When a corporate needs associates for their junior
level associates, everyone knows the solution is campus hiring. Campus hiring is a big process and precise
planning is requisite. If you miss the
timing, all our efforts go in vain. You
can refer my blog on ‘Campus hiring’ for more details . If you missed the bus, what
other ways are there? Yes, we in the IT sector recently started two other
channels to get junior level associates from the market.
1) Hire and Train (which is commonly used for blue collared jobs)
2) Train and Hire
1) Hire and Train (which is commonly used for blue collared jobs)
2) Train and Hire
Both, almost sound the same but there is huge
difference with respective to cost and profit margin.
There is one more channel - Cross /up skilling. Refer
my blog for more details.
For all channels, demand study is important.
Demand Study: Based
on demands in the business unit you handle, we need to check with our clients
where we can place trained associates in a billable role. Gather the details Skillset, domain,
location, client, count, work authorization….. etc
Hire and Train:
Recruitment:
As the model suggest, first we need to hire the junior level associates and
then train them. TAG/HR Recruiter need to check -
1) Pre –qualification needed for the training.
2) Associate flexible to relocate to the location of the demand, post training.
3) Any work authorization needed (VISA processing) post hiring - we can set the expectation based on your company’s global mobility policy / sometimes the client wants too.
4) Set the joining date based on the training aftermath and your demand start date.
1) Pre –qualification needed for the training.
2) Associate flexible to relocate to the location of the demand, post training.
3) Any work authorization needed (VISA processing) post hiring - we can set the expectation based on your company’s global mobility policy / sometimes the client wants too.
4) Set the joining date based on the training aftermath and your demand start date.
Academy/Training Department: Most
of the IT companies do have full fledged training department / Academy. They take care -
1) Based on the training needs as per the curriculum given by the business, check for internal trainers and the availability of other training needs like training material, use cases and the required software.
2) Sometimes if we need an exclusive trainer, we can outsource this too. They provide well-trained instructor, training material along with the software during the training.
3) In addition, these training can be organized based on the budget / availability of the training rooms in your company or can be done virtually too.
1) Based on the training needs as per the curriculum given by the business, check for internal trainers and the availability of other training needs like training material, use cases and the required software.
2) Sometimes if we need an exclusive trainer, we can outsource this too. They provide well-trained instructor, training material along with the software during the training.
3) In addition, these training can be organized based on the budget / availability of the training rooms in your company or can be done virtually too.
Mentoring:
During the training, ensure we organize our company subject matter experts to
provide required mentoring
1) Mentors would share how a day is at the client’s place using the tool/skillset they are learning.
2) The training instructor can explain to them ‘WHAT & HOW’ needs to done. However, these mentors help with ‘WHEN’, ‘WHY’.
3) This helps the associate with an organizational touch and keeps them more engaged. It also helps in building up the aspiration within the associates.
4) They feel more connected and it kindles the self-learning fire in them
5) In addition, these mentors help with a use case / Proof of concept of the trained skill.
6) Mentoring should be a weekly activity during 3 to 4 weeks of training. Not to exceed 2 hours in a week.
7) The mentor and instructor handshakes and take the entire cohort moving forward.
1) Mentors would share how a day is at the client’s place using the tool/skillset they are learning.
2) The training instructor can explain to them ‘WHAT & HOW’ needs to done. However, these mentors help with ‘WHEN’, ‘WHY’.
3) This helps the associate with an organizational touch and keeps them more engaged. It also helps in building up the aspiration within the associates.
4) They feel more connected and it kindles the self-learning fire in them
5) In addition, these mentors help with a use case / Proof of concept of the trained skill.
6) Mentoring should be a weekly activity during 3 to 4 weeks of training. Not to exceed 2 hours in a week.
7) The mentor and instructor handshakes and take the entire cohort moving forward.
Assessments: There are three type assessments -
1) Pre-assessment - Before the training starts, pre-assessment is completed. This helps to gauge where the associates stand with respect to the skill they are being trained. In addition, the instructor would know, from where he/she needs to start the training.
2) Weekly assessment – the instructor also take care of the weekly assessment, to ensure that the associates are learning, what is being taught during the training. It helps both the associates and the instructor as a checkpoint.
3) Post-assessment - This is very important, which helps in letting us know success of our training. Based on the results, post training we can retrain the associates, wherever they are lacking in.
1) Pre-assessment - Before the training starts, pre-assessment is completed. This helps to gauge where the associates stand with respect to the skill they are being trained. In addition, the instructor would know, from where he/she needs to start the training.
2) Weekly assessment – the instructor also take care of the weekly assessment, to ensure that the associates are learning, what is being taught during the training. It helps both the associates and the instructor as a checkpoint.
3) Post-assessment - This is very important, which helps in letting us know success of our training. Based on the results, post training we can retrain the associates, wherever they are lacking in.
Other Logistics
Orientation: Orientation is a regular process in the
hiring cycle; this is taken care by Talent management department in the company
virtually for all new joiners. The associates are gathered in one of our
training halls, we will ensure the TM team, goes in person to take care of this
and welcome the associates, with a personal touch.
Leadership meet:
the same day of orientation, we plan to have a couple of local leaders and
Operation leader to meet the associates and talk about the practice and the
processes after the training is completed.
Accommodation and Other Amenities: Recruiters also arrange for accommodation
with local lodging houses. The Academy takes care of the delivery of the Laptops
and food during the training period. Also from
operation we do approve rental
cars for the weekends, so they can visit local places and have some fun with new friends
that they made during the training.
Post Training
Resume Writing & Prepping: In the last week of the training, with the
help of the mentors, have the associates rewrite their resume along with the
topics covered in the training. Also, have academy run a training session on how
to handle effectively the client interviews. As these associates, do not have
hands on experience, but they need to prove to the client that they know the
basics. Given an opportunity, they have the right attitude to learn on the job
and deliver.
Marketing Profiles: Based on the demand study done initially, we
market these associates’ profiles with the business and fill them for the
billable demands that they have. From Operation, we try to push into projects
where they have a team and these associates are not individual contributors and
have less interaction with the client. This will help the associate to gain knowledge
and confidence from the other associates on the ground and learn on the job.
Weekly connect : From
Operation, also have a weekly 30 minutes connect with them and address
1) Any needs they might have -
extra mentoring post training
2) How
to handle internal hiring managers, in case they approach them. We get the details of the Hiring manager and do help in following up
Also, ask them to
take up addition external certifications, which will add value to their
profile. It is such a soul satisfying feeling to see our Hire & train associate getting into billable role and starting their career… It is a win-win situation, for both the associate and the company.
Good Luck !
