The General Placement Process for IT companies, as detailed within the context of campus recruitment preparation, follows a structured, multi-stage filtration system that assesses a candidate's aptitude, technical competence, coding skills, and cultural fit,.

The goal of this process is to eliminate candidates systematically until only the most suitable individuals remain. The entire placement drive should be approached strategically, often starting preparations 6 to 12 weeks ahead of time

Stages of the General Placement Process

The selection process typically includes the following sequential rounds

1. Initial Screening (Eligibility and Resume Shortlisting)

Before a candidate can take the first test, eligibility criteria must be met,. Many companies expect a minimum academic score, often referred to as "triple 6" (60% or more) in the 10th standard, 12th standard, and throughout the graduation course

The role of the resume varies based on the company type

• For Product-Based Companies:Resume shortlisting is the crucial first step of recruitment, where nearly 50 percent of candidates are rejected,. Strong projects, DSA knowledge, and well-written resumes are essential for selection. • For Service-Based Companies: Resume shortlisting is less common, but the resume is still required to showcase details and projects, particularly during the interview stage

2. Online Assessment or Written Test

This is the first step of the formal recruitment process, conducted to filter or eliminate the crowd,. These tests are often administered on platforms like AMCAT, CoCubes, and fresherstoday.com.

The assessment generally has two parts:

• Aptitude Test: This section tests Numerical Aptitude, Logical Reasoning, and Verbal Reasoning,, and checks the candidate's problem-solving, analytical, and decision-making abilities. Success in this round heavily relies on accuracy and speed.

• Coding Test: This includes both Programming MCQs (often focusing on languages like C and C++ due to unique concepts like pointers) and hands-on coding problems,.

3. Group Discussion (GD)

While not mandatory for all companies, some IT firms use the GD round, mainly as an elimination tool,. This round assesses the candidate's communication skills and ability to work and speak effectively within a team,. The GD round is sometimes conducted before the Technical Interview.

4. Technical Interview (TI)

This round is critical for testing a candidate's core subject knowledge and coding abilities,

Key areas probed include:

• Data Structures and Algorithms (DSA): Performance here is highly considered by big companies. Preparation should focus on fundamental structures (arrays, linked lists, trees, graphs) and algorithms (sorting, searching, Dynamic Programming basics),,. • Core Computer Science Subjects: Inter viewers frequently ask questions on Operating Systems (OS), Database Management Systems (DBMS), Computer Networks (CN), and Object-Oriented Programming (OOP),,,. • Projects: Candidates must be prepared to discuss the technologies used in their projects and the reasons for choosing those technologies,. • Communication during Coding: Candidates must be good communicators and explain their approach systematically before writing the actual solution,,. If unsure, it is better to start with an unoptimized solution and then discuss optimization

5. Techno-Managerial and HR Interviews

The final rounds evaluate soft skills, situational judgment, and personality fit.

• Techno-Managerial Interview (MR): This round may include situational-based questions and tests technical skills, especially for product-based roles,. The structured STAR approach (Situation, Task, Action, Result) is recommended for answering behavioral or situational questions,.

• HR Interview: This round determines if the candidate is a good fit for the company,. Common questions include "Tell me about yourself," "Why should we hire you?" and inquiries about strengths, weaknesses, and future goals,. Candidates should always mention that they are actively trying to turn their weaknesses into strengths. It is crucial to research the company and the role thoroughly before attending,. The HR round concludes with discussions about salary, benefits, and company policies. Candidates should never say "no" when asked if they have questions for the interviewer