Campus hiring is one of the most important talent channels for IT companies. Due to ever increasing business needs, attrition and wage inflation at middle management, companies are obliged to take higher talent intake from educational institutes. However, campus recruitment brings its own kind of challenges:    

1. While business demand increases gradually across the year, campus supply is once in a year big bang phenomenon. Result is sub optimal utilization, higher bench  expense and bloated training infrastructure.
2. Due to competitive nature of campus placements, recruitments happen months before talent is actually on-boarded. Any demand mismatch due to business uncertainty can  lead to unsustainable bench causing downward pressure on margins and lower team morale.
3. Due to compelling business demands, companies are forced to access talent across various tiers of education institutes. However, from a long term HR strategy and cost  management perspective, it is not in the interest of the organization to treat all these talent tiers in the same way. This can result in sub-optimal use of resources  and undue stress on long term performance management and cost management.

Orcapod can act as an effective partner to optimize your campus strategy. While you can directly onboard talent coming from top tier institutes, Orcapod can act as a step-through facilitator to acquire & manage your campus talent till you absorb them on business assignments. This can help your organization in the following ways:

1. You can on-board higher tier talent first while we manage the other talent in terms of constructive engagement and HR support. This will reduce unproductive stress on  your HR team. We can continue to engage talent on your behalf till you decide to take them on your company’s payroll.
2. This will help you optimize your training & physical infrastructure. You don’t need to design this for peak load as we will help you even this out across twelve months.
3. On specific needs, we can work with training vendors to take the campus recruits through various training programs and help you make them billable-ready.
4. In case of demand mismatch during the year, you can take an option to fine tune the intake pace.
5. In case of lesser demand for talent during the year, you can take the option of taking in only the number of people you want to take in.
6. You can use this mechanism to completely weed out bad performers before talent enters your organization formally.