MODUS OPERANDI

Jagpar’s Modus Operandi for Selection Process:

Our screening process is highly selective and thus, most of the detail needs to remain confidential. However, one of the key components are the aptitude tests, which we use to judge a candidate's problem solving ability within a time sensitive context. These tests use a combination of problems relating to words, numbers and visual objects to try and predict how an individual will perform in solving the diverse challenges that we undertake.

We place a strict time limit on the test because that very much reflects real world problems we face: many of our assignments have tight deadlines, with penalty clauses for late delivery and bonuses for early completion.

We know that the nowadays companies are looking for people who can meet a broad spread of requirements. Specifically, we seek individuals who can meet the following criteria:

The various stages of the selection process remain generally the same for these companies, with some slight variations. This could be in the form of additional or less number of stages for some companies.

The following are the stages that students normally go through as a part of Campus Recruitment:

(i) Aptitude Test    (ii) GD    (iii) Interviews    (iv) Online Test

Aptitude Test:

Aptitude test is a structured systematic way of evaluating how people perform on tasks or react to different situations. Aptitude tests are designed to test for the presence of certain innate abilities that are required for a particular line of work or study. They generally test students in areas such as Quantitative Methods, Verbal Ability, Logical Reasoning and Basic Domain Knowledge. Aptitude test is used as a process of filtration to reduce the number of candidates for further rounds of selection process.

Types of Aptitudes measured.

Several different types of aptitudes can be measured. Some of the commonly measured aptitudes are numerical ability, verbal ability, and reasoning ability. These can be described in brief below:

 Numerical Ability:

This ability involves understanding of the basic numerical concepts and numerical relationships. It measures the students' ability to manipulate numerical relationships and to deal intelligently with quantitative material. This ability is required for fields based on science and commerce, where quantitative analysis is required.

Verbal Ability:

Verbal Ability is the ability to understand concepts framed in words. It involves understanding the meanings of words and organizing them so as to provide and obtain meaningful verbal information. This ability is important for fields where understanding and expressing complex verbal relationships and concepts is required. This will include almost all academic fields along with learning of new languages.

Reasoning Ability:

Reasoning Ability is the ability to perceive complex relationships between a combination of objects and react accordingly. This is required for success in any academic course, but more so for subjects requiring analytical thinking.

Various reasoning

Verbal Reasoning Measures verbal fluency, vocabulary and the ability to understand and reason using words. This test is appropriate for all jobs, which require a high level of verbal ability .

Numerical Reasoning Measures the ability to use and understand numerical concepts, to reason using numbers and perceive logical relationships between them. This test is appropriate for all jobs, which require a high level of numerical ability .

Abstract Reasoning Measures the ability to understand abstract logical problems and use new information outside the range of previous experience. This is the purest form of mental ability and is least affected by previous education and achievement. It is appropriate for all jobs, which require bringing logical analysis to bear in novel, intellectually demanding situations .

Spatial Ability:

This ability involves the mental manipulation of concrete objects using two-dimensional and three-dimensional perception and visualization.

Section Distribution:

The level of overall difficulty in our tests is fairly depends on the demand & research of current need, something which is compounded when the time limits are taken into the equation. However, they are certainly feasible; they just require an ability to structure thought processes in a logical manner that permit a solution to be arrived at in the shortest time possible.

The minimum standard in order to proceed to the next step in the selection procedure is 65%. We also require a good balance of correct answers between the different questions.

GD:

A GD is conducted to test the following skills of candidates -

·  Inter personal - listening, speaking, receptiveness, team spirit, etc.,

·  Clarity of thought - Knowledge and the ability to link known facts

·  Communication skills – Coherence

 A GD is a process of SELECTION as against a process of ELIMINATION. The intention is to select the best students who possess the desired skills and not to reduce the number of candidates being considered for the next stage/s.

Interview:
Interview helps the recruiters to get to know the person behind the test scores and what is mentioned in the application and CV. The recruiters use the interview process to evaluate the candidate on various aspects such as goals, attitude, motivational levels, ability to react to situations, etc. An interview also helps the company assess the cultural fit between the company and the student. In addition to the above, some companies may also have a psychometric test as a part of selection process.

Psychometric Test:

Psychometric tests are structured exercises used for measuring aptitude, competence, skill, sensitivity, memory, intelligence, personality, etc. Many employers now use psychometric tests to help identify the best candidates. As the name suggests, a psychometric test is a way of assessing a person's ability or personality in a measured and structured way. It is designed to measure certain psychological variables like intelligence, aptitude and personality traits. A psychometric test evaluates attitude of the candidate and consistency of answers for similar questions. Each of the above stages is eliminatory.

Freshers-Recruitment.

The term Freshers - Recruitment refers to the system where any organization do a bunch of process to recruit graduating, graduates bright youngsters to work for them. Students, who are keen to begin their professional career as soon as they finish studies, have opportunities knocking at their doors. They can thus get training and acquire skills immediately after college. They should make the most of this opportunity to enter the job market as entry otherwise becomes difficult.

Need for preparation & Counseling:

In order to find the best possible placement, students, good or mediocre, need to put up their best. While more companies are now recruiting one must realize that the competition has become stiffer. It must also be borne in mind that organizations do not want to compromise on quality, as the salary offered is good. So, even good students need to polish their speed and accuracy, through regular practice and thus give a credible performance.

Participating companies:

Participating companies are offered all facilities on campus - including airport pickups, arrangements for conducting tests, group discussions and interviews. All audio visual aids such as LCD’s, OHP projectors etc. for your presentations are provided.