Hire & Train

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

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.

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.

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.

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. 

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 !