There has been a stupendous growth in the banking and IT sectors. There has been hiring drives conducted every year at colleges. The IT sector per se employed around five lakh employees in 1999 and today, it directly employs more than 40 lakh employees while indirect employment as more than 1.3 crores. Indian IT companies cater to more than 330 companies.
More than 3 lakh graduates pass out and join various organisations like TCS, Infosys, Wipro, CTS, HCL, Tech Mahindra, or NON-IT companies like Reliance, Tata Group or global giants like IBM, Accenture, HP etc. There has been a specific demand in banking and financial services sector, which recruits fresh graduates on a bulk basis for various roles like sales, relationship management, back office operations etc.
This requirement of IT/NON-IT companies is generally fulfilled by two different methods. Firstly, through advertisements in newspapers to reach out to potential and interested candidates. This is a longer process. Generally takes around a month to finalise the process. This is generally suitable for lesser number of vacancies or for filling up mid and senior level positions.
The second and the most effective method resorted to by organizations for bulk hiring is to visit the campuses and recruit the candidates from those campuses. This method is referred to as Campus Recruitment. In this method, both the organizations and the prospective candidates are on a common platform. This method provides a platform to the candidates, who are ever enthusiastic and extremely motivated and who are willing to go that extra mile to prove themselves. This system enables the candidate to have a smooth path to enter the job market straight from the college campus.
The various stages involved in the campus recruitment process by companies are fair and large the same with slight modulations in process. However, the general method to assess a potential candidate remains the same.
PHIRE is a placement-oriented training company started by a team of ex-bankers, to help the BFSI segment access fresh talents from across the country. Our aim is to bridge the gap in the industry between skill crunch for BFSI segment and employable gap for young talents.
The questions from this test area of Quantitative Aptitude are of easy to moderate level of difficulty. The questions, usually, come from the following topics.
DI questions can have easy as well as difficult questions. DI is generally asked to check the analytical skill of the candidate and how he interprets the data provided and his understanding levels. The questions in DI usually involve observation, calculations like comparison of fractions, computing the averages, percentage based calculations etc. Basic understanding of different types of charts like Tables, Pie Charts, Bar Charts, Line Graphs is required.
Generally these are the areas of knowledge which a candidate should possess as far as logical reasoning is concerned.
The questions from this area require basic knowledge about English usage and functional grammar. The pattern of questions.
Clearing of Aptitude Tests is very essential in the whole selection process. A candidate should essentially clear the aptitude round to participate in other selection rounds.
A GD is conducted to test the interpersonal skills, including communication skills of candidates. It also tests a candidate's knowledge and his ability to link the various facts.
Personal Interviews are conducted to know more about the candidates achievement, knowledge, hobbies, specialization, family background etc. The panel checks for the behavior, attitude of the candidate and his future career plans. The candidate is expected to have a clear career goal and area of specialization which he/she would be interested to pursue as his future goal. Overall, one's confidence and one's knowledge are the key attributes which would be checked here.
The Interview rounds can be Technical Interview and HR Interview rounds.
