Employability Bridge Program Hiring Potential Assessment Employability Skills Resourcing By Suntek Corporation

Content Talent Energy Employability Gap Campus Recruitment – Challenges Suntek & Employability Program Employability Bridge - Process Hiring Potential Assessment (HPA) Career Suitability Analysis (CSA) Training Delivery & Training Areas Performance Evaluation Post HPA Resourcing

Talent Energy WITH INDIA set to house the world’s largest working population by 2030; the question of demographic dividend is at the centre of the discourse in India’s growth story. If more Indians turn skilled in future they would be employable which in turn would create savings, investments and ultimately growth. But if India’s population continues to rise and the Institutions fails to create a skilled talent pool, it would lead to a dangerous cocktail.

Employability Gap Significant growth of Engineering Institutions in the last decade Explosive growth on various sectors in India with IT emerging as one of major surprise sector in last decade IT sector has been a choice of popularity by youth because of its charm, dignity, high income and “white collar “status According to NASSCOM (National Association of Software Companies), each year over 3 million graduates and post- graduates are added to the Indian workforce But not all graduates get suitably employed and on the other hand companies struggle to get their demand fulfilled by quality talent This gap exists because youth passing out from various professional colleges in IT education and other sectors are not suitably equipped to get employed in industry.

Campus Recruitment Challenges Companies look for Employable Profiles which decrease from tier 1 to tier 4 colleges. Hence prefer campus drives in tier 1 to cut the cost & save time. Employable Profiles in tier 2 / 3 /4 colleges do not get opportunity for a Campus Drive. They need a platform to get noticed by Companies. Tier 1 Companies compete for DAY ONE DRIVE in tier 1 colleges to bag the cream. But left out Employable Profiles in tier 1 do not get further tier 1 companies. They too need a platform to get noticed by such Companies.

Suntek & Employability Program Suntek is into IT Consulting, Resourcing & Training and is run by a team of experienced professionals with varied exposure. We organize a unique Employability Bridge Program for fresh Talent aiming for a prospective career. The objective of this program is to provide an exposure of 6-12 months Real Time Work Experience and develop 100% Employable Profiles in an Institution and decrease the ‘Supply Demand Gap’ in the Industry. Despite the fact that hiring being low for batch students, we successfully achieved nearly cent per cent Offers (482 out of 507) in our recent Assignment at G.Narayanamma Institute of Technology and Science (GNITS) with a collective effort of Management, Director, TPO, Students and Suntek as a part of our Pilot project. There was an increase of 50% more Selections when compared to last year. Industry has also endorsed the effort made by Suntek in bringing up Employability to near cent per cent.

Employability Bridge Program - Process Pre Hiring Potential Assessment: Pre-Assessment of the Hiring Potentials of job aspirants in Problem Solving Ability, Interpersonal Skills, IT Skills, Core Technology and Personality. Career Suitability Analysis: One to one discussion to understand the career interests, match them with their skill levels and freeze upon a suitable career option for each individual. Profiling : Categorize their profiles into various batches based upon their career options. Training: Customization of the course relevant to their batch, delivery of the training and evaluation of the performance. Post Hiring Potential Assessment: Post Assessment of the Hiring Potentials after successful completion of training and generation of Employability Report. Resourcing: Sharing the profiles to relevant companies with1:3 selection hit ratio, which would cut down their cost and save time.

Hiring Potential Assessment (HPA) HPA is a comprehensive assessment of eligible job aspirants considering the skill requirements of major companies. It is a Campus Drive consisting of following rounds.. –Aptitude Test –Group Discussion –Technical Interview –HR Interview The objective of HPA is to explore JOB READY Employable Profiles for resourcing. We call them as Green Profiles. Also identify skills short profiles and develop Employability Skills. They would again undergo Post-HPA to become Employable Green Profiles. HPA would help companies to get access to Employable Profiles of all levels of colleges. It helps Employable Profiles to get noticed by the companies

Career Suitability Analysis (CSA) & Profiling CSA is a one to one discussion to understand their career interests, match them with their skill levels and freeze upon a suitable career option for each individual. Industry Orientation sessions which provide exposure about the Technology Evolution, Domain Knowledge & Existing System will help them to develop broader perspective to choose the relevant career option. The profiles are categorized into different batches based upon their career options to customize the most relevant training. The training duration and fee are derived after customization. This help participants to have more focussed approach.

Problem Solving & Interpersonal Skills The Problem Solving Ability which determines IQ levels is the fundamental skill of an Engineer. Aptitude practice is just a medium to develop the application of mind. Hence Aptitude Test would be first and mass elimination round for Job Interviews & Higher Education Entrances. We have a unique training methodology which increases the application of mind. Primarily an engineer need to be technically communicative. Over and above of it, would be an added advantage. Hence we focus on Content, Communication and Body Language to improve Interpersonal Skills. The practice sessions on real life situations enhance these capabilities.

Industry Orientation, IT Skills & Core Technology The Industry Orientation develops a broader perspective about Technology Evolution, Domain Knowledge, Existing System and Need of Innovation. It creates a Techno Conscious platform in the campus giving way for a better understanding of the Applications in the daily life. The relevant core technology training helps in understanding the concepts and mechanism involved. The real time application development gives experience of working on the real time projects. The Mini and major projects will be part of the program. This is how the Post Recruitment Training is provided even before the selection. This would cut down the cost and time of the companies. The required Personality of the aspirant is developed with Public Speaking, Case Studies and Goal Setting.

Performance Evaluation The Performance of the aspirants is analyzed through a day wise, topic wise and intermediate evaluations. Every student must qualify in all the main stages of the evaluations to go to next rounds. Otherwise they are demoted to a lower batch and vice versa. The efforts of the students in the form of Attendance, Dress Code and Evaluations are monitored by an HR Team.

Recent Pilot Project in GNITS The Selections outcome of our Pilot in Narayanamma..  Infosys219  Accenture218  Deloitte 29  CapGemini 14  JP Morgan 2  Total Offers 482 out of 507 Aspirants

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