When economies are experiencing a slowdown and recruitments have come to a standstill, there are few companies who are adopting unique ways of recruiting candidates.The companies are focussing more on stabilising and capability buiding.
Wells Fargo India’s Fuelling Assertive College Talent (FACT) program is an innovative technology based campus recruitment process. The program was launched in 2008 and recruited 39 graduates. “Typically, campus recruitment process starts with recruiters going to the campus, conducting Pre-Placement Talks (PPTs), followed by tests, group discussions and face to face interviews. We did not go to the campus at all. We selected five campuses across India, namely, BITS Pilani, BITS Pilani Goa Campus, MNNIT Allahabad, SMIT Majitar and NIE Mysore. Instead of PPTs, we had a specially designed web-based quiz contest which tested the applicants’ awareness of Wells Fargo. We selected one winner from each campus and handed over the grand prize, which was a premium motorbike,” says Shubhayu Sengupta, senior vice president – human resources, Wells Fargo India
He further adds, “The second step was the actual candidate selection process. Eligible students were asked to prepare a video lasting not more than three minutes, wherein an introduction and reasons explaining as to why they would like to join the company was captured.”
Aviva has adopted a non-traditional hiring approach wherein they take on ‘Creative Behaviour Evaluating Interview Process’ to attract the best talent. “An important aspect of the internal recruitment process is that all applicants are given the opportunity to receive feedback on their evaluation after the selection process has been completed,” said Mohammed Shahber, Director – HR, Aviva Life Insurance (India).
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