Students have come to depend on the campus placements to provide them a good launch for their career.
But what is the view point of the companies that come for campus placement? How valuable are campus recruits in the larger scheme of the company's growth and progress?
What are the skills that are taught from entry level talent? Also what kind of training investment is made on junior /entry level talent?
Innovative and original thinking, efficiency and scale are gaining currency as attributes in the people we recruit.
At the entry level we hire talent that showcase qualities of being a team player, ability to think through the ambiguous situations an attitude of constant learning and sharing.
The ability and competence to put in that extra effort and being ready to go that extra mile to deliver to the best possible abilities also provides an edge to the candidates.
Significant investments are made by learning and development to provide hired candidates numerous opportunities to enhance their professional knowledge with the classes, seminars and the online tutorials. New recruits are sent to boot the camp, to familiarize them with the company's approach and practices.
Morning team meetings are run by junior as well as the senior staff giving opportunities for the young leaders to develop.
Also available is the Global Markets Institute a global seven months training programme for the graduates, focusing on building consultants with the strong capital and commodity market knowledge and the domain skills.
The program is useful for all the fresh graduates joining in North America, European Union and India.
What is the hiring forecast for the upcoming year? Will there be more entry-level hiring or senior management?
In terms of sheer volume, demand for middle level jobs will outpace the demand for senior or entry level jobs, given the focus on specialized roles and higher mobility for such roles. However, the biggest growth will come at fresher level, as companies will look to hit the colleges again to grow their foundational layer.
This year will witness an increase in demand for specialized skills in organizations to enable a differentiated positioning. Specialized skills like analytics and big data, visualization are gaining momentum in the capital markets space. Also, demand for WPF skilled professionals will be huge this year due to a significant shift from Win forms to WPF skill requirement in Investment banks along with focus on hiring strong core Java skilled talent will continue.
Any specific employee-centric policy that you have at Sapient that has helped boost talent retention?
A key part of our people success strategy is to understand what makes people stay in an organisation therefore we focus our HR tactics on retention. Our goal is to create an environment that allows us to grow people from within. We believe in growing employees organically and most of the global leadership team comprises people who have been working with Sapient for many years.
We re-inforce performance and strategic context through the performance and people growth programs. Our strategies include performance improvement planning, growth planning and focus on feedback. We constantly collate feedback from our people through various official and unofficial platforms.
We recently launched a platform to share views and thoughts called, Sapient Pulse. It aims at understanding what makes our people think of Sapient a great place to work in. We also offer multiple job rotation opportunities for people, which enable them to grow both horizontally and vertically over time. It helps them build capability and also grow in their careers.
Which colleges are popular for campus recruitment and why?
The campus-hiring programme is one of the most important sources of building a good talent pool and we have an extremely structured approach to hire, train and induct them within Sapient. We go to all the key engineering colleges across India to get the best talent. Our strongest need is to build domain skills along with technology skills; so a percentage of college hires come from colleges which specialize in the energy or marketing domains (such as UPES Dehradun, PDPU Ahmadabad and MICA Ahmadabad)
How effective is lateral hiring in the Indian market vis-a-vis campus recruitment?
Organizations need to have a combination of short-term versus long-term talent strategy. Hence, both modes of hiring are important in building a strong talent supply to enable growth. While lateral hires are hired for specific roles and are therefore expected to get on the job and become productive sooner; college hires are a long term investment as they require training, integrating and nurturing in the organization by special campus programmes before they are ready to be on the job.
At Sapient, we do both lateral as well as campus recruitments; we believe that both have their merits. Our approach is a combination of buy (experienced hires), borrow (contracting) and build (college hires). In addition, we also plan to hire some experienced hires (buy) to train (build) i.e. buy to build.