Campus recruitment – an effective method to fill up front end ‘sales’ positions!

Front end positions in Sales are generally available – if there are new business avenues being opened up in a sales driven organization! Expansion of existing business operations in a large scale also creates a need of the employer to visit the campus.

Campus recruitment or campus interview is a program conducted within educational institutes or in a common place to provide jobs to students pursuing or in the stage of completing their academic studies. In this Campus recruitment programme, industries visit the colleges to select qualified students. There is on-campus recruitment as well as off-campus recruitment. There are project placements too, normally these placements are targeted at a specific discipline or an academic stream like for eg., Recruiting qualified doctorates from specific educational institution to satisfy research and R & D requirements in a manufacturing organization in field of technology, medicine, market research, Govt. regulatory bodies etc.

Sales Executives, Medical Sales Representatives ( some pharma companies call them as ‘product specialists’), Insurance sales advisors at the entry level, BPO/ Call center telecallers – all of these are appropriate positions to be filled up by way of campus recruitment process. So how do we go about campus recruitment? Well, there are several stages to the process and they are mentioned below:

1. Preparation for conducting a campus recruitment -
Pre- recruitment discussion is done by the recruiting consultant or recruiting company with ‘specific’ individual divisional heads to ascertain the actual requirement of sales manpower. Normally, a presentation about the recruiting company will be made during this pre-recruitment talk. Basically the presentation includes the information like selection procedure being followed, recruiting company’s milestones, organizational achievements, candidate scope of improvement/ growth within the organization if selected, salary, employment benefits. Usually this presentation will end up with question and answer session, students are given a chance to ask questions about company.

2. Education Qualification criteria -
Recruiting companies will specify the qualification criteria to segregate the qualifiers from others who do not qualify. They may also set a cut-off percentage in academics for students to qualify. Software companies largely rely on academic percentage of the students; since the jobs/ assignments require good subject knowledge of specific programming skills. Similarly, Sales organizations may insist on leadership and communication skills’ certification through extra-curricular activities.

3. A Written Test -
Analytical and problem solving skills will be tested through written tests administered on screened applicants. For sales positions, emotional quotient (EQ) ratio is gauged through psychometric tests. There are emotionally stressful situations in sales target achievement many-a-times – how will the job applicant tackle?

4. Technical Interview -
Based on outcome of above said process, students will further undergo a round called technical round. This round evaluates the technical ability of the student. This is normally done where techno-commercial sales are involved in the job.

5. Final Interview -
Confidence level and stability is checked for. Will he deliver? This round is conducted for only the shortlisted candidates – those who are close to getting selected. Final decision makers conduct this round.

6. Post recruitment discussion -
This step is also crucial to ascertain whether the ‘selected’ are likely to join. Queries of the students are answered to confirm interest of the selected candidates. It is ideal to keep alternate candidates to complete recruitment on time. Expect that some of the selected will drop out!

Campus recruitment inquiries can be addressed to: and we encourage you to visit our to know more about our activities.

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