The four main sections of a placement:
This is generally a pre-placement talk where the representatives of the company talk about its history, accomplishments, major services/products, etc. It is, without exception, excruciatingly boring. The only thing you gain out of it is that you find out a few crucial facts about the company which can help you in the interview.
All the queries regarding job profile, location of placement, and other HR related stuff are addressed. So if the company is offering an IT job but you want to go only in the core electronics sector, better not sit for the company. They also tell you about the “service bonds” the company has.
E.g. TCS and L&T have a 2 year bond, i.e. if you leave the job before completion of the bond period you have to pay a fine of Rs. 50000/-.
Some companies like Philips might not make you sign a bond. Such companies are preferred by people who are sure that they will have to leave their job for higher studies.
1. Aptitude Test
Aptitude tests consist of basic problems in quantitative ability, logical reasoning and verbal ability. Google the past aptitude test question papers of the respective company, and solve those for practice. Generally, it is seen that the questions do tend to repeat. The website ”freshersworld.com” is quite handy as it has past papers of almost all companies.
Books by RS Agrawal are good for preparation but it is not necessary to solve the entire book. Generally, these tests are easy and just require logic to crack them.
You can also have a look at the questions posted by some students in our community
E.g. L&T have a simple aptitude test but the cutoff is high because they want only few students.
3. Group Discussion
Not all companies take a GD, for e.g. there is no GD for Accenture. However, you will find that many of the companies with high packages take a GD. GD is usually between 6 to 8 candidates.
There will be a panel of 3 or so 'experts' monitoring you throughout and the duration is usually 20 min. They give you marks on the basis of your content and conduct. Content is the single most important factor in a GD. Conduct, though secondary to content, is also a vital parameter to judge you.
You may be given any topic for GD (political, social, marketing-related) and you will be given around 5 min to prepare your points. Most probably they will shortlist 2 candidates from a group of 8. So make sure you make enough points during the discussion because there is no chance of you getting selected if you keep quiet.
Interview is the final step in the selection process. Usually, the companies have a single interview in which they ask technical as well as personal questions. However, there can be separate interviews also.
The typical questions asked in this interview are:
All the questions would invariably fall in one of the above type.
Some companies ask what your strong subjects are beforehand, while some might ask about anything under the sun. Nevertheless, the best strategy would be to prepare two subjects thoroughly and tell the interviewer that those are your area of interests if you find that you have no clue about what he is asking.