as much on trial as the person in front of you. He is evaluating your organization. He is evaluating you. As much as you are evaluating him.
It is natural to find affinity in persons like yourself - same school, same city, same college, same specialization, there will always be the tendence to create associations and prefer those with similar associations. AVOID THIS AT ALL COST.
3) Post process- After its all over, there would be a few one would have selected. It is natural that you would continue to associate with them and interact with them as they would be joining your organization after some time.
However, for every one who is selected, there would be many more who could not be selected.
Stay in touch with them. Mentor some of them even if you didn't select them. Use them to build the power of referals and goodwill. For your own self. This will take your name into all the organizations that these students go to. And tremendously build your equity in those.
Enjoy your time. And make it worth the other person's as well.
It is, of course, a great opportunity to increase the brand equity of your organization. And your own. More significantly, when one is on (a horribly ) wrong side of 30s, it also helps 'feel' young. One of the boys.
Here is my take about some of the processes we undertake on campuses like the IIMs. This would be relevant for those who are visiting these campuses as recruiters. And I hope also for those in front of them.
1) Group Discussion- I think it is a great process. A polite room suddenly metamorphoses into a jungle. Stuff starts getting tossed around. Jargon flies thick and fast.
However, amidst the mayhem, it is a handful of individuals who stand out.
They might not have hogged the maximum airtime, they might not have used the smartest buzzwords. Its a concoction of good listening + good speaking + empathy + (even one) sharp insight that i go for. Airtime hoggers usually move out of my reckoning list rather fast.
2) Interview(s)- When i am being interviewed, i look at it as a massive opportunity to have someone's attention for about half an hour; half an hour in which s/he is keen to talk to me, understand me and think about me. That by itself, is a nice thing. After all, which stranger, in today's world, is interested in anyone else ?
When i am interviewing, i like to hear stories. Examples. Events. They give a much sharper picture compared to theory. Important to remember that someone will share his stories only if you make him comfortable.
Do so.
Offer water. offer your card. Say something about yourself to enable the other person to open up.
Start from talking about his resume. There would be something special in every person. Try and start with that. Draw him to the thought process which led to making choices. And decisions.
If an interviewer wants, it is easy to shift gears. Use this unpredictably.
But always share your own perspective as well. Remember, you are as much on trial as the person in front of you. He is evaluating your organization. He is evaluating you. As much as you are evaluating him.
It is natural to find affinity in persons like yourself - same school, same city, same college, same specialization, there will always be the tendence to create associations and prefer those with similar associations. AVOID THIS AT ALL COST.
3) Post process- After its all over, there would be a few one would have selected. It is natural that you would continue to associate with them and interact with them as they would be joining your organization after some time.
However, for every one who is selected, there would be many more who could not be selected.
Stay in touch with them. Mentor some of them even if you didn't select them. Use them to build the power of referals and goodwill. For your own self. This will take your name into all the organizations that these students go to. And tremendously build your equity in those.
Enjoy your time. And make it worth the other person's as well.
